Hiring Manager-Recruiter Intake Meeting Questions

Introduction

During the beginning step of the recruitment process, recruiters and hiring managers hold intake meetings. During these sessions, recruiters and hiring managers specify the job title and job responsibilities, establish candidate qualification criteria, and concur on the hiring phases (e.g., screening calls, assessments tests, etc.)

Intake meetings are beneficial for the following reasons:

• Reduce misunderstandings and email back-and-forth
• Clearly establish the requirements for a position
• Engage hiring managers in the process of recruiting.
• Maintain effective working ties with recruiters

How to organize an interview with hiring managers

The hiring process begins much before recruiters begin reviewing applicants and conducting interviews. For effective initial interviews with hiring managers:

Perform both internal and external research. 

Save time before meeting with hiring managers by researching:

• Payscale information for this position
• Typical competencies and prerequisites for the position
• Sources of previous hiring (if you've recruited candidates for a similar position in the past)

Set a timeframe. 

Forecast the time required for each hiring step based on the following recruiting metrics:

• Profit ratios
• Time-to-hire/Time-to-fill

Gather fundamental information about the open position. 

Before you meet with the recruiting manager, you should:

• The budget for this position's recruitment (contact your finance team, if necessary)
• The rationale for this job opportunity (replacement or a new post, if applicable).
• The employment tenure (e.g., long-term or short-term positions)

Sample questions to pose to recruiters during initial meetings

• You and the hiring managers will both make a profit from intake meetings if you ask pointed questions that help create the profile of a qualified candidate and reveal the motivation behind the hiring decision. Here are some potential questions to ask:
• Why do you need to fill this position?
• What is the function of your department within the organization?
• What is the current team structure, and who will the new hire report to?
• Will your new employee report to anyone?
• What are the primary tasks of your new employee?
• What are the three most important contributions this new recruit will make within the first 90 to 120 days?
• What is this position's relationship to other business lines within the organization?
• What essential qualifications must candidates possess? (such as X technical capabilities, Y project experience, and Z certification or license)
• What talents would be desirable for candidates, and why? (such as retail experience or expertise with X programming language)
• Is industry experience required of candidates for this position? What is the rationale, or why not?
• What software skills should your new hire possess?
• What are your non-negotiables, and why?
• What is the range of salary for this position?
• Are there any perks and advantages associated with this role that goes beyond our usual employee benefits package? (e.g., sales bonus)
• What is the schedule like for this position?
• When would you like your new hire to start?
• How do you intend to evaluate applicants during the hiring procedure? Will you assign them written work or a project?
• How does one advance in this position?

What to do during and following an intake interview

• Assist hiring managers in distinguishing between must-haves and desirable qualifications. A lengthy list of prerequisites not only discourages applicants, but may also force you to dismiss qualified individuals simply because they do not meet every requirement. Ask hiring managers follow-up questions such as "Should we instantly dismiss individuals who lack X in their resumes?" to determine what is desired as opposed to required.
• Create the job posting. Or, examine the job description written by your hiring manager. You can customize job description templates that serve as a starting point. Ensure that your job advertisement is well-structured, free of buzzwords, and covers the scope of tasks in detail. Include everything that will entice potential candidates, such as the company's benefits.
• Follow up consistently. Maintain communication with hiring managers throughout the recruitment process. Your Applicant Tracking System's status update emails or reports make the process transparent and simple to comprehend. Share the following information with hiring managers: the number of interviews conducted, the number of qualified candidates, and the rejection reasons.
• Offer interview preparation support. Some hiring managers, especially those who are new to their positions, may struggle with the interviewing role. Share some sample interview questions, provide advice on how to analyze candidates' responses (including how to read their body language), and call attention to the inappropriate questions they must avoid.

Conclusion

These Hiring Manager Recruiter Intake Meeting Questions combine a summary of the qualities to look for in applicants with a representative sample of appropriate interview questions.

You can prepare your responses in advance and be prepared to discuss your experience with the interviewer by practicing how you will respond to these Hiring Manager Recruiter Intake Meeting Questions