The Job Description vs. the Kickoff Call: Why I Still Believe in the Conversation

Every search I take on starts the same way. Before I source a single candidate or make one phone call, I sit down with the hiring manager for a kickoff call.

Some companies would rather skip that step. They send over the job description and say, "Everything you need is in there." I understand why. Everyone is busy, and a job description feels complete. But in my experience, it only tells half the story.

What a Job Description Can't Tell You

A job description tells me what a person needs to know: the degree, the years of experience, the software, the certifications. That matters. Skills are what get a candidate in the door.

What it can't tell me is who will actually succeed in the job. It doesn't tell me how the manager leads, how the team works together, or what kind of person tends to struggle there. And those are usually the reasons a hire works out or doesn't.

What I Learned on My Latest Kickoff Call

This week I held a kickoff call with a hiring manager for an engineering role at one of my manufacturing clients. Of course, we covered the position and the technical skills. But some of the most valuable time came when I stopped asking about the job and started asking about him.

I asked how he would describe his management style. I asked what his team would say about him. And I asked what type of employee he has struggled with in the past.

His answers told me more about the right candidate than the job description ever could. He gives people room to work, doesn't micromanage, and likes to teach. He hands off more responsibility as people grow. And the people who have struggled with him are the ones who need constant direction, or who let quality slide when no one is watching.

Now I know I'm not just looking for a skilled engineer. I'm looking for someone who takes ownership, thrives with independence, and holds a high bar for their own work.

Getting to Know the Person, Not Just the Position

I also like to learn a little about the hiring manager as a person, even what he enjoys doing in his spare time. It gives me something a candidate might connect with, and it tells me a lot about the personality of the team.

This manager is more reserved and lets his work do the talking. His team has a nice balance, with a few outgoing personalities who get the football talk going and plan the fun things that bring everyone together. That's a pretty common picture with engineers. Many are thoughtful and low-key, and a good team culture makes room for every personality.

I learned that lesson early. Years ago, while I was working for a recruiting firm, I brought on Microsoft as a client. I figured that if I learned everything about sports, I'd connect better with the software engineers I was recruiting. So, I studied up on college ball and pro ball, and I made a habit of asking candidates whether they played team sports, thinking that would tell me if they were team players.

It turned out a lot of those software engineers were more into individual sports like golf, running, and tennis. I remember thinking, "Ugh, I learned all of that for nothing!"

Then I started recruiting mechanical engineers. Those guys liked working on cars and watching football, and suddenly all that sports knowledge came in handy. The point is, every group is different, and the only way to know who will fit is to ask.

The Three Questions I Ask on Every Kickoff Call

Along with the role itself, I make sure every kickoff call includes these three questions:

•       How would you describe your management style? This tells me whether a candidate will be comfortable with the level of structure, freedom and feedback they'll get.

•       What would your team say about you? People are often more honest about how others see them than how they see themselves. It also gives me a feel for the team.

•       What kind of employee have you struggled with? This is the most revealing question of all. It tells me exactly who not to bring forward, no matter how good the resume looks.

How the Kickoff Call Shapes Every Candidate Interview

Those answers become my roadmap when I interview candidates. If the manager is hands-off, I ask candidates how they handle a project when no one is checking in. If quality is a sore spot, I ask them about a time they caught a problem before anyone else did. If the team is close-knit, I listen for how they talk about the people they've worked with.

By the time I present someone, I'm confident they won't just meet the requirements on paper. I'm confident they'll gel with the hiring manager and the team they'll be working with every day. That's what keeps a great hire in the seat for years instead of months.

Why I Still Believe in the Conversation

A job description is a starting point. The conversation is where I learn what the job really is, and who will really thrive in it.

If you're getting ready to fill an important role, I'd welcome that conversation.

The Right Hire, The First Time.