{"id":28538,"date":"2022-04-25T15:37:18","date_gmt":"2022-04-25T15:37:18","guid":{"rendered":"https:\/\/www.process.st\/templates\/improve-the-intake-meeting-template-copy\/"},"modified":"2022-04-25T15:37:18","modified_gmt":"2022-04-25T15:37:18","slug":"improve-the-intake-meeting-template-copy","status":"publish","type":"post","link":"https:\/\/www.process.st\/templates\/improve-the-intake-meeting-template-copy\/","title":{"rendered":"Improve The Intake Meeting Template"},"content":{"rendered":"<section id=\"introduction\">\n<h2>Introduction:<\/h2>\n<div class=\"text-content\">\n<p>The most pressing issue that the <strong>intake meeting<\/strong> deals with is <strong>ensuring good candidates<\/strong> do not walk away halfway through the recruitment process.<\/p>\n<p class=\"style-info\">During times of low unemployment rates, the <strong>job market<\/strong> belongs to <strong>talented candidates<\/strong>. They can be more <strong>choosy about the roles<\/strong> they desire, and also the organizations they wish to work for. They will not wait for you to clear the roadblocks your recruitment process has. With that in mind, it is obvious that <a href=\"https:\/\/resources.careerbuilder.com\/recruiting-solutions\/how-to-conduct-an-intake-meeting\" rel=\"nofollow noopener\" target=\"_blank\">time costs you great candidates<\/a>. By asking <strong>lots of questions<\/strong> during the arranging of the intake meeting, you can <strong>save a great deal of time<\/strong>.<\/p>\n<p>This workflow will allow you to look ahead and identify any future roadblocks. Some of the process steps it covers include:<\/p>\n<ul>\n<li>Questions you should ask the hiring manager<\/li>\n<li>Your communications strategy<\/li>\n<li>Agreeing on interview dates<\/li>\n<li>Deciding who will be on your interview panel<\/li>\n<\/ul>\n<p>This optimized <a href=\"https:\/\/www.process.st\/help\/docs\/getting-started-running-workflows\/\" rel=\"nofollow noopener\" target=\"_blank\">workflow<\/a>, and nearly a thousand like it, show how <a href=\"https:\/\/www.process.st\/\" rel=\"nofollow noopener\" target=\"_blank\">Process Street<\/a> can simplify your working processes and make life easy.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"invite-the-right-players-to-the-table\">\n<h2>Invite the right players to the table<\/h2>\n<div class=\"text-content\">\n<p>Usually, the <strong>meeting<\/strong> should be <strong>between HR and the hiring manager<\/strong>, but always ask the hiring manager if they want to invite more people. A <strong>good suggestion<\/strong> is to <strong>invite employees the candidate will be working with<\/strong> if they get the job.<\/p>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> 1st employee\u2019s name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Interesting detail about the 1st employee <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> 2nd employee\u2019s name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Interesting detail about the 2nd employee <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> 3rd employee\u2019s name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Interesting detail about the 3rd employee <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> 4th employee\u2019s name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Interesting detail about the 4th employee <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"research-the-position-before-the-meeting\">\n<h2>Research the position before the meeting:<\/h2>\n<div class=\"text-content\">\n<p>What is the <strong>usual salary<\/strong> for this position? Is it a <strong>popular remote job<\/strong>? Is the <strong>skillset<\/strong> niche? Where are the best online places to find candidates: LinkedIn etc?<\/p>\n<p class=\"style-warning\"><strong>Summarise your research onto one page<\/strong>, if possible, and bring copies of it for everyone in the meeting.<\/p>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> The average salary for the position <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Is there evidence the position is a popular remote job? <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Best online sites to find suitable candidates? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"decide-exactly-what-the-job-role-is\">\n<h2>Decide exactly what the job role is<\/h2>\n<div class=\"text-content\">\n<p>Look at the <strong>job role<\/strong> in its simplest terms. You are looking to figure out the <strong>overall purpose<\/strong> of the job position. You can start by asking four simple questions:<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> What is the job? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> How will it benefit the company as a whole? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> What are the essential requirements for the job? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> What are the desirable requirements for the job? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"ask-the-hiring-manager-these-5-questions\">\n<h2>Ask the hiring manager these 5 questions<\/h2>\n<div class=\"text-content\">\n<p>Your <strong>first point of contact<\/strong> in arranging the intake meeting should be the <strong>hiring manager<\/strong>. You will need to research their department and the job that they themselves are currently doing. A good start would be to ask the following questions:<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Why do you need this role? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Where in the company will the role be based? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Is the role to be remote or in-house? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> What is the skillset for the role? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> What is the salary budget to be? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"identify-bottlenecks\">\n<h2>Identify bottlenecks:<\/h2>\n<div class=\"text-content\">\n<p>A bottleneck is caused <a href=\"https:\/\/www.investopedia.com\/terms\/b\/bottleneck.asp\" rel=\"nofollow noopener\" target=\"_blank\">when workloads arrive too quickly for the production process to handle.<\/a><\/p>\n<p class=\"style-danger\">This term is important because it highlights that the most dangerous bottleneck for you is <strong>concerning the time your processes take to complete<\/strong>. This is especially important during the recruitment process. The following tasks outline how to <strong>eliminate wasted time<\/strong>, and <strong>reduce<\/strong> candidate <strong>waiting times<\/strong>.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"prevent-candidates-from-ghosting-you\">\n<h2>Prevent candidates from ghosting you<\/h2>\n<div class=\"text-content\">\n<p>Ghosting is <a href=\"https:\/\/www.merriam-webster.com\/dictionary\/ghosting\" rel=\"nofollow noopener\" target=\"_blank\">the act or practice of abruptly cutting off all contact with someone<\/a>. It is happening to a lot of recruiters when dealing with candidates who have applied for a vacancy.<\/p>\n<p>One firm in America reported that in <strong>one year<\/strong> they encountered a nearly <a href=\"https:\/\/www.washingtonpost.com\/business\/2018\/12\/12\/workers-are-ghosting-their-employers-like-bad-dates\/?noredirect=on\" rel=\"nofollow noopener\" target=\"_blank\">20% increase<\/a> in candidates ghosting them. In recent research, <a href=\"https:\/\/www.indeed.com\/lead\/impact-of-covid-19-on-job-seeker-employer-ghosting\" rel=\"nofollow noopener\" target=\"_blank\">28% of candidates<\/a> have openly admitted to ghosting employers.&nbsp;<\/p>\n<p>The main reasons for this occurring seem to be:<\/p>\n<ul>\n<li>An employment market offering <a href=\"https:\/\/www.bbc.com\/worklife\/article\/20220311-why-workers-and-employers-are-ghosting-each-other\" rel=\"nofollow noopener\" target=\"_blank\">many job vacancies<\/a><\/li>\n<li>A global remote job market offering virtual interviews<\/li>\n<\/ul>\n<p>With the above in mind, you need to <strong>ensure your processes are fast and simple<\/strong>. You can start with time-specific processes. <strong>Ensure you have up-to-date contact details for those involved in the interview process<\/strong>, regardless of whether they are candidates or members of the interview panel.<\/p>\n<p class=\"style-warning\">It\u2019s also worth it to <a href=\"https:\/\/www.forbes.com\/sites\/forbeshumanresourcescouncil\/2021\/09\/03\/in-this-candidates-market-speed-is-the-name-of-the-game\/?sh=cb51a2732cc0\" rel=\"nofollow noopener\" target=\"_blank\">create standing reminders, calls, or calendar invites<\/a>. This ensures you know who will be contacting the candidates and how often. It also <strong>saves time on canceled interviews<\/strong> because the candidate found another employer and didn\u2019t let you know. You can even elect someone to contact candidates, every so often, to keep them in the loop.<\/p>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Point of contact who will be keeping in touch with the candidates <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> How often will they keep in touch: daily, weekly? <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Method of communication: email, letter, phone call? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"discuss-your-communications-strategy\">\n<h2>Discuss your communications strategy<\/h2>\n<div class=\"text-content\">\n<p>During the intake meeting, you will need to discuss how you intend to <strong>acquire candidates<\/strong> for the vacancy. If they are remote candidates, you can also discuss how to <strong>test them<\/strong>. You can start by asking:<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Will you be reaching out to potential candidates on LinkedIn? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Should you test candidates using an email? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Could you hire an AI company to run online tests? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"ensure-hiring-managers-are-realistic\">\n<h2>Ensure hiring managers are realistic<\/h2>\n<div class=\"text-content\">\n<p>Make sure to keep <strong>a list of all the essential and desirable skills<\/strong> for the vacancy \u2014 but also to whittle them down into a shorter list if needed. Check if the hiring manager can <strong>bring the r\u00e9sum\u00e9 of the last person in the position<\/strong> \u2014 this might indicate the qualities of the perfect candidate. You can work from this and even <strong>discuss<\/strong> the <strong>key people skills<\/strong> that made the last person good for the role, or where they might have improved.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"agree-on-the-stages-you-will-have\">\n<h2>Agree on the stages you will have<\/h2>\n<div class=\"text-content\">\n<p class=\"style-info\">Divide your next steps into:<\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Date for the screening phone calls <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Online test dates <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"target-the-dates-you-need-for-interviews\">\n<h2>Target the dates you need for interviews<\/h2>\n<div class=\"text-content\">\n<p>Again, to <strong>prevent bottlenecks and ghosting<\/strong>, be clear about when the interviews will take place. Will they be two or three weeks after the intake meeting date? Factor in when your vacancy advertisement will go out: at the end of the month?<\/p>\n<p class=\"style-danger\">You also need to decide how many candidates will be in the final round of interviews.<\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Date of the intake meeting <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Date the vacancy will be advertised <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Date the interviews will take place <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"discuss-possible-tests-and-projects\">\n<h2>Discuss possible tests and projects:<\/h2>\n<div class=\"text-content\">\n<p>Ensure that any projects are not going to take two months to complete. Again, speed is the name of the game and potential talent may accept offers elsewhere.<\/p>\n<p>Look at how you can <strong>streamline the process<\/strong>, making it <strong>faster and simpler<\/strong>. You want to <strong>retain talented candidates<\/strong>, so choose tests that are specific to what the job will involve doing. Pre-interview tests are especially important as they can <strong>eliminate unsuitable applicants<\/strong>.<\/p>\n<p class=\"style-warning\">Some organizations often fail to attract suitable candidates to interview as <a href=\"https:\/\/www.amazon.com\/Topgrading-3rd-Promoting-Turbocharges-Performance\/dp\/1591845262\/ref=pd_rhf_dp_s_all_spx_wp_sccl_4\/139-2811604-2471861?pd_rd_w=zKYu6&amp;pf_rd_p=cfcbf4ee-c7ed-4129-9e85-19f540a08162&amp;pf_rd_r=QSJ75J418DHXZ2V0ZZ5A&amp;pd_rd_r=8c8423ad-e8c8-4e6e-8bda-c86b83447f47&amp;pd_rd_wg=DkI6L&amp;pd_rd_i=1591845262&amp;psc=1\" rel=\"nofollow noopener\" target=\"_blank\">they fail to use accurate methods to assess candidates for hire or promotion.<\/a><\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"decide-who-will-be-interviewing\">\n<h2>Decide who will be interviewing<\/h2>\n<div class=\"text-content\">\n<p>During the intake meeting, you can decide on who will be interviewing candidates. If you have taken the previous step of making clear what the job involves, it should be clear who would be suitable to be in charge of interviews.&nbsp;<\/p>\n<p>It is advisable to incorporate a checklist, better yet an optimized workflow, to <strong>run through the tasks<\/strong> involved in the interview process. Ask those attending the intake meeting if they have experience in interviewing candidates. You may also <strong>consider putting training in place<\/strong> if there are members in the meeting who do not know <a href=\"https:\/\/www.linkedin.com\/business\/talent\/blog\/talent-strategy\/checklist-to-improve-intake-meetings\" rel=\"nofollow noopener\" target=\"_blank\">how to interview<\/a>.<\/p>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Name of panel member one <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Additional details for panel member one <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Name of panel member two <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Additional details for panel member two <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Name of panel member three <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Additional details for panel member three <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Name of panel member four <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Additional details for panel member four <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"have-other-interviewers-on-standby\">\n<h2>Have other interviewers on standby<\/h2>\n<div class=\"text-content\">\n<p class=\"style-danger\">If anyone needs to cancel, the interview must still go ahead to <strong>retain<\/strong> the interest of <strong>talented candidates<\/strong>. Don\u2019t create a bad impression on the day, be prepared for people to pull out due to sickness and personal reasons.<\/p>\n<p>Make a list of those who could step in to help if needed.<\/p>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Name of standby interviewer one <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Phone number for standby interviewer one <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Email for standby interviewer one <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Name of standby interviewer two <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Phone number for standby interviewer two <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Email for standby interviewer two <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Name of standby interviewer three <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Phone number for standby interviewer three <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Email for standby interviewer three <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Name of standby interviewer four <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Phone number for standby interviewer four <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Email for standby interviewer four <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"sources\">\n<h2>Sources:<\/h2>\n<div class=\"text-content\">\n<ul>\n<li><a href=\"https:\/\/resources.careerbuilder.com\/recruiting-solutions\/how-to-conduct-an-intake-meeting\" rel=\"nofollow noopener\" target=\"_blank\">Sarah Sipek - How to Conduct an Intake Meeting<\/a><\/li>\n<li><a href=\"https:\/\/www.forbes.com\/sites\/forbeshumanresourcescouncil\/2021\/09\/03\/in-this-candidates-market-speed-is-the-name-of-the-game\/?sh=cb51a2732cc0\" rel=\"nofollow noopener\" target=\"_blank\">Bill Stauffer - In This Candidates\u2019 Market, Speed Is The Name Of The Game<\/a><\/li>\n<li>\n<p><a href=\"https:\/\/www.forbes.com\/sites\/heidilynnekurter\/2020\/12\/31\/employers-here-are-3-reasons-why-candidates-are-ghosting-you\/?sh=30862f1539d8\" rel=\"nofollow noopener\" target=\"_blank\">Heidi Lynne Kurter - Employers: Here Are 3 Reasons Why Candidates Are Ghosting<\/a><a href=\"https:\/\/www.forbes.com\/sites\/heidilynnekurter\/2020\/12\/31\/employers-here-are-3-reasons-why-candidates-are-ghosting-you\/?sh=30862f1539d8\" rel=\"nofollow noopener\" target=\"_blank\">You<\/a><\/p>\n<\/li>\n<li>\n<p><a href=\"https:\/\/www.linkedin.com\/business\/talent\/blog\/talent-strategy\/checklist-to-improve-intake-meetings\" rel=\"nofollow noopener\" target=\"_blank\">Samantha McLaren - LinkedIn\u2019s Head of Recruiting Shares the Checklist His Team <\/a><a href=\"https:\/\/www.linkedin.com\/business\/talent\/blog\/talent-strategy\/checklist-to-improve-intake-meetings\" rel=\"nofollow noopener\" target=\"_blank\">Uses to Get the Most Out of Every Intake Meeting<\/a><\/p>\n<\/li>\n<li><a href=\"https:\/\/twitter.com\/drbradsmart?lang=en\" rel=\"nofollow noopener\" target=\"_blank\">Bradford D. Smart Ph.D.<\/a> - <a href=\"https:\/\/www.amazon.com\/Topgrading-3rd-Promoting-Turbocharges-Performance\/dp\/1591845262\/ref=pd_rhf_dp_s_all_spx_wp_sccl_4\/139-2811604-2471861?pd_rd_w=zKYu6&amp;pf_rd_p=cfcbf4ee-c7ed-4129-9e85-19f540a08162&amp;pf_rd_r=QSJ75J418DHXZ2V0ZZ5A&amp;pd_rd_r=8c8423ad-e8c8-4e6e-8bda-c86b83447f47&amp;pd_rd_wg=DkI6L&amp;pd_rd_i=1591845262&amp;psc=1\" rel=\"nofollow noopener\" target=\"_blank\">Topgrading<\/a><\/li>\n<\/ul><\/div>\n<\/section>\n<section id=\"relevant-checklists\">\n<h2>Relevant checklists:<\/h2>\n<div class=\"text-content\">\n<ul>\n<li><a href=\"https:\/\/www.process.st\/templates\/recruitment-process\/\" rel=\"nofollow noopener\" target=\"_blank\">Recruitment Process<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/meeting-minutes-template\/\" rel=\"nofollow noopener\" target=\"_blank\">Meeting Minutes Template<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/virtual-meeting\/\" rel=\"nofollow noopener\" target=\"_blank\">Virtual Meeting Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/ray-dalios-meeting-process\/\" rel=\"nofollow noopener\" target=\"_blank\">Ray Dalio\u2019s Meeting Process<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/the-ultimate-guide-to-hiring-an-intern\/\" rel=\"nofollow noopener\" target=\"_blank\">The Ultimate Guide to Hiring an Intern<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/hr-interview-process-with-questions-3\/\" rel=\"nofollow noopener\" target=\"_blank\">HR Interview Process with Questions<\/a><\/li>\n<\/ul><\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>Introduction: The most pressing issue that the intake meeting deals with is ensuring good candidates do not walk away halfway through the recruitment process. During times of low unemployment rates, the job market belongs to talented candidates. They can be more choosy about the roles they desire, and also the organizations they wish to work [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"ep_exclude_from_search":false,"cover_icon_emoji":"","cover_icon_url":"","tasks_count":"16","template_description":"The intake meeting is essential for removing bottlenecks from hiring processes. This is especially true when recruiting for newly created or temporary positions. This template is a tool you can work through to avoid losing precious time.","template_id":"uilmcwUnznMHNnoJMa5EdA","task_0":"Introduction:","task_slug_0":"introduction","task_1":"Invite the right players to the table","task_slug_1":"invite-the-right-players-to-the-table","task_2":"Research the position before the meeting:","task_slug_2":"research-the-position-before-the-meeting","task_3":"Decide exactly what the job role is","task_slug_3":"decide-exactly-what-the-job-role-is","task_4":"Ask the hiring manager these 5 questions","task_slug_4":"ask-the-hiring-manager-these-5-questions","task_5":"Identify bottlenecks:","task_slug_5":"identify-bottlenecks","task_6":"Prevent candidates from ghosting you","task_slug_6":"prevent-candidates-from-ghosting-you","task_7":"Discuss your communications strategy","task_slug_7":"discuss-your-communications-strategy","task_8":"Ensure hiring managers are realistic","task_slug_8":"ensure-hiring-managers-are-realistic","task_9":"Agree on the stages you 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