For the hiring process to be successful, recruiters and hiring managers must communicate clearly. In order to ensure that everyone is on the same page during the hiring process, both parties must come together as soon as possible. This alignment has the power to either make or break your recruitment efforts. This is where intake meetings come into play.
Why are intake forms important?
Filling out recruiting intake forms can improve a recruiter’s chances of finding a qualified applicant for a vacant position. These forms are important because they can:
What is a recruiting intake form?
During the hiring process, a recruiting intake form is a questionnaire that aids the hiring manager and recruiter in establishing expectations for recruiting. To aid the recruiter in understanding the job requirements and candidate profile, it includes a series of questions about the open position, the interview schedule, and the sourcing criteria. This form is typically brought by recruiters to an intake interview with a hiring manager to help facilitate discussions about the recruiting process. Although hiring managers may receive the form from recruiters ahead of time, they typically fill it out jointly while discussing the position.
What to include on an intake form for recruiting
A recruiting intake form usually includes several key elements, including:
Background information
A recruiter can find out about the position and the hiring manager’s expectations in this section of a recruiting intake form. It typically contains the job title, location, and anticipated hire date, which aids recruiters in understanding how long the screening procedure will take. The department of the position, the reason for a new hire, and the job level, such as whether it is an entry-level or mid-level role, are frequently included in this section.
Compensation and benefits
Typically, a recruiting intake form contains details about the pay and benefits offered for the open position. The salary range for the position, or the minimum and maximum amount a business can pay a new hire, may be a question the recruiter poses. This section might discuss the hiring bonus or relocation benefits that the business intends to provide a new hire. Additionally, recruiters can provide details about a company’s benefits package in this area, which may include insurance, paid time off, retirement plans, and other perks like flexible work schedules or the ability to work remotely.
Interview timeline and feedback
The hiring manager’s possible expectations for the recruiter’s ability to provide feedback are outlined in this section of a recruiting intake form. For instance, a question in this section might ask when the hiring manager anticipates the recruiter to wrap up the preliminary interviews. Questions about the frequency of updates from the recruiter and preferred channels of contact, such as emails, phone calls, or regular meetings, are also frequently included. This aids the recruiter in comprehending the demands of the hiring manager and the timetable for filling a position.
Description of position
A recruiter can learn more about the duties of the position in this section of the application. This section typically asks questions about the possible expectations an employer may have for a new hire in their first 90 days as well as the metrics an employer employs to determine success in the role. In this section of the application, questions about the company’s culture and the character traits that can make a candidate fit in with the group or business may also be included. It might contain details on a potential career path for someone in the position.
Job requirements
This section of the intake form aids a recruiter in comprehending the specifications of the available position. For instance, a hiring manager might require candidates to fulfill criteria related to their education, such as having a bachelor’s degree, or work history, such as having five years of experience in a position that is related. Additionally, it is beneficial for recruiters to inquire about any possible soft skills and technical requirements for the position. To assist recruiters in their search, this section of the form frequently makes a distinction between a hiring manager’s desired qualities in a candidate and their requirements for the position.
Sourcing criteria
An intake form’s sourcing criteria section contains information that a recruiter can use to learn where a company anticipates finding job candidates. This section might include places where recruiters can look for potential candidates, like universities or other businesses, or relevant job titles that can aid in online searches for candidates. Additionally, recruiters may ask hiring managers if they have any internal candidates in mind for the position, such as individuals already employed by the business.
Assessments
A recruiter can specify on the intake form whether the position requires applicants to pass any tests, like a typing test. The hiring manager may be questioned by recruiters regarding the kind of assessment that applicants must complete and the timeframe for that assessment. For instance, the recruiter might inquire as to how soon after the initial interview a candidate should receive an assessment. To help candidates understand the process, recruiters may also inquire as to who is in charge of sending them the assessment.
Additional information
Recruiters can add additional notes about the position and plan their next steps in the final section of an intake form for recruiting. For instance, to help the hiring manager remember, a recruiter might inquire when they would like to receive the first update regarding the recruiting process and record that date in this section. The hiring manager and the recruiter can also talk about the next steps in the hiring process, like the timetable for contacting a certain number of candidates.
Intake form template
To assist you in creating your own, here is a sample template for a recruiting intake form:
Background information
Job title:
Location:
Target hire date:
Level of position:
Department:
Manager:
Reason for hire:
Compensation and benefits
Salary range:
Bonus:
Benefits package:
Other perks:
Interview timeline and feedback
First-round interview completion date; anticipated level of feedback; preferred method of communication:
Description of position
Job duties, expectations for a new employee’s first 90 days, indicators of an employee’s success, team positions, and a career path for someone in this position
Job requirements
Education level, work experience, necessary technical skills, necessary soft skills, desirable technical skills, and desirable soft skills
Sourcing criteria
Universities or companies to target:
Related job titles:
Internal candidates:
Assessments
Assessment type, intended recipient, and sender of the test to applicants
Additional information
Additional information:
Next steps:
Recruiter Screens – Intake Question Format (with template)
FAQ
What is intake in recruiting?
In essence, an intake meeting is a kick-off or requirements gathering session between the hiring manager and the recruiter that takes place at the beginning of the hiring process. These are informal conversations between the two parties that are intended to: Establish objectives for the hiring process Align on the ideal candidate profile.
How do you conduct an intake meeting?
- Start with the supply and demand data. Early data entry will distinguish you as a subject matter expert and offer uncontested information for consideration.
- Review and confirm requirements. …
- Review the resumes you brought to the meeting. …
- Set expectations for next steps.
What is the purpose of an intake meeting?
A strategy meeting called an intake meeting is where the hiring manager and human resources (HR) first discuss the objectives of the hiring process. It is a collaborative effort between the parties to develop a successful recruitment strategy and may be started by any of them.
