Do you ask your recruiter to "send me the resume"? If your recruiter sends you just the resume with no further information, you are at risk of overlooking a highly qualified "A" player. Work with a recruiter who has the confidence to "bring to life" the candidates presented to you. Before you decide to interview, be sure you know:

1. The Objective. We all know the "fluffy" reasons to change jobs: to work with a company that will utilize skills, experience, education, etc. You need to know the true objective. Such as are they running from their current job or going to the next one?
2. Why do they want to make a change? What is the truth here? Have a new boss you don’t like? New company culture? Is he/she looking for career advancement, money or other reasons? The #1 reason people change jobs right now is to make a lifestyle change. Perhaps their spouse has serious allergies and needs a different climate. Many people are relocating to be closer to their families.
3. Accomplishments. This one is improving. Resumes typically state "I’m responsible for _ _ _". They do not say what they did with those responsibilities. Recruiters want to know how you impacted your companies, did they save money, develop new produces, rally the troops?
4. Proven. Let’s get documentation. So he sold $43 million last year. That’s great information that needs to go to the next level. Who did he sell to? Large, mid-sized or small companies? How did you sell? How many calls did you make?
5. Rankings. This candidate claims to be the #2 Sales Rep in the country. This must be qualified. How many Sales Reps are there? Only 3 or 50? Big difference!
6. Earnings. In addition to needing to know the base salary, what are the bonuses or commissions? How and when are they paid? This will help determine the truth about when a person will actually resign.
7. YTD Information. Where is this candidate against company goals, company rankings and earnings goals for the current year? Is she on track to make bonus?
8. Sales. Have you ever read a resume and had no idea what they sold? What was his/her production? Are the accounts in a short, mid-term or long selling cycle? To whom and what level position does he/she sell to? Managers? Directors? Executives?
9. Motivational Issues. Clearly define why this person wants to come to work for your company. Also define reasons why this person would not want to work for your company.