You immediately jump to the thought that you could have done more to get the person hired. How could have I provided more insight, got a better feel for the candidate, or already seen this guy or girl is a bad fit. That's all much easier said than done.

It's tough when you have a candidate that's a bad interviewee, but a phenomenal developer or designer using just one example. Even when you do understand the unique pieces it just doesn't come together like you'd hope. If that's the case is it just seeing into the future, or is there really a way to ensure success when you are a recruiter? Like anything your typically not going to get to 100% on the success meter all the time. That being said there are certainly ways to get closer. If you can get closer your not left trying to figure out why a job seeker you represent didn't get hired. As we all know you also have to explain the "why" to the job seeker as well. That is never fun especially when you don't have a clear assessment to give that candidate.

Here are a few ideas from our point of view that should help:

1) Interview the candidate over the phone and in person with questions they will face in the company interview. This may seem like common sense, but in order to do this properly you have to really do your homework on the actual hiring company.

2) Make the setting of your interview as close to what they'll experience at the actual company interview. Example: Meet with them at a busy coffee shop with a lot of distraction if they are going to be doing a group interview at an advertising agency.

3) This one is essentially the whole purpose of ShinyNeedle.com, but give them a challenge or homework. Create a mini-project for them to complete and see if they pass the test. You'll really get some key insights into how that candidate strategizes, thinks, and executes. You'll also find out quickly if they are invested in the process.

4) Do a deep dive into their social and professional online profiles. Make sure there are no glaring issues or errors that would hijack an otherwise successful interview.

5) Bring in some past candidates to assess the current candidate. If you have past clients that have been successful in their career get their point of view. Ask them what could be improved or adjusted from their perspective.

In the end the key is to have in depth knowledge of both your job candidate and the hiring company. Try some of the techniques above to have better success and understanding of why a candidate performed well or didn't get the job.