● Sick of clients changing their mind when you have found candidates?
● Sick of not being able to get feedback or interview times?
The higher the agency count, the higher the opportunity cost. Opportunity cost is essentially the cost involved in the opportunity forgone. So whilst I am working this "unfillable" role, it is at the cost of business development, candidate interviews, reference checking and so on. If you are the 3rd agency or higher that has been briefed, the opportunity cost of working this role may be too high.
2. How realistic is the brief?
Weight the clients requirements against current market conditions. Is the salary realistic? Is the skill set required available for the price the client wants to pay?
3. Is the client committed to the process?
Committed clients respond to you quickly, give you prompt feedback and return your calls. Committed clients book tentative interview times at the start of the process because they have given priority to the recruitment.
4. Is the candidate in the market?
Regardless of how committed your client is, if the ideal candidate does not exist there is little point working the role. You must be able to identify the ideal candidate and know where to find him/her if not already on your database.
5. Do you have access to line managers?
I avoid HR if I can. Line managers know what they want and can give you more detail about the "fit" than HR ever can. If I have to deal with HR, I want access to the line managers to ensure that I have the best brief.