Imagine buying a piece of expensive furniture for your house or taking your family on a vacation without asking them about their preferences. If it turns out well, you’re rather a soothsayer. But that seldom happens.
So what do you do to ensure that everyone’s happy including you? You plan ‘together’. You sit with them, enquire about their needs, choices, and expectations well before you begin planning a vacation.
Intake meetings are just like that. The difference - the goal here is to hire the best fit for a particular role at an organization, and the participants are the recruiter and the hiring manager. It’s like a concerted attempt by the hiring manager and the recruiter to put together a recruiting plan that ensures you have the right ammo to sell a role to potential candidates.
Intake meetings are a great platform for recruiters to challenge the status quo and make an impact towards organizational goals.
Intake meetings help you:
As soon as a job opening is assigned to the recruiting team/personnel.
Short answer: Everything you need to know about a particular job opening.
Long answer: There’s multiple stages of an intake meeting
Based on our interactions with veteran recruiters and our very own recruiter-in-chief, Achu, we’ve relooked the usual ways of conducting intake meetings and created a checklist that will help recruiters be confident than ever about running intake meetings and owning up job openings.
In short, the quality of intake meetings = the quality of hires.
For recruiters, intake meetings act as a tool to build relationship with hiring managers and lay out clear hiring expectations.
For hiring managers, intake meetings are like an open forum to share their exact requirements with the recruiter.
If you’ve read this far, you’re all set for the next job opening (and a family vacation 😀) you’ll be taking care of.