Don’t overlook the intake
The intake meeting. That first step to finding the best talent available. Yet, it is a step that many recruiters overlook or skip altogether. To build the partnership needed to find the right person for a job, it is critical that the hiring manager and recruiter discuss each requisition and ensure they’re on the same page.
Consider these 10 best practices for a successful intake meeting:
Review the minimum requirements and ensure that they are accurate. I can’t count how many times these have changed during the intake discussion.
Talk through preferred qualifications and how to prioritize them – which ones are the most critical, etc.
Ask about the hiring manager’s availability. If they are headed out on vacation, wait until they’re back to post the job, so you’ll be able to move quickly.
Talk through the interview process, including how many, who will interview, how long, etc., so recruiters can keep candidates updated throughout the entire process.
Discuss the selling points of the job – why would someone want it?
Identify the key things to be accomplished in the first 6 months or year in the position.
Define the candidate pool: Where you might find someone, who they may know, and if there are any internal candidates.
Discuss the salary range and the market for the role.
Set communication timelines, and the best way to share updates – is it a weekly email, call, or other form of update?
Find out if there is anyone else the recruiter should meet with to learn about the job.
Good intake meetings build good relationships and result in great hires.