Many recruiters relish the chance to schedule intake meetings with hiring managers. After all, it’s an excellent opportunity to sit down to discuss what an ideal candidate profile looks like, as well as each interviewer’s responsibilities before launching a search. But when a hiring deadline is looming, it can be difficult to find the time for this step of the developer hiring process, especially with the competition to hire programmers at a fever pitch.
Considering that Bersin by Deloitte recently found that the biggest indicator of a great recruiter is the ability to build relationships with technical hiring managers, it's easy to see how they can help you hit your tech hiring goals. Here are a few more reasons intake meetings at the beginning of a developer search help set the foundation for long-lasting partnerships with decision makers.
You need a basic understanding of the skills required for each of your developer roles and the impact it will have on the entire team. But your hiring managers have responsibilities outside of recruiting, so it can be difficult to find time with them to get answers to your questions. Even if you have a basic understanding of the role, intake meetings give the decision maker an opportunity to describe the ideal developer for the job.
Let’s say your company needs to a mobile app developer with both iPhone and Android experience. And let’s also assume that your app is currently an iPhone exclusive. Without intake meetings, you run the risk of sourcing candidates who have only built iPhone apps. That might seem like a minor detail to you, but to a colleague you’re trying to build trust with, it’s incredibly important to have all of this documented before you start sourcing developers.
While the intake meeting is an excellent opportunity to pick your engineering manager’s brain about a role, it shouldn’t enable them to bark orders at you. But in many cases, this is the impression many recruiters have about intake meetings. However, leading organized and efficient intake meetings should show your hiring managers that you’ve done your homework and can be trusted with the search for tech talent.
Take this session as an opportunity to set expectations for everyone participating in the interview process. For you, that might mean scheduling regularly scheduled resume reviews with the entire tech team. On the other hand, hiring managers should be able to commit to certain timeframes for technical interviews and follow up after interviewing developers in a timely fashion.
You should meet with hiring managers before launching any role, even if you’ve worked with them in the past. But over time, you’ll pick up on each person’s quirks. One manager might prefer weekly updates on your talent pipeline. Another might not want to hear from you until you’ve scheduled a candidate for an interview. Eventually, you’ll learn enough about each of your hiring managers that you won’t have to use your intake meeting to discuss communication preferences—and you’ll be able to focus more of your energy on talent sourcing.