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.
CEO and Founder of Three Ears Media
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.
Founder, HRecruit LLC
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.
JobSync has been recognized as a HR Tech Award winner for Best Innovative or Emerging Tech Solution by Lighthouse Research & Advisory. Joining JobSync is a distinguished group of award winners which includes Paychex and Salary.com.
“We are excited to be recognized by Lighthouse Research for our innovation around removing friction in the application process, driving more quality candidates, reducing the time to hire, and syncing the various systems employers use to source and hire new talent. Even more importantly though, these innovations enable recruiters to get back to recruiting by removing redundant tasks from their day!!” said Alex Murphy, JobSync’s CEO.
“With JobSync, you’re adding new tech and functionality while also reducing time on administration. Nice!” said Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory
The HR Tech Awards program was begun in 2020 by the team at Lighthouse Research & Advisory as a way to highlight HR Tech providers that are serving clients well across a variety of capabilities, from SMB to enterprise and across the range of talent acquisition, employee experience, learning, and more.
JobSync, an HR Tech Start-up working to create better candidate experiences by fixing the broken apply process many companies face, today announced the hire of David Bernstein as VP of Partnerships and Industry Relations.
“I could not be more excited than I am to have David join our team. In his new role, David will spearhead the development and expansion of partnerships with Job Boards, ATSs, and other key service providers in the talent acquistion space. David brings an incredible set of experiences…