2026
–A Ten Part Series–
Part Ten
by
Bob Marshall
July 7th, 2026
Part Ten – The Review
Bringing It All Together
Over the past ten weeks, we’ve broken down what I believe is one of the simplest—and most profitable—concepts in recruiting.
It’s called the Qualifier Job Order.
It isn’t complicated. It isn’t built on scripts, gimmicks, or technology.
It’s simply a disciplined way of gathering the information that separates recruiters who fill jobs from recruiters who collect job orders.
Before you ever begin recruiting, you want to obtain six critical pieces of information.
1. Contact Information
Know exactly who you’re working with and how to reach them. Capture every decision maker, every influencer, every phone number, email address, and preferred method of communication.
2. Duties and Responsibilities
Understand what success really looks like.
Not just the job description—but the problems this person will solve, the projects they’ll own, and why this position exists in the first place.
3. Compensation and Fee
Discuss the salary range openly.
Cover both dollars and percentages.
There should never be confusion later because there was hesitation today.
4. The Hiring Process
Map out the hiring process from beginning to end.
Work backwards from the latest acceptable start date.
Establish realistic interview dates, decision dates, offer dates, and start dates.
This is also where you educate the Hiring Manager. Many have never thought through their own hiring process until someone asks the right questions.
5. The Recruitment Column
This is where Rifle Shot Recruiting begins.
Ask who they would hire if they could.
Which competitors do they admire?
What companies consistently produce the kind of talent they’re looking for?
What industries develop people with transferable experience?
Instead of searching thousands of people hoping someone fits, you now know exactly where to look.
Precision beats volume every time.
6. The Personality of the Hiring Manager
Finally, get to know the person behind the position.
Where did they go to school?
What are their interests?
How do they communicate?
Are they direct? Analytical? Fast-paced? Deliberate?
These seemingly small details often become the difference between a placement that lasts six months and one that lasts six years.
Technical skills get candidates interviews.
Chemistry gets candidates hired.
Now, once you’ve gathered this initial information, don’t rush into recruiting.
Instead, look at your watch and say something like:
“Mr. or Ms. Hiring Manager, I know we’re both busy, and I have another commitment coming up. Let me call you back this afternoon—or tomorrow morning at 9:00. I’ll need about 30 to 45 minutes so we can go through everything thoroughly and make sure I understand exactly what success looks like for this position.”
Then comes the moment of truth.
If they take that scheduled callback…
If they willingly invest another 30 to 45 minutes with you…
If they openly share the additional information you need…
You’ve just received the first real indication that this is a job order worthy of your time, your expertise, and your full recruiting effort.
You’ve earned something far more valuable than a job order.
You’ve earned their confidence.
And confidence is where great recruiting begins.
The Qualifier Job Order doesn’t just help you fill positions faster.
It helps you avoid spending days—or even weeks—working searches that were never truly fillable in the first place.
It improves communication.
It creates stronger client relationships.
It shortens search times.
It increases placement ratios.
And ultimately, it makes recruiting more enjoyable because you’re spending your time on opportunities that deserve your best work.
One Final Story
Many years ago, I watched two carpenters build identical houses.
The first carpenter was in a hurry.
He unloaded his truck, grabbed his tools, and immediately started cutting lumber.
The second carpenter did something different.
He spent nearly an hour walking the site.
He measured.
He checked the foundation.
He studied the blueprints.
He made notes.
From a distance, it looked like he wasn’t accomplishing anything.
The first carpenter had walls standing while the second was still planning.
But a few days later, the difference became obvious.
The first carpenter kept stopping to make adjustments.
Boards didn’t fit.
Measurements were off.
Mistakes had to be corrected.
Progress slowed to a crawl.
The second carpenter rarely stopped.
Every cut fit.
Every measurement lined up.
Every step naturally led to the next.
Although he started later, he finished first.
Recruiting works exactly the same way.
Too many recruiters start cutting lumber before they’ve studied the blueprint.
They receive a job order…
Open LinkedIn…
Post ads…
Start calling candidates…
…and only later discover they never really understood the assignment.
The Qualifier Job Order is your blueprint.
Spend the extra time at the beginning.
Ask better questions.
Gather complete information.
Schedule the callback.
Earn the client’s confidence.
Then recruit with precision instead of hope.
I’ve often said that recruiting isn’t a numbers business—it’s a thinking business.
The recruiters who consistently bill the most aren’t necessarily the ones who make the most calls.
They’re the ones who make the best decisions before they make the first search.
That’s exactly what the Qualifier Job Order was designed to help you do.
Thank you for joining me for this ten-part series.
I sincerely hope it helps you build stronger client relationships, make more placements, and enjoy a long, profitable career in this incredible profession.
See you next week as we begin an entirely new series. I think you’re going to enjoy where we’re headed next.
Next week: A New Series – Stay Tuned for Details
Bob Marshall began his recruiting career over 46 years ago at MR in Reno, NV. In 1986 he established The Bob Marshall Group, International, where he has trained recruiters throughout the United States and also in the United Kingdom, Malta and Cyprus. With a dedication to executive recruiting, he continues to offer his proven training systems to individuals, firms, and private corporations both domestic and in select international territories. To learn more about his activities and descriptions of his products and services, contact him directly @770-898-5550/470-456-0386(cell); bob@themarshallplan.org; or visit his website @ www.TheMarshallPlan.org.
Bob Marshall
President
TBMG, International
247 Bryans Drive, Suite 100
McDonough, GA 30252-2513
770-898-5550
520-842-5550 (fax)