Steve Levy Intake Strategy Sessions

Talk To Me: How Better Questions Deliver Better Sourcing Outcomes | Steve Levy on The #SocialRecruiting Show

Playing To Win: Why Sourcing Is For Champions | Susanna Frazier on The #SocialRecruiting Show
Unconscious Bias & Interview Fails | Sophie Theen on The #SocialRecruiting Show

You’ve probably heard of Steve Levy before

A lot of people in our industry refer to him as “Uncle Steve” because he’s the kind of guy that checks in when life is chaotic, gives you a call on a random Sunday morning to tell a joke, or messages you privately to send book recommendations. He’s the kind of person who shows up for those he cares. 💛

He’s also the kind of person who will always call it like it is – a trait that makes almost every meeting with him a learning experience.

These blunt tendencies translate to better recruiting outcomes, too. Steve believes in the importance of communication and it shows. Rather than lean on tools or boolean strings to talk about sourcing, Steve focuses on places where people can communicate better for the ultimate good of the candidate and the team. This was a guiding theme of our entire conversation.

“If you try to do culture fit, I will call BS!”

“I think culture fit for almost every company is likability and manageability – it’s not actually culture”

Instead Levy pushes hiring managers to know the outcomes they want to see. His advice for recruiters? “Ask better questions.”

For example, the first intake session is ground zero for the success – for you, the candidate, and the hiring manager. The success of that meeting starts with asking the right questions. Here are the questions he recommends:

  1. Take the job description, turn it over, and in your own words, describe the job as a deliverable.
  2. What will the person be doing here that they won’t be doing there?
  3. Why would the very best person in this title leave this company to come to you?

By taking the problem solving approach, it means that you’re on the same page.

“It’s all about targets. Don’t leave an intake strategy meeting without knowing about targets.”

After that, schedule 10-15 minutes every 1-2 weeks with that manager for a live update. They will start to see the method to your manage and the things you’re looking for. The time you spend researching – the hiring manager is going to see things and say, “oh, I read this, or hear this…” and your time spent researching will go down.

Watch the whole episode to hear the rest of our brilliant conversation and be sure to subscribe to our newsletter to get weekly updates and blog posts delivered directly to your inbox.

 

powered by crowdcast

 

 

Katrina Collier - Chief Searchologist on FacebookKatrina Collier - Chief Searchologist on GoogleKatrina Collier - Chief Searchologist on InstagramKatrina Collier - Chief Searchologist on LinkedinKatrina Collier - Chief Searchologist on Twitter
Katrina Collier - Chief Searchologist
Katrina Collier is recognised globally as an expert on social recruiting. From SMEs to global corporates, she has trained countless HR and Recruitment professionals around the world to source and recruit on social media.

With 11+ years of social recruiting and full-cycle recruitment experience, she's passionate about teaching effective methods of social sourcing and candidate engagement, and ensuring recruiters are robot-proof.

Get in touch and give your recruitment a rev up!