{"id":999881791,"date":"2019-04-09T13:44:00","date_gmt":"2019-04-09T13:44:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=484019428"},"modified":"2019-04-09T13:44:00","modified_gmt":"2019-04-09T13:44:00","slug":"8-conversations-recruiter-hiring-teams","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/8-conversations-recruiter-hiring-teams","title":{"rendered":"8 Conversations Every Recruiter Must Have with Hiring Teams"},"content":{"rendered":"<p>At its core, recruiting is all about relationships. Period. As tech recruiters, we\u2019re constantly discussing the importance of our candidate relationships. But how often are you thinking about the relationship with your hiring team? Without your hiring manager\u2019s input, your recruiting efforts are likely to go nowhere fast. Instead of wasting time and energy trying to engage candidates who might not fit the bill, focus on getting on the same page from the start with the hiring team. Yep, we\u2019re talking intake meetings. When done right, an intake meeting can benefit the recruiter, the hiring team and the candidate by making the process as smooth and transparent as possible. Consider the following conversations to make your next intake meeting more strategic (and more productive):<\/p>\n\n<h3><strong>Understand the Big Hiring Picture<\/strong><\/h3>\n\n<p>Employees with \u201chighly meaningful\u201d jobs are 69 percent less likely to plan on quitting their jobs within the next six months, and they tend to have longer tenures, according to a study by <a href=\"https:\/\/hbr.org\/2018\/11\/9-out-of-10-people-are-willing-to-earn-less-money-to-do-more-meaningful-work\">Harvard Business Review<\/a>. The idea of meaningful work is one that weighs heavily on the hearts of today\u2019s tech professionals. And it\u2019s especially important to communicate that meaning to candidates, considering the amount of power they hold in the modern job market. With all that in mind, the first step to a successful intake meeting is to understand exactly how the role will fit into the company\u2019s mission. Think of an open req as a solution to a problem. If you and your hiring manager can identify that context early on, the time investment can be mutually beneficial. You\u2019ll have an easier time \u201cselling\u201d the job to potential candidates, and the employer will have an easier time retaining a highly motivated team. Questions to ask:<\/p>\n\n<ul>\n <li>How does this role contribute to the company\u2019s mission?<\/li>\n <li>What impact does this role have on the products\/services provided to the company\u2019s clients?<\/li>\n<\/ul>\n\n<p>To supplement this conversation, don\u2019t forget to talk logistics:<\/p>\n\n<ul>\n <li>Is this a new role or a backfill of an existing position?<\/li>\n <li>Who are the key stakeholders?<\/li>\n <li>What are the top responsibilities for this role?<\/li>\n <li>Which teams will the candidate work with?<\/li>\n<\/ul>\n\n<p>  <\/p>\n\n<div class=\"alignwide is-stacked-on-mobile wp-block-media-text\">\n<p><img decoding=\"async\" alt=\"Dice industry tech job reports main cover - two professionals collaborating on a project\" class=\"size-full\" src=\"https:\/\/www.dice.com\/binaries\/medium\/content\/gallery\/dice\/insights\/2023\/1h2023-industrytjr-landing-page.jpg\" \/><\/p>\n\n<div class=\"wp-block-media-text__content\">\n<p>Dice dives deep into industry-specific hiring trends to deliver the recruiting tips you need to find and hire the right tech talent.<\/p>\n\n<p><a href=\"https:\/\/www.dice.com\/recruiting\/ebooks\/tech-industry-job-reports\/\">Read All the Tech Job Reports<\/a><\/p>\n<\/div>\n<\/div>\n\n<p>  <\/p>\n\n<h3><strong>Discuss the Skill Requirements Needed to Succeed <\/strong><\/h3>\n\n<p>The endless list of <a href=\"https:\/\/www.dice.com\/recruiting\/check-out-the-dice-skills-center\">tech skills<\/a>, tools and languages can be daunting for a recruiter to make sense of; and because tech candidates can come with a variety of skill sets, one size does not fit all. To narrow your search, take the time to learn which skills are absolutely critical for the role you\u2019re recruiting for. Challenge the hiring manager to specifically define six to eight core competencies that represent \u201cmust-have\u201d technical and soft skills. These are very different from \u201cnice-to-have\u201d characteristics. You could even seek input from top performers in similar tech roles. If you\u2019re new to the tech space, or unfamiliar with certain requirements, always ask for more details. Questions to ask:<\/p>\n\n<ul>\n <li>Which skills are must-haves?<\/li>\n <li>What projects demonstrate mastery of these skills?<\/li>\n <li>Which skills are preferred but not required?<\/li>\n <li>What additional technologies and trends matter (e.g., Mobile, A.I., Cloud, Social, Design, etc.)?<\/li>\n <li>What non-technical skills are needed?<\/li>\n<\/ul>\n\n<h3><strong>Weigh the Concept of Experience<\/strong><\/h3>\n\n<p>Given the speed of innovation, it can be challenging to put a fine point on experience when it comes to tech talent. These days, <a href=\"https:\/\/techhub.dice.com\/2018-DiceLP-RaisingTheBarOnTechTalent-ResourceLibrary.html\">many seasoned recruiters<\/a> are finding that the traditional \u201cyears of experience\u201d is a dated concept that doesn\u2019t always indicate one\u2019s capability. Instead, when meeting with the hiring manager, discuss the concept of experience from a few different angles. Besides numbers on a r\u00e9sum\u00e9, what types of experience actually translate to success on the job? Previous achievements? Significant roles in completed projects? Managerial experience? Contributions to the tech community? During this step of the intake meeting, encourage the hiring manager to broaden their vision, because it will truly broaden your talent pool. Questions to ask:<\/p>\n\n<ul>\n <li>Are we requiring a specific number of years of experience in certain areas of expertise?<\/li>\n <li>Should the candidate contribute to tech sites such as GitHub?<\/li>\n <li>Is industry experience critical for this role?<\/li>\n <li>Is any prior managerial experience required?<\/li>\n <li>If we\u2019re unable to find a candidate with these specific requirements, are we willing to look at someone with transferrable skills (or fewer years of experience) who could be trained up?<\/li>\n<\/ul>\n\n<h3><strong>Identify the Importance of Education<\/strong><\/h3>\n\n<p>Until recently, a college degree seemed like a prerequisite for most tech jobs. But this tide is turning, with many tech giants dropping the education requirement, indicating that <a href=\"https:\/\/techhub.dice.com\/2018-DiceLP-RaisingTheBarOnTechTalent-ResourceLibrary.html\">pedigree doesn\u2019t necessarily predict success<\/a>. Instead, they\u2019re expanding their criteria to more non-traditional educational backgrounds, <a href=\"why-you-should-consider-hiring-tech-bootcamp-graduates\">such as boot camps<\/a>, vocational programs or self-taught skills. Sure, in some cases, the role could absolutely require specific coursework or certifications. But in other cases, those cookie-cutter degrees and experiences are just a traditionalist paradigm to maintain the norm\u2026 and this mindset is not doing any favors for you, your hiring manager or your talent pool. Either way, take the time to collectively determine whether you should place more weight on pedigree vs. experience before you make hyper-focused graduate studies an absolute must-have. Questions to ask:<\/p>\n\n<ul>\n <li>Are specific certifications needed for this role?<\/li>\n <li>Bachelor\u2019s degree required? If so, in what field?<\/li>\n <li>Graduate degree required? If yes, which one?<\/li>\n<\/ul>\n\n<h3><strong>Address Culture and Personality<\/strong><\/h3>\n\n<p>Once you have the technical requirements all figured out, it\u2019s time to think about the other desirable attributes or characteristics. As companies are increasingly emphasizing <a href=\"should-hire-culture-fit-hire-inclusion\">cultural inclusion<\/a> over cultural fit across the workforce, personality becomes a significant factor in tech hiring. While we often talk about these factors at an organizational level, they are equally as important to the team your candidate will work with. Ideally, you\u2019ll want to look for candidates who will complement their coworkers\u2019 energies and can get up to speed easily, while also bringing diverse perspectives and ideas to the team\u2019s challenges. Questions to ask:<\/p>\n\n<ul>\n <li>What is the ideal personality for someone in this role?<\/li>\n <li>What should candidates be excited about in terms of our mission?<\/li>\n <li>What is the current culture on the team?<\/li>\n <li>Any target companies we should source from?<\/li>\n <li>What is your departmental goal for diverse hires? And is the expected time-to-hire realistic to meet this goal?<\/li>\n<\/ul>\n\n<h3><strong>Figure Out the Total (Compensation) Package<\/strong><\/h3>\n\n<p>\u201cShow me the money\u201d isn\u2019t just a cute \u201cJerry Maguire\u201d reference; it\u2019s an important aspect of your recruiting strategy. Although salary isn\u2019t the be-all, end-all for every tech candidate\u2019s decision, it is a determining factor for many. In fact, <a href=\"https:\/\/techhub.dice.com\/2019-Dice-Tech-Salary-Report-LP-ERL.html\">Dice\u2019s 2019 Tech Salary Report<\/a> found that, of the tech pros who anticipate changing employers this year, some 68 percent said they would do so to secure higher compensation. Before your candidates start asking, it\u2019s important to know your hiring manager\u2019s budget for the roles you\u2019re recruiting for. Don\u2019t forget to ask about bonuses and additional forms of compensation, so you have the full story. To make this conversation even more balanced, <a href=\"https:\/\/techhub.dice.com\/2019-Dice-Tech-Salary-Report-LP-ERL.html\">study up<\/a> on industry compensation trends and benchmarks ahead of time. Now\u2019s your opportunity to provide insight around the available candidate pool and competitive marketplace\u2026 so you\u2019re not left chasing after tech talent that\u2019s unavailable. Questions to ask:<\/p>\n\n<ul>\n <li>What is the budget for salary?<\/li>\n <li>Any additional bonuses?<\/li>\n <li>Any non-monetary perks to mention?<\/li>\n<\/ul>\n\n<h3><strong>Pick a Location<\/strong><\/h3>\n\n<p>Dice\u2019s Tech Salary Report also shows that, while <a href=\"salary-survey-shows-employers-face-gap\">98 percent of surveyed tech pros<\/a> would like to work remotely at least some of the time, only 62 percent are currently given this opportunity by their employer. Ask your hiring manager whether the position is strictly in-office, remote, or a combination of the two. Keep your eye on those <a href=\"top-10-cities-tech-salaries-cost-living\">tech hubs<\/a> too. Some areas attract a higher volume of qualified candidates; outside those hubs, the tech talent pool becomes even more limited. Offering some flexibility in terms of remote work can support both recruiting and hiring efforts. Questions to ask:<\/p>\n\n<ul>\n <li>Where will this position be located?<\/li>\n <li>Are we open to this position being located elsewhere?<\/li>\n <li>Could this be a remote position?<\/li>\n <li>Can we pay for relocation?<\/li>\n<\/ul>\n\n<h3><strong>Get in Formation<\/strong><\/h3>\n\n<p>Once you\u2019ve walked through the necessary details of the intake process, it\u2019s time to talk about the actual process expectations (think deliverables, timelines and milestones). Because you\u2019ve taken the time to collectively determine the ideal candidate you\u2019re looking for, you can move forward confidently. Doing so will also allow you to establish an achievable timeline and understand the hiring manager\u2019s expectations throughout the process. Questions to ask:<\/p>\n\n<ul>\n <li>When do you expect to see the first slate of candidate r\u00e9sum\u00e9s?<\/li>\n <li>What is your ideal timeline for completing the hire?<\/li>\n <li>When are critical milestones for getting this role filled?<\/li>\n <li>What trade-offs are you willing to make?<\/li>\n<\/ul>\n\n<p>Start improving your intake conversations\u2014and your recruiting outcomes\u2014by downloading Dice\u2019s <a href=\"https:\/\/techhub.dice.com\/2018-Dice-Intake-Template-LP-ERL.html\">Intake Meeting Template<\/a>. <strong><em>Ryan Leary<\/em><\/strong><em>  helps create the processes, ideas and innovation that drive RecruitingDaily. He\u2019s RecruitingDaily\u2019s in-house expert for anything related to sourcing, tools or technology. A lead generation and brand buzz building machine, he has built superior funnel systems for some of the industry\u2019s top HR Tech and Recruitment brands. He is a veteran of the online community and a partner at RecruitingDaily.<\/em><\/p>","protected":false},"excerpt":{"rendered":"<p>At its core, recruiting is all about relationships. Period. As tech recruiters, we\u2019re constantly discussing the importance of our candidate relationships. But how often are you thinking about the relationship with your hiring team? Without your hiring manager\u2019s input, your recruiting efforts are likely to go nowhere fast. Instead of wasting time and energy trying [&hellip;]<\/p>\n","protected":false},"author":132,"featured_media":484019428,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155,2154],"class_list":["post-999881791","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates","category-sourcing-candidates"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v23.2 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>8 Conversations Every Recruiter Must Have with Hiring Teams - Dice Hiring<\/title>\n<meta name=\"description\" content=\"At its core, recruiting is all about relationships. Period. 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