Why Qualifying Job Orders Matters—Now More Than Ever
In today’s recruiting environment—where Job Orders are rare and candidates are plenty—our instinct is to jump at any job opening. But this approach leads to wasted effort, low fill rates, and ultimately burnout. If you’re working on straight commission, the only way to survive and thrive is by qualifying your Job Orders before you commit.
The Harsh Reality: 0–1 Out of 15
In my presentation, Your Desk As A Manufacturing Plant, I explain a common scenario:
Out of 15 Job Orders:
- 0–1 will be truly Search Assignment quality
- 4–5 will be Matching quality
- 10 or more will be “Can’t Help” JOs
Most recruiters assume every job is fillable. That’s the optimism we carry. But unless you verify urgency, budget, and hiring process, you could waste weeks on something that was never real in the first place.
The Great Industry Lie
Recruiters often brag:
“Everything I write is a Search Assignment—I just need to recruit!”
But the truth is this: if you didn’t qualify that Job Order, it’s likely garbage. You’re pouring hours into a search with no payoff. Meanwhile, the hiring manager (HM) you spent 45 minutes with is telling their assistant:
“Next time that recruiter calls, tell him I’ve moved to Peru.”
That disconnect is real—and avoidable.
Introducing: The Qualifier Job Order
To solve this, I created what I call The Qualifier Job Order approach. Here’s how it works:
First Call: The Quick Take
When a potential client gives you a new job, don’t go deep right away. Instead, focus on collecting 6 essential data points:
1. Contact Information
Name, title, company, address, phone, assistant’s name.
2. Duties and Responsibilities
Ask for a “day/week/month in the life” of the position. If not possible, get percentage breakdowns (e.g., 25% supervision, 25% admin, 50% hands-on work).
3. Salary Range
Ask for low, mid, and high numbers. Discuss your fee structure in both dollars and percent to ensure clarity.
Important: Never disclose the salary range to the candidate—it creates unrealistic expectations. Close candidates low, close clients high.
4. The Hiring Process
Ask:
“What’s the last possible day this role can remain unfilled without negative consequences?”
Work backwards:
- Interview process time
- Notice period for the candidate
- Time to recruit
- Today’s date
If you’re already behind schedule—you can’t fill it without urgent adjustment.
5. The Recruiting Column
Ask:
“Who do you want for this role?”
“Which companies or competitors do you respect and want someone from?”
“Which industries should I target?”
This is Rifle Shot Recruiting—precise, fast, and focused.
6. The Personality of the Hiring Manager
Schools attended, hobbies, communication style, quirks. These chemistry clues can help you make better placements—sometimes more than a perfect technical match.
Then… Get Off the Call
Once you’ve collected these six points, end the conversation professionally:
“I’ve got the foundation of the role, but I need more details. Let me call you back this afternoon or tomorrow morning at 9 AM—what works best for you?”
This sets the trap.
If the HM answers and gives you 20–40 minutes on the second call, that’s your signal:
✅ This is a fillable job.
3 Callback Techniques to Gauge Urgency
1. Standard Call Back
Ask for more time to finish collecting JO details. Simple and respectful.
2. Present a File Search Candidate
Use someone from your database who’s close—but not perfect. You’re watching the HM’s reaction to test urgency and sincerity.
3. Live Presentation During the Qualifier Call
If you’re familiar with your candidates, present them right away. This is common in sales recruiting. It “tests the waters” quickly.
Why This Process Works
The Qualifier Job Order protects your time, elevates your professionalism, and filters out clients who won’t value your service.
It gives you:
- Leverage when HMs go silent or delay
- A framework to manage client expectations
- More closable deals and fewer “ghost” Job Orders
The Summary: Your 6-Point Checklist
- Contact Info
- Duties & Responsibilities
- Salary Range & Fee Clarity
- Hiring Process & Urgency
- Targeted Recruiting Strategy
- Personality/Chemistry Clues
Once you’ve got those, end the call and set up a second conversation.
Final Thought
This technique will make you a more effective, profitable recruiter. No more chasing vapor. No more wasted recruiting on dead-end searches. Qualify hard. Work smart. Close more deals.