Roundtable - Hiring Manager Intakes
Updated: Nov 30, 2021
Hiring manager intake is a critical moment where talent teams can build trust or lose it. How do you assure hiring manager intake gets you the intel you really need to make the right hire? If you’re not sure, this roundtable is for you.
They’ll be talking to us about the questions you have to ask every hiring manager every time, tactics that destroy trust, and how to translate those conversations into recruitment marketing content.
Leave this Roundtable with actionable takeaways to get your recruiting team and hiring managers working together seamlessly!
We will discuss:
What should a recruiter do when a hiring manager wants to skip the intake meeting and just send a job description to the recruiter?
Does every job posting require a hiring manager intake?
Recruiters often share that the hiring manager is holding up the recruiting process, how do we address that?
Who is responsible/accountable for making the right hire?
How often should we tweak recruitment marketing content during the process?
As always- no sales pitches. No boring presentations. Just good conversation.
Katrina Kibben is the Founder and Principal Consultant of Three Ears Media, a research-based recruitment marketing consultancy. For most of Katrina’s career, she has been a marketer living in a recruiter’s world – listening to both sides of the talent equation to understand the real issues and find solutions. Today, she uses her technical marketing know-how and way with words to help both established and emerging brands develop and deliver smart recruitment marketing that makes the right people apply. Katrina has also spoken at events around the world and written for HRTech Blog, HR.com, RecruitingDaily and many other digital publications.
Kristina Minyard is the founder of HRecruit, LLC, a consulting firm focused on reducing organizations’ time to fill. For the last 15 years Kristina has successfully partnered with 100+ organizations in manufacturing, professional services, aerospace & defense, medical, and k12 public education to improve full life cycle recruiting processes. These improvements have increased quality of hire, reduced time to fill, increased employee retention, and increased revenue/profit for organizations. She has a degree in HR Management and many HR and Recruiting certifications.