Do you ever feel that there just aren’t enough hours in the day or enough of you to go around? How are you supposed to bill more and grow your recruitment consultant team when you already feel so stretched?
Finding the right balance of time between growing your own desk and building a team is a real art. When I run recruitment manager training courses, we explore the 3 key areas a manager needs to focus on.
Remember, you won’t spend equal time on each of these areas, they are dynamic rather and your input will change dependent on what is happening in your team. All are interlinked and affect the other two. Here they are and some tips on what you can be doing:
1) Achieving the Task
Your Primary role as a recruitment manager is to ensure that your group achieves it’s “common task” i.e. your financial goals. The task is the reason for the work team’s existence.
- Have a step by step plan:
By knowing exactly what you need to achieve, measures and a review system in place, will not only provide your team with a sense of purpose and focus, but show you when you are off track.
- Break your monthly goals down into the key priorities:
Get specific on your measures, i.e. how many CV’s sent, interviews, jobs, candidates, placements etc does each team member need to do to achieve the priorities and goals. Focus on what you can control and ignore what you can’t.
- Focus on doing the little things well consistently:
For e.g. sending out 2 great candidates EVERY week, adding 5 DM to database each day, having a sales followup system, connecting with 20 people through LinkedIn each week and the big results will follow.
2) Developing Individuals
Spending quality time with your Champions, your Top Performers is a smart use of your time, you’ll get a much bigger return. Most managers spend 80% of their time trying to fix underperformers.
- Remember top performing teams are made up of strong unique individuals – all with different needs.
Find out and understand what motivates the individual and work to supporting them to achieve what they want out of the job.
- What unique talent does each individual bring to the party?
If you don’t know this yet, then find out. Then block out specific time in your diary to spend with individuals to develop their talents – whether it’s at the desk coaching, one on one review, going on a client meeting or just going out for a drink.
- Help your individuals to bounce back from mistakes:
Set backs and mistakes are inevitable on the road to becoming really successful. What’s crucial is how you respond to them – help your individuals to treat failure as feedback.
3) Build a Cohesive Team/Group
Have you heard the saying, there is no “I” in team? Well, actually this is not true. The top performing recruitment teams work collaboratively with individual’s strengths, people are free to say “I think this” or “I think that” because:
“The achievement of a team is far greater than the sum of individuals working independently. What every team member does elevates the results of the team”
Consider how you can use your coaching, mentoring, delegation and facilitation skills to harness the unique talent of each team member.
- Allocate time to get together as a team – both social and in the office.
Explore solutions to problems as a group, brainstorming, lunch time learning where you get your consultants to deliver.
- Communicate and have a shared vision and goal.
Take the time to show your team how they fit into the bigger picture. What is their role in the bigger picture company vision? Also what are the expectations of each other within this?
I hope you found this article useful. For more advice on how to get your under performers back on track, join my FREE Webinar ‘The 6 Step System to Convert Your Under Performers to High Billers in 14 days or Less’.
Click on this link to sign up: 6 Steps Convert your Under Performers to High Billers