Estimated reading time: 5 minutes
I recently published an article on the importance of recruiting strategy meetings. If you happen to haven’t seen it, I hope you’ll test it out. These meetings allow the recruiter and hiring manager to speak concerning the open position and discuss the strategy for filling it.
A recruiting strategy meeting doesn’t should be long, however it needs to be thorough. Over time, I’ve put together an inventory of questions that might be used for the meeting and thought I’d share it today. The questions are divided into sections. You should use this list as a confirmation that you simply’re focused on the appropriate things. And it may be a superb refresher of questions it is advisable to add.
Oh, and before you glance at this list and say, “OMGosh, how am I going to seek out time to ask all these questions?! And hiring managers aren’t going to reply all these questions!”, the purpose isn’t to ask every query. A few of the questions may not apply to a job. But there might be some questions that aren’t being discussed … they usually needs to be.
Position
- Is the position recent or a alternative (i.e. resignation/termination)? If this can be a alternative position, why did the worker leave?
- Who does this position report back to (i.e., organizational chart)?
- Are there any dotted-line responsibilities?
- What number of direct reports (if any) does this position have?
- Does the job description have to be updated?
- Are there any safety or work environment considerations that have to be addressed?
- Does the role have global responsibilities?
- How soon do you would like someone to start out? Do you wish a temp/freelancer within the interim? Is there a budget for it?
- What’s the salary budget for this position? Is relocation an option? Is a signing bonus an option?
Knowledge, Skills, and Abilities (KSAs)
- Describe someone who has been successful on this position.
- How much experience does the candidate need?
- What are 3 each day work skills that require proficiency on Day One?
- List of must-haves technical and folks skills.
- Does this position require a level, licensing, security clearances, or special certifications?
- Is industry experience a requirement? If that’s the case, how much?
A Day within the Life
- What projects (specifically) would they work on?
- What does the primary 30/60/90 days appear like for this position?
- Will this position have any challenges to take care of, especially in the primary 30/60/90 days?
- Is there a particular location this position will likely be based? Is distant or hybrid work an option?
- What are the hours for this position? Is flexible scheduling an option?
- Is travel expected on this position? If that’s the case, how much?
- What’s the department culture / office environment like?
- How do you expect this worker to work with you (i.e. manager’s style)?
Motivators
- What are a number of the reasons the person will love the job?
- What’s the worst thing about this job?
- What sorts of business challenges would this position be tasked with solving?
Sourcing Strategy
- Is there a possibility to advertise someone on the team?
- Is there a professional internal candidate?
- Is there someone who might be qualified with some training?
- Where have we successfully sourced candidates up to now?
- Have you ever reviewed prior applicants / candidates?
- Are there any web sites that you are feeling we must always post this position on?
- Are there any groups or associations that may be good for sourcing?
- Are there any corporations / competitors that the perfect candidate may go for?
- Would a temp-to-perm option possible?
- Is that this a confidential search?
Interview Process
- Who needs to be added to the communication list moving forward?
- Who will likely be a component of the interview process (i.e. the hiring team)?
- What’s your availability for interviews? What’s the supply of other panel interview members?
- Does anyone on the hiring team need interview skills training (or a refresher)?
- What are 2-3 screening interview questions that needs to be asked?
Future Opportunities
- Is your team able to train this person?
- What’s the 30/60/90-day training plan for this hire?
- What’s the profession path/growth potential for this role?
- Will mentoring / coaching opportunities be available?
- What does the success profile / KPIs appear like at 90-days, 6 months, and 1 yr?
- What’s the profession path for this position in 5 years?
That is certainly not an exhaustive list in your recruiting strategy meetings, but hopefully it may possibly help get the appropriate conversation began. You possibly can also use an inventory like this as creative inspiration to develop your personal. Give it to hiring managers in order that they can come to meetings prepared to debate. It may well help them think concerning the whole picture and supply good answers.
I do know we’re also seeing the identical headlines about unemployment being up and the labor market cooling a bit. Even when that is true, it doesn’t mean that organizations aren’t hiring. In actual fact, this sort of labor market can put additional pressure on recruiters and hiring managers to concentrate on quality of hire. Recruiting strategy meetings are focused on the identical thing … an efficient and efficient process that identifies the most effective employees.
Image captured by Sharlyn Lauby while exploring the streets of Latest Orleans, LA
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