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.

1. Intake Meeting:
Is It Worth $30,000 Of
Your Time?
presented by Jim Durbin

3. 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”

4. 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.”

5. 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

10. What We Need
• Official Description/Marketing Description
• Requirements versus performance profiles
• Soft and hard skills
• Culture fit

11. Vision

12. Actual Office: (with higher ceiling)

14. 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

15. 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

17. Job Descriptions

20. 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

21. Intake Questions

27. 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

28. Define Culture
**This Space Intentionally Left Blank

29. “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? ”

30. Interviewing

31. 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

32. “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

33. 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

34. Are You Tough Enough?
“I’m going to call you 5 minutes before the
interview. Will you take the call?”

35. “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.”

36. “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