Hiring Manager. Intake Questionnaire

Transcription

1 Role Requisition # Hiring Manager Hiring Manager Intake Questionnaire Effective communications with your hiring managers are critical to both sourcing the right talent and then preparing the hiring manager to have focused conversations with candidates. However, you probably don t get to spend as much time with your hiring managers as you would like. So we have to make our communications as efficient as our sourcing techniques. At Dice, we interviewed a number of recruiters about how they get their hiring managers fully engaged in the recruiting process, from scoping a role to selling candidates on the opportunity. From those interviews, we developed a two piece tool kit for you to use as the basis for your communications with your hiring managers. Here you ll find the Tech Recruiting Intake Questionnaire, a guide for your initial meeting with your hiring manager on a specific requisition. Some recruiters will over sections 1 and 2 of this Questionnaire before the Intake Meeting. The rest of the Questionnaire guides the conversation during the Intake Meeting. This Questionnaire covers both the technical and nontechnical requirements for candidates, as well as helps narrow down the types of proof points you are going to look for in resumes and social data. Once you ve found one or more compelling candidates, you can use our Interview Brief template to brief hiring managers and provide a framework for their conversations with candidates. This guide allows you to easily cut and paste from Dice and Open Web profiles and highlight the technical and cultural fit for a candidate. If you currently are using templates over your own, feel free to take parts of these templates and incorporate them into yours. We ve highlighted a number of best practices throughout. 1

2 Background on Role Part 1: Background on Role 1.1 How will this role contribute to the company s primary objectives? 1.2 Is this a new role or a back fill of an existing one? New Role Existing Role 1.3 How will this role be evaluated? 2

3 Job Responsibilities Part 2: Job Responsibilities 2.1 What are the top responsibilities for this role? Best Practice 2.2 Which programming languages or tools will they be working with? It is important to use this conversation on languages and tools to understand both what the candidate will be working with and what skills might be transferable if the exact languages and tools match can not be found. 2.3 What are the primary teams that this person will work with? Sales Marketing Product Operations Other 3

4 Requirements Part 3: Requirements Best Practice 3.1 Which skills are must-haves? 3.2 What types of projects would be evidence of these skills? The answers to the two questions above will form the basis for your search strings on Dice and other platforms. Always be sure to rank your technical requirements based on importance. An example string for a python developer with specific skills and projects under their belt would be: (programmer or developer or engineer) and python and (mysql or my sql or my-sql or postgresql) and (django or flask or pyramid or bottle) and (virtualenv or chef or puppet or sentry or raven or project management or project manager or implement or deploy or design) 3.3 Which skills are preferred, but not necessary? 4

5 Requirements (continued) 3.4 Are you looking for a specific number of years of experience in different areas of expertise? 3.5 What non-technical skills will someone need to perform the aforementioned job responsibilities? Project Management Budgeting Communications Writing Team Management Other 3.6 Should a candidate for this position be contributing to a specific tech site? For example, if you re looking for a developer, you should consider making StackOverflow or GitHub a requirement. Or if you re looking for a designer, you might want to consider making Dribbble a requirement. 3.7 Is it critical to have industry experience for this role? Yes No 5

6 Education Part 4: Education 4.1 Is there a specific certification needed for this role? If yes, describe the certification. Yes No 4.2 Is a graduate degree required? If yes, describe the graduate degree. Yes No 6

7 Fit Part 5: Fit 5.1 What is the ideal personality for someone in this role? Best Practice 5.2 Is there someone at the company who would be a good example of someone that could fill this role? If so, who and what is it about them that makes them a good example? Ask the hiring manager about current employees at their company and how they would hypothetically fare in the role. Use this to gain an understanding of a client s managerial style and preferred personality types. 5.3 What types of technologies and trends, beyond the requirements, should someone in this role be passionate about? Mobile Cloud ERP Social Media Collaboration Design Other 5.4 Does the person need prior managerial experience? 5.5 Any target companies we should source from? Yes No Yes No 7

8 Location Part 6: Location 6.1 Where will this position be located? 6.2 Are you open to this position being located elsewhere? 6.3 Are you open to this being a remote position? 6.4 Can we pay for relocation for this role? 8

9 Compensation Part 7: Compensation 7.1 What is the budget for salary for this role? 7.2 Are there any team specific perks that I should know about when talking with candidates? 9

10 Expectations Part 8: Expectations 8.1 When do you expect to see a first slate of resumes? 8.2 When are critical milestones for getting this role filled? Interview Brief Once you ve come to agreement with the hiring manager on a slate of candidates, use the Interview Brief to adequately prepare the hiring manager for conversations with the candidates. View the Interview Brief 10

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