New Position Kick-Off Meeting Best Practices

Here are some best practices for conducting a New Position Kick-Off Meeting

Start with an Introduction:

• Begin the kick-off meeting by introducing everyone involved, including the recruiter and any other relevant team members. This helps create a collaborative atmosphere and ensures everyone is on the same page.

Clarify the Purpose:

• Clearly define the objectives of the kick-off meeting. Discuss the reasons behind opening the position, whether it's a net new headcount or a backfill. If it's a new role, explain why it is necessary to hire for it now. For a backfill, explain why the previous employee left and discuss any similarities or differences expected from the new hire.

Identify Pain Points and Opportunities:

• Discuss the pain points that this new hire will solve for the team and the company. Identify the specific areas where the new hire's contributions are crucial. Additionally, highlight the opportunities that the role will capitalize on to help attract the ideal candidate.

Understand the Role Responsibilities:

• Dive into the specifics of the role, including the daily tasks, primary responsibilities, and the key stakeholders the person will work with. Clarify the role's relationship with other team members and other lines of business within the organization.

Emphasize Unique Selling Points: 

• Highlight what makes this role more interesting for an ideal candidate compared to similar positions in other organizations. Discuss the unique aspects of the company, team culture, growth opportunities, or any other relevant factors that would make this role attractive.

Discuss Qualifications and Skills:

• Clearly outline the qualifications, skill sets, and proficiencies required for the new hire. Identify the preferred skill set and explain why it is essential for success in this role. Discuss any disqualifying factors and specify any nice-to-have skills. Differentiate between skills that can be learned on the job and those that are non-negotiable.

Set Performance Expectations:

• Define what good performance looks like at the 6th month mark. Discuss the key accomplishments the person should achieve within that timeframe. This helps the recruiters and hiring team assess candidates effectively.

Discuss Reporting Structure:

• Explain the role's place within the team's structure, including the reporting hierarchy. Discuss who the new hire will report to and who will report to them. Clarify the relationship with other team members and lines of business within the organization.

Align with Strategic Goals:

• Explain how this role contributes to the strategic goals of the organization and supports the overall business. Discuss the impact it will have on the product or service and how it aligns with the company's mission and vision.

Measure Success:

• Define how success will be measured in this role. Identify the key performance indicators (KPIs) or metrics that will be used to evaluate the new hire's performance.

Identify Stellar Examples:

• Ask for recommendations of the best person the team knows who has worked in a similar role. Discuss the qualities that make them exceptional. You can also inquire about the highest-performing employees on the team and what sets them apart.

Outline the Interview Process:

• Clearly define the interview process, including the number of interview stages, the types of interviews (e.g., phone screens, technical assessments, behavioral interviews), and the expected timeline. This helps set expectations and ensures a smooth hiring process.

Sell the Role:

• Take a moment to sell the role to the recruiters, as if they were candidates interviewing for it. Highlight the benefits, growth opportunities, and any other compelling factors to generate excitement and interest.

Role Logistics:

• Discuss logistical details such as the ideal location for the role, whether travel or an in-office presence is required. Additionally, provide a timeframe for hiring the role, referencing historical data on time-to-hire for similar positions.

Set Expectations and Next Steps:

• I recommend opening the role in your ATS, opening a Sourcing Project in Linkedin (or whichever sourcing tool your team uses and adding the Hiring Manager, and setting up a follow up meeting with in 5 business days.
• Recruiter should be prepared to discuss 5-10 candidate profiles with the Hiring Manger to align on expectations -is this the right profile? Why or why not?