Talent on Tap | Intake Meetings

By Grover Koelpin 1 comment


– Welcome to Talent on Tap,
my name is Brendan Browne I lead the recruiting
team here at LinkedIn and today we’re talking
about search kick off, hiring manager intake, however
you wanna talk about it, the beginning of recruitment and what we need to do
as recruiters to ensure that we’re setting ourselves
up to be incredibly successful. Doing a really great intake meeting is one of the most
important and often missed opportunities to gain credibility quickly with the business, with
the hiring managers. So, we’re gonna share
with you a little bit about what we do here at LinkedIn, and we’ve got a couple of different forms and not that I’m a form guy but this is really a framework and a lot of thought starters for things that we believe are important to tackle right away when you’re sitting
down with a hiring manager. This is when we need
to slow down to go fast and assert ourselves as leaders. Be clear, you are an expert in talent, you understand these processes, not everybody does, not
every hiring manager does, not every interviewer does, and they want and crave
advice and guidance. Let’s give it to them. So this is our checklist around the things we wanna tackle. First big chunk is around the role, which is pretty straightforward and obvious for most folks, but in this section there’s a few points that I’d love to spend time on. It’s really understanding
the business need for this role and does
your team understand exactly what’s happening with this role? Do your teammates, colleagues,
other stake holders realize that you’re opening up this job, why you’re gonna fill it, what the need is and what the impact will be on the team. Then we get into qualifications a bit, basic qualifications,
preferred qualifications. Here I really wanna know
what are the must haves, what are the nice to haves, and the line between must
haves and nice to haves in my experience gets blurred when you don’t drive clarity and you don’t ensure that
everyone who’s helping interview is clear on what the must haves are. So getting crisp on that
and then communicating is absolutely clear and paramount. We also have a section on
training or capability, and a bunch of questions
herein which start with “Does your team even
know how to interview”? If people haven’t been
through interview training they sure as heck should go through it, and make sure that you’re sort of being the gatekeeper in terms
of who’s gonna be put in front of candidates. Next big chunk is around partnership where I’ll dig in in a minute, but it covers priority feedback
communication expectations in an interview team, and the last section is around next steps. You can download this, use it, I would love to hear what other people use in terms of frameworks for this stuff. I think it’s a great tool to have just to get your brain going because there’s so many questions that we need to know and understand. One of the most important parts that I enjoy talking about the most is establishing trust right
away with a hiring manager. Back to asserting ourselves, we all work in talent acquisition, everyone wants a seat at the table, pick whatever cliche you want. These are the things that
me as a hiring manager when a recruiter works
with me in this capacity I feel confident, I feel
trust in that person, I know they have my best interests and the company’s best interests in mind. So make no mistake, you
have a powerful voice and you need to use it in
the way that you see fit and develop your own voice. You don’t have to be
really hard line about it, definitely don’t be soft
about it, be yourself. But that’s really really key. Another part on partnership is around the interview process, in getting back to the nice
to haves and must haves, the interview team must understand this role in depth and
make sure that if you see anyone you think is concerned or maybe understanding some politics or maybe there’s someone
on the interview panel who’s not happy that this
job is even being opened. I mean, all sorts of scenarios happen where people’s emotions get involved but you need to have that
interview panel aligned. So when you do that everyone needs to know what this role is all about, the must haves, nice to haves, the criticality of the
impact on the organization. So nailing this stuff up
front is one of the most important and like I said often overlooked steps in ensuring that we’re gonna be able to be successful in making a hire and managing the partnership in a way that everyone is feeling like
they’re being productive. So, at any level within any organization, people at times get a lot on their plate, they may struggle with
meeting all their commitments, but our job is to
identify, attract and hire the best talent for our companies. Part of that job is making
sure that you assert your voice of leadership, and it could be getting
a signature from someone just to say “I’m gonna do this”. But at the very least communicating in no uncertain terms, that
you take this very seriously and we need to have a shared understanding of what it’s gonna mean to be successful. So with that I’d love to hear what others are doing, comment below. If you’ve got templates
or forms or approaches to doing this kind of
work please do share, and until next time, happy recruiting.

1 Comment

Boris Sanchez

Jul 7, 2019, 2:54 am Reply

Too true! A well crafted, detailed intake creates more meaning and value

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