To successfully fill a post, build a stronger relationship with a client, and establish the prospect of more business with them, recruiters must make sure they fully comprehend exactly what the hiring manager wants. From discussing the basics of the job opening to salary range and criteria to assess candidates, there are many bases to discuss before you start looking for the perfect candidate.
The most effective way to go about it is to prepare a recruiter intake form that helps you cover all essential details during or before the intake meeting. To help you craft the perfect form, we'll go over some of the most important elements you must address. But first, let's quickly understand why an intake form is a great addition to your recruitment strategy.
Note: Use Bonsai to create and send well-designed, professional forms that help you gather all the important information with just a few clicks. We streamline all the formalities so you can save time and focus on finding the best candidates!
An Intake Form Sets You up for a Successful Recruitment Process
The success of the hiring process depends on clear communication between recruiters and hiring managers. In order to ensure that everyone is on the same page, all sides must get together as soon as possible in the process. For starters, it enables recruiters to set expectations regarding what is feasible and when. This is crucial for achieving a quick, successful process with the desired results.
On the other hand, intake forms give hiring managers the ability to discuss their needs and basically provide a list of must-haves to the recruiter. This form can be used either as a guide during a recruitment intake meeting, or it can be sent to the hiring manager before interviewing candidates. Let's see what vital aspects must be covered in your recruitment intake form.
Essential Recruiter Questions for Hiring Managers
Every circumstance is unique, and there is no one 'correct' way of structuring a form for your recruitment intake meeting. But one thing is clear; the more questions you ask now, the fewer headaches you'll have later. You don't want to run the danger of having misinformation, or not enough information or both.
With that said, it's safe to say as long as your intake form covers the following elements you'll be well on your way to a successful recruitment process.
The position alone is only a small component of the whole; candidates often go after more goals than just getting the job (especially the best ones). They are more likely to take action because they want to work for the company as well if they are convinced it's going to benefit them in the long run. So it is your responsibility to learn everything you can about the company and the position. Here are some questions you can incorporate in order to achieve this.
- How big is your team right now?
- What would you say about the corporate culture?
- What incentives or advantages does your company provide to employees?
- What is the departmental target for hiring diverse candidates?
- Why do people continue to work for your company?
- How much turnover did you experience during the past year?
- How long do your new hires typically stay?
- What methods do you use to identify your company's current top performers?
- What hiring plans do you have for the upcoming 12 months?
- What effect does this position have on the goods and services the business offers its customers?
Job Offer & Role Details
Next, it's important to fully understand the role requirements and what the company has to offer for the selected candidate. Ask questions to help you discover the demands of the new position so you can clearly communicate this during interviews. Here are a few must-have questions.
- What is the job title or position you are looking to fill?
- Where will the location of this position be?
- Can this be a remote position?
- What will be the new employee's main responsibilities?
- What software, programming languages, and other resources should the new employee be knowledgeable in?
- How long has this job been available?
- What is the range of salaries?
- How flexible is the salary?
- Are there any non-financial benefits to mention?
- Which teams will the applicant be a part of?
- What about this job would make the best candidates want to apply?
- What kind of career options are there for someone in this position?
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Ideal Candidate Profile
It's time to talk about the ideal candidate, or more precisely, the hiring manager's conception of the ideal applicant. In order to identify, seek, and present the right candidate, you must know what the company envisions. The desired attributes must be clearly defined so you can maintain aligned and clear expectations. Here are some example questions you can use.
- What characteristics best define a person who would succeed in this position?
- What were the grounds for your previous rejections of applicants for the position?
- How important are social skills for this role?
- What qualifications are "must-haves" for candidates?
- Which qualifications are desired but not necessary?
- Which personality attributes have historically been successful for your business?
- Which personality traits DID NOT benefit your business?
- How would you assess the success of someone in this position?
- Is previous industry experience essential for this position?
- How will the selected candidate change your company?
- Is there a Bachelor’s degree required? If so, in what field?
- Is managerial experience a prerequisite?
- What would the ideal candidate achieve in 30 - 90 - 360 days?
Finally, it's crucial to understand the hiring process for the company. The intricacies could vary, but in general, you'll want to be clear on deadlines, key decision makers, best times to conduct interviews and preferred assessment tools to be used. Here are some questions you can consider.
- How far along are you in the recruitment process?
- What methods of talent evaluation do you use during the recruitment process?
- Are the important decision-makers in agreement with the details of the job order?
- What time frames are available for interviews with the hiring manager?
- Who else is participating in the recruiting process?
- How long does your hiring procedure typically last?
- How many steps are there in the interviewing process at your company?
- What time frame do you think is ideal for making the hire?
- When do you expect to see a preliminary list of resumes for candidates?
- When are the key dates for filling this position?
Create the Perfect Recruiter Intake Form With Bonsai
With Bonsai's all-in-one product suite you can create a bulletproof intake form to share with the hiring team and be well prepared for your hiring manager intake meetings! Our forms can be fully customized and you can send them via email, share the URL link or even incorporate them to your website for a more effective onboarding process.
Start your 14-day free trial to take advantage of this and many more administrative tools to help you take your business to the next level. From client onboarding, to invoicing, accounting and even taxes, we've got you covered!