Waaay back in the 90's, I was introduced to recruiting by one of the industries best recruiting managers. She was old-school, smart as anyone I've ever met, consumed the written word and eschewed television.  She'd been in the industry for 20 years when I was under her tutelage, and with the assistance of her equally talented assistant manager, ran a well trained machine. I was lucky - it helps to start out like that.

I took a lot away from those 5 years.  Here's one that I've always thought was important:

From the end of your first "real" (ie, more than a 2 minute IM or e-mail exchange) connection with a candidate and throughout your period of working with them, you should be able to answer these 5 things about them without hesitation:

1. Why are they really looking?
2. Will they take less than they're currently making for a better situation?
3. Where else are they interviewing? (they are, they always, always are)
4. Have you checked references yet - if so, what do they say? If not, why not? (okay, I'm cheating and added another question - it's now 6)
5. If they  get an offer that satisfies their reason for looking as well as is in their comp range, will they accept and cancel all other interviews?

Here's the thing: if you don't understand that picture of your candidate - especially one you have in interviews - then you're gambling.  Remember: in the end the house always wins.  You're better off with a higher level of candidate knowledge - it may take some time on the upfront, but staying informed like that can make the difference between days and weeks of work that results in a turn-down or (worse yet) a fall-off, versus a solid placement that generates goodwill with your client and candidate (and, more than likely, additional business).