Steve Levy Intake Strategy Sessions

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

Playing To Win: Why Sourcing Is For Champions | @OhSusannaMarie on The #SocialRecruiting Show
Unconscious Bias & Interview Fails | @SophieTheen 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 - Candidate Engagement Author & Speaker on FacebookKatrina Collier - Candidate Engagement Author & Speaker on GoogleKatrina Collier - Candidate Engagement Author & Speaker on InstagramKatrina Collier - Candidate Engagement Author & Speaker on LinkedinKatrina Collier - Candidate Engagement Author & Speaker on Twitter
Katrina Collier - Candidate Engagement Author & Speaker
Katrina Collier is recognised globally as an expert at putting the human back into (social) recruiting. She has inspired countless HR & Recruitment professionals around the world to take a human centric approach; improving candidate engagement, increasing response rates, and reducing candidate ghosting in this candidate driven market.

Her first book, The Robot-Proof Recruiter, a survival guide for recruitment and sourcing professionals, will be published in August.

Get in touch if your candidate response rates could be better!