Recruiters — whether they’re in-house or working for an agency — often face a two-part dilemma when it comes to sourcing candidates. While you need to provide hiring managers with a solid list of professionals, these professionals also need to be relevant, qualified and interested in the opportunity being offered — otherwise, they’re likely to drop out during the interview process because the job isn’t right for them, or they won’t respond at all. Getting alignment on the specific needs and goals for the open position is a great way to mitigate this problem.

Intake meetings with hiring managers are the best way to get the alignment needed to avoid uninterested and unqualified candidates. These meetings can help both the recruiter and the hiring manager focus on exactly what’s needed before the recruiter even begins drafting a list of potential candidates. In addition to understanding the hiring stages, candidate touch points and basics like the job title and salary range, it’s important to align on the ideal candidate profile, understand what soft and technical skills are necessary for the role and, above all, be realistic.

The bulk of your intake meeting should focus on understanding the hiring manager’s ideal candidate profile (and managing their expectations around it). Separate from a job description, a candidate profile focuses on characteristics and soft skills. It’s how a recruiter will evaluate if a candidate is a cultural fit and gives recruiters ideas of where to look for candidates. For example, you might be more likely to find a candidate with strong creative thinking skills in a different place than you are to find a candidate who is a skilled networker.