Updated on July 26th, 2023
A recruiting intake form is the document recruiters use to gather information about a job opportunity from a hiring manager. The recruitment form often includes several prompts regarding the job description, desired qualifications and skills of potential candidates, and an interview timeline. A completed form will improve the quality of applicant selection by aligning the recruiter’s efforts with the hiring manager’s expectations.
While the hiring manager and the recruiter have essential roles in the hiring process, they have distinct duties.
The hiring manager’s first job is to provide the recruiter with a breakdown of the open position and the type of candidate that they’re looking for. Once the recruiter provides them with a list of candidates based on this information, it is up to the hiring manager to perform interviews, evaluate candidates, and make their selection.
The recruiter’s primary job is to identify the type of candidate the hiring manager is seeking for an open position and then provide a list of ideal individuals. The recruiter is there to provide guidance to hiring managers throughout the process. Additionally, they may help with interviewing techniques and evaluation methods to choose the right candidate.
This section of the form provides the posting details of the position. It will often include the job title, location, whether the position is permanent, the name of the manager, and when they want to fill the role.
The recruiter will need to know the salary range for new hires and what benefits may be offered to them. By understanding the minimum and maximum salary the company is willing to pay, the recruiter may select candidates with different experience levels or salary expectations. The recruiter may also want to research benchmark salaries and benefits for similar roles before meeting with the hiring manager.
The hiring manager should inform the recruiter when they want the interviews to occur. Furthermore, the form may also indicate the type of interview process the hiring manager prefers; some examples of interview types include:
- Batch-day interviews
- Interview panels
The core responsibilities, skills, education, and any relevant experience should also be defined. This info could be divided into “required” and “nice-to-have” sections. Additionally, the hiring manager may want to determine what to expect from an individual in their first 90 days of employment.
The recruiter needs to know where to look for candidates. The hiring manager should let them know whether there are internal candidates to consider, what companies would be good to target, and which ones to avoid.
Some positions may require candidates to complete specific tests to determine their competency. These assessments can test the candidate’s workplace-relevant skills, character, physical ability, integrity, or mental capacity. The recruiter should be informed of any assessments that need to be carried out by potential employees and at what point in the process they should be provided to them.
Once they have a selection of candidates, they may offer assistance with interviews and candidate evaluation, if necessary.