Clients reject agency candidates for a short list of reasons: a must-have is missing, a claim is not proven, the shift, pay or location does not match, the dates do not add up, the person is not available when the order starts, or the interview went badly. Most of these were visible in the submittal before it went out. A recruiter who reads the submittal against the order one more time catches most of them.
The common reasons, and where each one was visible
A must-have is missing. The order said current forklift card. The submittal said "forklift experience." Visible in the submittal.
A claim is not proven. "Expert in Excel." "Exceeded quota." No numbers, no dates. The client does not believe it, and neither should the recruiter. Visible in the submittal.
The shift, pay or location does not match. The order said nights. The candidate wants days. The order pays $19. The candidate's last job paid $22. Visible at the screen, if anyone asked.
The dates do not add up. Two jobs at once, a gap nobody explained, a certification that expired last year. Visible on the resume.
Not available when the order starts. "Available immediately" turned out to mean after two weeks' notice. Visible at the screen.
Overqualified, or a flight risk. A client worries the person will leave in a month. Sometimes fair, sometimes not. The submittal can address it with one line about why the candidate wants this role.
The interview went badly. Late, unprepared, vague about their own work. Partly visible: a candidate who was vague on the phone will be vague in the room.
References did not hold up. Visible before the submittal, if references were checked first.
The one reason that is really the recruiter's
Of the eight reasons above, six were visible before the submittal went out. That means most rejections are not bad candidates. They are good or acceptable candidates sent against an order that was not read closely, or sent with claims that were not checked.
The client sees it differently. To them, a rejected submittal means the agency did not listen. Two or three in a row and they call a different agency.
The check that prevents most of them
Before the submittal goes, read it against the written order. For each must-have, is there a line with proof? For the shift, pay and start date, did the candidate agree out loud? For each claim, is there a number or a date? If a line is missing, make a call, not a guess.
Where M-Tracker fits
That check is what M-Tracker does on every submittal. The job order is the brief, the submittal is the work, and the note says in plain words which must-haves are proven, which claims have no evidence, and what is missing, before the client sees it. The six visible reasons get caught on the recruiter's desk instead of the client's.
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Questions people ask
Should I ask the client why they rejected someone?
Always, in one line. "So I send closer next time, what was the gap?" The answer is a must-have you did not know about.
What if the client rejects for a reason that was not on the order?
Add it to the order. The order was incomplete, and now it is better.
How do I tell the candidate?
Briefly and honestly. "The client wanted a current card and yours expired in May. If you renew it, I have other orders."
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