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When a job opening occurs, one among the primary things talent acquisition professionals should do is have a recruiting strategy meeting with the hiring manager. Sometimes this meeting known as an intake meeting. Personally, I like recruiting strategy meeting higher since it’s a mirrored image of the particular purpose of the meeting – to develop a recruiting strategy for this newly open position.
Even once you recurrently recruit for a similar position, it is sensible to have the recruiting strategy meeting. It doesn’t must be an extended meeting, nevertheless it does have to cover five essential topics.
- The job. It is a perfect time to verify that the job description is current. The last item any recruiting skilled wants is to begin recruiting for an open position only to seek out that there have been some small updates to the job. That may delay your entire process. Along with confirming the job description, discuss must-have knowledge, skills, and talents (KSAs). It’s possible in a competitive job market that organizations might find an important candidate who has 95% of the KSAs for the job and might train them for the remaining 5%. This conversation should occur at the start of the hiring process, so organizations don’t risk losing an important candidate because they didn’t consider it sooner.
- The work team. The recruiter and hiring manager should talk in regards to the team from two standpoints. First, is there anyone on the present team who could be fit for this role? Many organizations have job posting programs to encourage internal mobility. If there’s a robust internal candidate, then there needs to be a discussion about the very best position to recruit for – the present opening or backfilling the interior candidate’s role. The second thing to think about is any team dynamics that aren’t noted in a job description. The brand new hire will need to be a component of the team, so it only is sensible to factor that into the interview.
- Potential sources. A recruiter will need to ask the hiring manager in the event that they know of any potential sources. There are managers who do an important job of staying on top of what’s happening with their competitors and might provide details about sources to deal with. As well as, that is time to share with the hiring manager some data in regards to the effectiveness with current sources. The recruiting team needs to be tracking by source time to fill, cost per hire, and quality of hire. This information may also help hiring managers understand the extent of resources available for recruiting this opening.
- The interview process. This ties into the previous topic of potential sources. The recruiting strategy meeting is time to debate the timeline for recruiting this position. It gives the hiring manager a chance to take into consideration how they may manage their operation while the interview process is happening. In the event that they have to hire temporary staffing, that discussion can occur early in the method. Sometimes organizations find themselves frustrated because they simply say, “Oh, well just pay additional time.” Not enthusiastic about how much time the interview process takes. Current employees get frustrated and stressed because they didn’t realize how much additional time they might be working. And that pushes the hiring manager to rush the method, which
may notprobably won’t end with the very best results.
- Future opportunities. Some people might say that candidates should stay focused on the job they’re applying for and never think in regards to the next job. Truth is, candidates need to know that they shall be arrange for achievement and have a future with the organization. The recruiter and hiring manager should confirm the onboarding and training plan for the position. Will the brand new hire have a buddy or mentor? This can be time to debate 30/60/90-day goals. Even when there’s not a whole lot of conversation about profession paths, letting the candidate know that there’s a well-thought-out plan for his or her success can set the organization apart.
After discussing these topics with the hiring manager, the recruiter can follow-up with a brief recap email. Mainly, the e-mail now becomes “the recruiting strategy”. The recruiter and the hiring manager are in sync with what’s going to occur and when. And if for whatever reason, the plan needs to alter … the recruiter and hiring manager can do this knowing the unique strategy.
One last item, a standard practice after hiring a brand new worker is for the recruiter to follow-up with the hiring manager and learn how the brand new hire is doing. The recruiter can use the data from the recruiting strategy meeting to ask “What went well? And what could we do otherwise next time?” to get additional feedback from the hiring manager and make the general recruiting process even stronger.
Even when recruiters and hiring managers are busy and so they’ve recruited for this same position dozens of times, it makes good business sense to have a recruiting strategy meeting.
Image captured by Sharlyn Lauby while exploring the streets of Weston, FL
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