A top rookie mistake is investing lots of time in a bad job order. Does your office have an evaluation process to prevent you from this major time waster?
1) Is.There.Urgency? If it's a "as soon as possible", or "we would always hire one of those", or "it's in the budget" are NOT urgency indicators. If they can clearly articulate that there is serious trouble if this is not hired in the next 8 weeks, or client deliverables will NOT be met without this person, or we will NOT hit our goals without this hire, THAT is urgency! The old "implication" questions will flesh this out. " What is the impact of NOT hiring in the next 8 weeks?" should be your new best friend for job orders in a recovering economy.
2) They have not previously paid recruiter fees. This is a deal breaker. You may want to ask them to put a foot in the boat and do a 5K engagement fee and invest three weeks into it, but then you are free to walk away.
3) You do not have rapport with the hiring authority directly making the hire. If they will not follow your process you are doomed before you begin. No prep calls, no debrief calls equals a needle in a haystack placement.
Do the work up front to prevent four weeks of pain and misery!