Recruiter Intake Meeting Preparation
Prepare like a pro, and think about your next hire with care. Review these questions, and call your HRBP or recruiter to help you craft and plan.
At the beginning of every position search, the goal is to provide the Recruiter specific direction such that they will be able to discern and evaluate quality candidates that could do the job and provide the highest quality service to the hiring manager for the most efficient process as possible. This is real value to the hiring manager who can then focus on evaluating the BEST candidate of the smaller, most qualified candidate pool.
As a result, the purpose of this tool is to assist the recruiter in gathering relevant information from the hiring manager in order to conduct an efficient candidate search. This tool is designed to maximize all resources involved in the search process and ensure that the search moves forward in the right direction by providing detailed information about the position.
The questions are written in a voice as if a recruiter was asking them to the hiring manager.
Inefficient searches typically happen due to one of two causes,
1. The hiring manager has unintentionally not thought enough about the position and thereby provides a lack of direction to the recruiter or
2. The recruiter is unaware of changes to the business but thinks they understand the role and rushes to move forward without critical details.
This document looks to remove those inefficiencies early on.
It is a best practice at the beginning of every search to:
- Set hiring manager expectations as to the recruiting process and the level of services the recruiter provides
- Discuss what has gone well or what needs improvement over past searches
- Provide a timeline for when the recruiter will provide the hiring manager candidates
- Offer an assessment of the candidate market to correct any misconceptions
- Outline what the hiring manager can expect of the recruiter services and communication preferences
- Clarify how the hiring manager gets involved in the interview process
- Clarify what the recruiter needs from the hiring manager in order to succeed
- Map out a plan B to escalate the search if things go off track