7. What would you manager say if we asked him about your most recent performance review?
This is middle school all over again – “What would your parents say if we called them now?” Please. Search consultancy and middle school don’t really belong in the same sentence, so it’s pretty much in vain to focus on recruiters who pose such questions to their clients. Asking about your manager’s opinion of you or other personal information is a clear red flag that should let you know to get out of there ASAP.
There is simply no point in such a conversation if your consultant doesn’t think you’re the right person for the job. If they are in any way concerned about your accomplishments, qualification or competences, they shouldn’t snoop for personal information. They should just say something along the lines of “Look, this job may be demanding and requires knowledge about X and Y. Should we continue with the search or would you like to take a shot?” Your recruiter should be your partner, not your supervisor.
Even if an employer asks for previous performance reviews, it’s uncomfortable and awkward. Imagine how would it feel to hear something like this from a person who is supposed to help you find a job. A professional recruiter should know how to recognize talent in their clients without needing confirmation from previous supervisors.
If an employer has unreasonable demands, your recruiter has the obligation to tell you. If you decline to go forward with an interview, that decision is made by you and you alone. By pressuring you, a recruiter only signifies they aren’t trustworthy. Any sign of nonprofessionalism should be handled by finding another recruiter.