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Intake Meeting:
Is It Worth $30,000 Of
Your Time?
presented by Jim Durbin
Why Managers Fail To Hire
“The candidates aren’t good”
“I didn’t see enough people to
make a good decision”
“The requireme...
Actual, Real Statement
“I used to get mad at fast food
workers until I realized they
worked there for a reason.
I’ve learn...
Why Managers Fail To Hire…when candidates are awesome
• Their ego is bigger than the process
• Fear of candidate (or impac...
What We Need
• Official Description/Marketing Description

• Requirements versus performance profiles

• Soft and hard skill...
Vision
Actual Office: (with higher ceiling)
Stage Ac(vity Timeline Output
Contract  and  ini(al  invoice Ac(on:  Signatures  and  deposit Ini(al  
  
Engagement  begi...
Stage Ac(vity Audience Output
Phone  Screen Candidate  interviews:  
Script  sugges(ons
Manager  
  
Client/Candidate  Fee...
Job Descriptions
Job Descriptions
• Bring Two Examples

• Explain why one is bad

• Tell a story in the opening paragraph

• Don’t just lis...
Intake Questions
Get Specific
• Soft Skills

• What is a soft skill? 

• No really, what is a soft skill?

• how do you recognize it? 

• C...
Define Culture
**This Space Intentionally Left Blank
“Someone I want to work with...
“When do you want to hire? Do
you really mean that? Can I record
you saying that?
“Do you ...
Interviewing
Engagement Outline
• Define/Understand Engagement

– Recruiting Process Requirement Gathering 

– Analysis of current Hirin...
“What is the job as it was
described to you?”
“What would a deal sheet look
like?”
“I’ve gone through your resume
and have...
Set the time to end ahead of time.
“I’d like to move this forward, but
need to get feedback from the
other interviewers”
I...
Are You Tough Enough?
“I’m going to call you 5 minutes before the
interview. Will you take the call?”
“People who are cognitively busy are also more
likely to make selfish choices, use sexist
language, and make superficial jud...
“How did she answer this
question?”
“What did she say about us?”
“What examples did he give you?”
“What’s his vision on th...
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
Intake Meeting: Is it worth 30,000 of your time?
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Intake Meeting: Is it worth 30,000 of your time?

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This is a TalentNetLive presentation I did for recruiters and sourcers at Capital One in Plano. TX.

The basic premise is that you have to 1) get managers invested in meeting with you prior to asking questions, 2) bring materials that show you are prepared and they should follow your lead, and 3) Use the intake to make sure you get buy-in on the process, and 4) Ask at least one push-back question, just to let the know you're there.

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Intake Meeting: Is it worth 30,000 of your time?

  1. 1. Intake Meeting: Is It Worth $30,000 Of Your Time? presented by Jim Durbin
  2. 2. Why Managers Fail To Hire “The candidates aren’t good” “I didn’t see enough people to make a good decision” “The requirements changed” “I can’t pay that much in salary”
  3. 3. Actual, Real Statement “I used to get mad at fast food workers until I realized they worked there for a reason. I’ve learned to feel the same way about recruiters.”
  4. 4. Why Managers Fail To Hire…when candidates are awesome • Their ego is bigger than the process • Fear of candidate (or impact on chemistry) • They don’t really need to hire • Fear of Success
  5. 5. What We Need • Official Description/Marketing Description • Requirements versus performance profiles • Soft and hard skills • Culture fit
  6. 6. Vision
  7. 7. Actual Office: (with higher ceiling)
  8. 8. Stage Ac(vity Timeline Output Contract  and  ini(al  invoice Ac(on:  Signatures  and  deposit Ini(al     Engagement  begins   Requirements  Gathering     Session   Goal  SeAng Session:  Survey/Discussion  to   iden(fy  challenges,  opportuni(es,   roadblocks,  processes,  execu(ve   expecta(ons 2  days   Preliminary  findings  document   List  of  Business  Needs   Preliminary  goal  seAng   Roadblock  iden(fica(on Internal  Kick-­‐off  session     ONSITE:   Recrui(ng  Workshop:   Present  Recrui(ng  Program   Set  expecta(ons   Iden(fy  Areas  for  Process   Improvement     2-­‐4  hours   Process  Defini(on   Candidate  Profile   Updated  Timeline   Engagement  Overview   Search  Process     List  building:  Candidate  screens  by   Recrui(ng   2-­‐4  weeks  ini(al  search   Candidate  submission   Ini(al  phone  screens  set   Weekly  progress  report  
  9. 9. Stage Ac(vity Audience Output Phone  Screen Candidate  interviews:   Script  sugges(ons Manager     Client/Candidate  Feedback  (24   hours)   Schedule  onsite  interviews Ini(al  Interviews Candidate  onsite  interviews:     Meet  team,  discussion  of   background,  3  and  12  month   roadmap All  interviewers   Client/Candidate  Feedback   (24  hours)   Schedule  sales  presenta(on   Sales  Presenta(on   Candidate  Presenta(on:  Specific   plans  to  reach  sales  goals,  deliver   content,  improve  digital  profile All  decision  makers   Client/candidate  feedback   (72  hours)   Offer  decision   Project  Overview  Samples  
  10. 10. Job Descriptions
  11. 11. Job Descriptions • Bring Two Examples • Explain why one is bad • Tell a story in the opening paragraph • Don’t just list requirements - explain them • Explain difference in official and marketing description • Get sign-off/validation
  12. 12. Intake Questions
  13. 13. Get Specific • Soft Skills • What is a soft skill? • No really, what is a soft skill? • how do you recognize it? • Culture fit - How do you spot it? • Getting on the same page
  14. 14. Define Culture **This Space Intentionally Left Blank
  15. 15. “Someone I want to work with... “When do you want to hire? Do you really mean that? Can I record you saying that? “Do you hire from my gut” “Three jobs in four years, disqualified?” Things We Say “Are these requirements going to change? ”
  16. 16. Interviewing
  17. 17. Engagement Outline • Define/Understand Engagement – Recruiting Process Requirement Gathering – Analysis of current Hiring Process • Search Process – Prospect/Target List – Setting Candidate/Client Expectations – Recruiter pre-screening – Feedback • Interview/Offer – Completed Interview Stages (resume, phone, in-person, presentation) – Offer negotiation – Acceptance Negotiation 31
  18. 18. “What is the job as it was described to you?” “What would a deal sheet look like?” “I’ve gone through your resume and have a few questions” “What are you looking for in your next position?” “Walk me through your normal week” Things We Should Say
  19. 19. Set the time to end ahead of time. “I’d like to move this forward, but need to get feedback from the other interviewers” If late, offer to reschedule. “Our time frame is this. Does that work for you?” “What is your impression of us after the call?” Ending The Call
  20. 20. Are You Tough Enough? “I’m going to call you 5 minutes before the interview. Will you take the call?”
  21. 21. “People who are cognitively busy are also more likely to make selfish choices, use sexist language, and make superficial judgments in social situations…. but of course cognitive load is not the only cause of weakened self-control. A few drinks have the same effect, as does a sleepless night.”
  22. 22. “How did she answer this question?” “What did she say about us?” “What examples did he give you?” “What’s his vision on the next six months?” “What questions did he ask?” Evaluation Questions

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