Lead by Example: There is no better way to teach someone how to do something than by doing it yourself. Many managers seem to think that by the time they ascend to the level of management, they are no longer required to perform the tasks that got them there. The quickest and most effective way to build political capital with your staff is by showing them that you are willing to do everything you’re asking them to do. Even if you only have a few hours a week to spend screening resumes, calling candidates, etc. that time is an invaluable opportunity to teach and to learn.
Empower your Staff: Great management is about empowering your staff to do what they need to the very best of their ability. Great managers know that in order to extract top performance, they must take on the responsibility of clearing the obstacles that stand in the staff’s way. Whether it be providing your staff with the best tools to source and recruit, giving them training on the latest best practices, or getting them access to Hiring Managers, it is your responsibility to ensure your staff have everything they need to excel.
Create a Culture: Recruiting is a personal business as much as it is a personnel business. Every Recruiting Manager wants to create a culture of success, but it is up to you to define and communicate what success means to your team. A strong team culture with which your recruiters can identify will create a sense of unity amongst them. It will encourage the kinds of people you want on your team to stick through the rough patches and will identify those better suited elsewhere.
Be Firm but Fair: Hypocrisy and double-standards have no place in the realm of management. If you expect your recruiters to show up on time for work every day, you better be there on time. If you expect them to work late, you should be the one locking up the office that night. If your best recruiters begin slacking off or cutting corners, it is your obligation to correct that behavior and remind them of the habits that got them to the top. Most importantly: no directive should ever be a surprise. It is your duty as the owner of your team to communicate early, clearly, and often your expectations.
Encourage, Recognize, and Reward: As the corollary to “Be Firm but Fair,” the great Recruiting Manager looks for opportunities to encourage, recognize, and reward the staff. A great Recruiting Manager sees when encouragement is needed, knows the power of recognizing achievement in front of peers, and rewards outstanding performance consistently.
Adopt and practice these 5 principles and watch your team go from performing to out-performing in no time.
-The Tipster
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