Intake Meeting: Is It Worth $30,000 Of

Your Time?presented by Jim Durbin

Why Managers Fail To Hire

“The candidates aren’t good”

“I didn’t see enough people to make a good decision”

“The requirements changed”

“I can’t pay that much in salary”

Actual, Real Statement

“I used to get mad at fast food workers until I realized they worked there for a reason.

I’ve learned to feel the same way about recruiters.”

Why Managers Fail To Hire …when candidates are awesome

• Their ego is bigger than the process

• Fear of candidate (or impact on chemistry)

• They don’t really need to hire

• Fear of Success

What We Need

• Official Description/Marketing Description

• Requirements versus performance profiles

• Soft and hard skills

• Culture fit

Vision

Actual Office: (with higher ceiling)

Stage Ac(vity Timeline Output

Contract  and  ini(al  invoice Ac(on:  Signatures  and  deposit Ini(al  

 

Engagement  begins  

Requirements  Gathering    Session  

Goal  SeAng

Session:  Survey/Discussion  to  iden(fy  challenges,  opportuni(es,  roadblocks,  processes,  execu(ve  expecta(ons

2  days   Preliminary  findings  document  

List  of  Business  Needs  Preliminary  goal  seAng  Roadblock  iden(fica(on

Internal  Kick-­‐off  session    

ONSITE:  

Recrui(ng  Workshop:  Present  Recrui(ng  Program  Set  expecta(ons  Iden(fy  Areas  for  Process  Improvement    

2-­‐4  hours   Process  Defini(on  

Candidate  Profile  

Updated  Timeline  

Engagement  Overview  

Search  Process  

 

List  building:  Candidate  screens  by  Recrui(ng  

2-­‐4  weeks  ini(al  search   Candidate  submission  

Ini(al  phone  screens  set  

Weekly  progress  report  

Stage Ac(vity Audience Output

Phone  Screen Candidate  interviews:  Script  sugges(ons

Manager  

 

Client/Candidate  Feedback  (24  hours)  

Schedule  onsite  interviews

Ini(al  Interviews Candidate  onsite  interviews:    Meet  team,  discussion  of  background,  3  and  12  month  roadmap

All  interviewers   Client/Candidate  Feedback  (24  hours)  

Schedule  sales  presenta(on  

Sales  Presenta(on   Candidate  Presenta(on:  Specific  plans  to  reach  sales  goals,  deliver  content,  improve  digital  profile

All  decision  makers   Client/candidate  feedback  (72  hours)  

Offer  decision  

Project  Overview  Samples  

Job Descriptions

Job Descriptions• Bring Two Examples

• Explain why one is bad

• Tell a story in the opening paragraph

• Don’t just list requirements - explain them

• Explain difference in official and marketing description

• Get sign-off/validation

Intake Questions

Get Specific

• Soft Skills

• What is a soft skill?

• No really, what is a soft skill?

• how do you recognize it?

• Culture fit - How do you spot it?

• Getting on the same page

Define Culture

**This Space Intentionally Left Blank

“Someone I want to work with...

“When do you want to hire? Do you really mean that? Can I record you saying that?

“Do you hire from my gut”

“Three jobs in four years, disqualified?”

Things We Say

“Are these requirements going to change? ”

Interviewing

Engagement Outline• Define/Understand Engagement

– Recruiting Process Requirement Gathering – Analysis of current Hiring Process

• Search Process – Prospect/Target List – Setting Candidate/Client Expectations – Recruiter pre-screening – Feedback

• Interview/Offer – Completed Interview Stages (resume, phone, in-person, presentation) –Offer negotiation – Acceptance Negotiation

31

“What is the job as it was described to you?”

“What would a deal sheet look like?”

“I’ve gone through your resume and have a few questions”

“What are you looking for in your next position?”

“Walk me through your normal week”

Things We Should Say

Set the time to end ahead of time.

“I’d like to move this forward, but need to get feedback from the other interviewers”

If late, offer to reschedule.

“Our time frame is this. Does that work for you?”

“What is your impression of us after the call?”

Ending The Call

Are You Tough Enough?

“I’m going to call you 5 minutes before the interview. Will you take the call?”

“People who are cognitively busy are also more likely to make selfish choices, use sexist language, and make superficial judgments in social situations…. but of course cognitive load is not the only cause of weakened self-control. A few drinks have the same effect, as does a sleepless night.”

“How did she answer this question?”

“What did she say about us?”

“What examples did he give you?”

“What’s his vision on the next six months?”

“What questions did he ask?”

Evaluation Questions