There are a lot of meetings in the recruitment process, from the time the hiring manager identifies the need until the best candidate is brought on board. And the process doesn’t end with the hire. A smart organization undertakes a post-hiring review to understand how to improve recruitment business practices.
To make the most of every step and ensure meeting agendas don’t overlap or leave gaps, you need to get on top and stay on top of the process. From the outset, it’s important to have a recruitment template delineating every task necessary to get the recruiter and the hiring manager on the same page and ensure the questions recruiters ask candidates are good recruitment questions. Using a tool like Docket, you can create recruitment-specific agenda templates and ensure you and your team host consistent and effective recruitment meetings.
Preparing for a Recruitment Meeting
To get the process off to a great start, you need to be organized even before the recruiting intake meeting with hiring manager. If you have an intake meeting checklist, you can make certain that, at the intake meeting with hiring manager, questions needed to drive the process are asked. The recruiter and the hiring manager must agree on exactly what the intake recruitment process is going to be, so it’s important to set the talent acquisition meeting agenda before they first get together. They’ll need to discuss recruitment business ideas and establish the timeline with a recruitment calendar template. If they’re using a recruitment kick-off meeting template, it will be much easier to ensure that every recruiting meeting is a fruitful one and accomplishes what it needs to.
In preparing for the recruitment meeting with hiring manager, the recruiter not only focuses on what questions to ask as a recruitment consultant but also should provide the hiring manager with a hiring manager intake meeting template. This helps the hiring manager not only determine what questions to ask a recruiting director but also prepare for the questions a recruitment consultant will ask.
In the meeting with hiring manager, before interview, the parties may use a sourcing intake form and a recruiting job intake form to ask the right sourcing intake questions. They’ll need to establish the process they’ll use to ensure they identify and attract good candidates and identify the best ones during the interviews.
By the time the first resumes arrive to be evaluated, the managers will have decided how many recruitment meetings will take place and who will participate. The recruiter, the hiring manager and the candidate’s potential peers may all take part in the process. They should try to anticipate what a candidate will want to know going in and be prepared when the candidate has questions to ask a recruiter during a phone interview, questions to ask recruiter before interview or questions to ask about recruitment processes.
Running and participating in an effective recruitment meeting
If the recruiter and the hiring managers effectively use the processes and templates, the actual interviewing process is greatly simplified. Everyone will be on the page about every meeting’s recruitment meeting agenda and will know which questions to ask in an interview and who is going to ask them. There are questions recruiters should ask candidates, and there are strategic interview questions to ask candidates which might more naturally fall to the hiring manager. The candidate’s peers are likely to know more about the nuts and bolts of the job and might be tasked with unique interview questions to ask candidates such as peer interview questions to ask candidates and technical interview questions to ask candidates.
Every meeting in the recruitment process should have its own recruitment meeting agenda templates and recruitment meeting agenda items. The recruitment consultant interview questions, which are more general and less about the specifics of the job, will usually take place in the first interview. A good template will emphasize comments and questions that continue the recruitment pitch to client throughout the process. When there are to be multiple interviews, second interview questions to ask candidates and third interview questions to ask candidates are more likely to fall to the hiring manager and the candidate’s peers.
A good template will help the interviewers not only ask questions but also anticipate what the candidate will want to know. Potential hires may have questions to ask hiring manager, questions to ask HR recruiter and questions to ask a recruiter in an interview.
Post recruitment meeting process
The recruitment process template continues to be relevant even after the target candidate accepts the job offer. If you use a template for the recruiter debrief with hiring manager, you’ll have a reliable process for evaluating how well the recruiting meetings went. You’ll also generate ideas for identifying the other steps the recruiter can take such as how to expand recruitment business, how to generate leads in recruitment, how to approach clients for recruitment and how to win business in recruitment. A sharp recruiter with good processes and templates will know how to sell recruitment services throughout their company. The recruiting process, with all its meetings, runs much better once the entire organization is using the same processes and templates.