<\/p>\n
From Super Recruiter to Super Recruitment Manager<\/p>\n
Talented recruitment leaders can be hard to find, but talent is also harnessed and grown every day within our recruitment businesses. I come across budding managers when they enrol on an\u00a0REC development programme for management. They have generally excelled in recruitment and running their own desk, but when promoted into a management role, the reality of what\u2019s involved can be daunting. All of a sudden the business has expectations that this new leader can cascade knowledge, skills, attitude, enthusiasm and success down to the rest of the team and still be just as productive! If only it were that simple!<\/p>\n
I tend to get asked three common questions from the next generation of managers in recruitment. Here is how to address some of the fears that this job role transition can raise, so you can go from super recruiter to super recruitment manager.<\/p>\n
1. How can I continue to be the top biller in the team whilst developing a team of potential successful recruiters?<\/strong><\/p>\n Clearly some of the answers to this are to manage your time well and make sure you\u2019re an appropriate role model whilst continuing to develop your own management skills.<\/p>\n Managing a team of recruiters is a completely different set of skills to running your own desk. You can\u2019t just assume that because you\u2019ve been a successful recruiter, you\u2019ll be equipped to manage a team of people, even if, broadly speaking, they are in a role in which you have a successful track record.<\/p>\n It can be quite a nasty shock when you realise that, instead of being measured on how well your own desk is performing, your success as a manager is being measured on how well other people in your team are doing.\u00a0Welcome to the world of the proverbial player-manager!<\/p>\n 2. What can I do to make sure the team are as motivated as I am?<\/strong><\/p>\n Ask yourself, do you really know what motivates them? It may not be what motivates you of course! We tend to assume that it would be money and in this target-driven environment, it\u2019s certainly a factor for many people, but even then money is not necessarily the main motivating factor.<\/p>\n Think about it: have you ever left a company to work elsewhere because something other than money isn\u2019t working for you? For example, looking for better prospects, a more prestigious organisation with a better reputation, a more supportive management team or a less-stressful environment.<\/p>\n Other motivating factors people might look for are:<\/strong><\/p>\n Enjoying their work and\/or the people they work with\u00a0 Challenging\/stimulating work Winning Job security Career development opportunities More or less responsibility Job satisfaction Benefit package \u2013 e.g. pension, child care vouchers, gym, discounted products Status e.g. job title or even the car they drive Training and development Incentives\u00a0 Freedom to plan own work Good working conditions Work\/life balance \u2013 family friendly policies<\/p>\n Some people love public praise and recognition when celebrating success. For example ringing a bell, a mention in the monthly newsletter, or a round of applause at the weekly team meeting. Others would cringe if they were to be made centre of attention like that and may prefer more private praise such as a quiet word or \u2018pat on the back\u2019 next time you\u2019re alone with them in the facilities\/refreshments room, or buying them their favourite sandwich for lunch as a treat.<\/p>\n If you\u2019re not sure what exactly motivates them \u2013 and sometimes people don\u2019t know themselves! -why not try giving them a list of ideas, such as those mentioned above? Ask them to choose their top three, but don\u2019t give them the option of choosing money.<\/p>\n 3. How do I deal with under-performance without upsetting or demotivating people?<\/strong><\/p>\n If your team receive regular reviews that contain both positive and negative feedback, their expectation will be that under-performance will naturally be discussed as will good performance. They should then see those reviews as an opportunity to identify personal development areas, as well as receive recognition for good performance. Before you deliver negative feedback, ask yourself:<\/p>\n What?<\/p>\n What specific areas need improvement?<\/p>\n Is it productivity, activity, commitment or compliance? What evidence is there to support this? Gather relevant data, stats or ratios over the period being discussed<\/p>\n Why?<\/p>\n Why do you think this is happening presently?<\/p>\n Has there been recent changes in the team or management?\u00a0 Has there been a lack of training\/coaching?\u00a0 Are they working under increased stressful conditions?\u00a0 Have market conditions worsened?\u00a0 Do they lack direction\/focus?\u00a0 Is it something outside of work altogether?<\/p>\n How?<\/p>\n How can you help improve this situation?<\/p>\n SMART goals Training courses One to one coaching or mentoring Provide structure\/direction Increase levels of support<\/p>\n Going forward, you will be able to discuss what is expected of them, by when and highlight how they might go about it – all with your full support. Go ahead and make the leap into management and remember that the REC are always here to help. Visit www.rec.uk.com\/training for more information.<\/p>\n Written by:\u00a0Janet Harvey-Mott, REC Trainer<\/p>\n","protected":false},"excerpt":{"rendered":" From Super Recruiter to Super Recruitment Manager Talented recruitment leaders can be hard to find, but talent is also harnessed and grown every day within our recruitment businesses. I come across budding managers when they enrol on an\u00a0REC development programme for management. They have generally excelled in recruitment and running their own desk, but …<\/p>\n","protected":false},"author":17,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[10],"tags":[],"class_list":["post-351","post","type-post","status-publish","format-standard","hentry","category-news"],"acf":[],"yoast_head":"\n