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There’s No “Me” In Recruiting

by Liz Carey

Recently, we had a staff meeting centered around establishing our goals and values as a team — while each staff members has their own set role and responsibilities, the purpose of this meeting was to discuss how we all view the “bigger picture” of our purpose and view for the organization. It got me thinking about how it applies to a recruiting firm. Within a recruitment firm, recruiters work as part of a larger team, but because this industry is so cut-throat and quote driven, it could be perceived as every person for themselves. And a little bit of healthy competition is great, but it’s important that your team is focused on working towards a common goal.

Your recruiting team are the people who are going to help you succeed in finding talent and keeping your firm’s clients happy, so it’s important to make sure you are all on the same page. It could be useful to hold a team meeting to discuss your recruitment firm’s goals, values, purpose, and expectations. As an owner/manager, here are a few things to consider:

  1. It’s not all about metrics. Of course your recruiters should be held to a certain standard, and you can expect them to make a certain number of calls made per week, send-outs, placements, etc., but owners/managers should empower team members to learn as much as possible – spending time networking, learning, sharing best practices with each other, and improving internal processes. Because there’s so much pressure to fill roles, this will likely take time and support from leadership to encourage recruiters to shift their gears to learning and growing.
  2. Involve your team in decisions. Experience is one of the most valuable assets that recruiters bring to their firms. Leverage these diverse perspectives and insight to get them involved in the decision-making process and ultimately, build stronger recruiting operations. If a recruiter has background/experience in an area that you currently don’t recruit in, let them try to build up that sector as a new area of business for your firm.
  3. Set expectations. If you’re part of a recruiting network / organization, make sure your recruiters are using these resources to get the most ROI. Set up a training with the network staff to ensure all your recruiters know how to use the site/database and how to get the most out of your membership. Make it a requirement for your staff to post any new reqs to the site to get help from your network affiliates. Set a goal for your recruiters that if they hit a certain number of placements, they can attend an in-person recruitment network meeting/conference. One placement made through your membership pays for itself!

How do you keep your recruiting team motivated? If you’re part of a recruiting network, what is your process for getting your recruiters involved?

Tags: recruiting networks | Posted in: Recruiting Resources

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