If you are a third party recruiter and you could switch places,  be your client hiring manager or your client HR contact for one week what would you do or change to make your interaction better for both sides? 

If you are an internal recruiter or hiring manager and you could switch places with your third party recruiters for one week, what would you do differently or change to make your interaction better for both sides?

Leave out the obvious that both sides fuss about...No feedback from HR or Hiring companies and too many phone calls asking for feedback or soliciting business.  What can we change on both sides to make us more cohesive?

As a third party recruiter if i could be my client for one week the first thing i would do is insist that job descriptions be developed that said something real and were not a collection of jargon and bizspeak. Being intellectually agile or scaleable is a somewhat goofy thing to put in a job description in my opinion.  They may look highbrow but they don't mean sqat and candidates think they are goofy or don't understand them either.

 The second thing i would do would be to arrange a conference call with the hiring manager, the internal recruiter and the TPR so both internal and external recruiters had the same understanding of what the hiring manager had in mind.  Sometimes by the time the unwritten input on a postion gets translated through three people it becomes like a game of telephone.  If i were the HR director i would insist that my hiring manager talk directly to the TPR to answer questions the TPR needs to know that may not be on the job description.  I would listen to see if i heard something different or more that would help me evaluate the candidates my TPR was sending to me.  All purple squirrels do not look alike if one has never seen one.

Wave your magic wand and tell us what you would change.  You have the power for one week.