Top tips to be an effective Recruitment Manager
A good recruitment manager exhibits a perfect balance of organised management, combined with the charismatic leadership that inspires positive change and innovation. Below, we list our top 3 tips on how you can drive and motivate your recruitment team to fulfil their full potential!
1. Set goals that create a sense of purpose
Recruiting is unique in that it is a people-oriented industry, making it easy to use the excuse that there are too many human factors to quantify goals. To be an effective recruitment manager, you not only need to manage expectations by recognising that a hiring manager’s sick leave may delay your hiring process, but also continue to set tangible short-term goals for your team to keep them on aiming towards the big picture objective at all times. This could be through assigning them the groundwork process of sending out prospecting emails when roles initially open, whilst encouraging them to chase and evaluate responses, and facilitate phone screenings, onsite interviews and ultimately a placement. Remember to monitor and track results, otherwise it will be difficult to detect areas for collective improvement, or demonstrate your team’s value to the company at large.
2. Empower your recruiters to be confident and influential business partners
It’s important to motivate consultants to claim ownership of their recruitment processes without feeling micromanaged. Recruiters must feel confident about driving the hiring process, and in order to facilitate this, a recruitment manager must motivate and empower their team. This can be achieved through providing historical data to develop predictive knowledge and insight to their hiring managers at the opening of each role. Furthermore, a recruitment manager must encourage their consultants to continuously follow up throughout the hiring process with pipeline stats to keep a hiring manager’s expectations in line.
If you teach your consultants how to own their business relationships and recruiting processes, you will enable them to develop defined goals tied to their career path. The result of this can be very rewarding and will help to retain recruiters in a competitive landscape.
3. Provide consistency for success in a frequently changing environment
Any recruitment manager will testify that hiring plans can change at the drop of a hat! Business goals and priorities can shift and backfill expectations can be unclear, which ultimately results in changing goals for your recruitment team. However, a recruitment manager must encourage their team to adapt to changing circumstances and find creative solutions to unpredictable problems. Most importantly, you must ensure that each team member has one voice steering them in the right direction, otherwise they may feel overwhelmed by trying to fulfil conflicting instructions from multiple directions.
What do you think makes an effective recruitment manager?
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