More and more recruitment business owners I speak to are increasing the number of consultants on their team. Recruitment business growth is about expansion and making more higher value placement consistently and there are different ways to do this.
As an independent recruiter there are specific strategies and activities you need to implement; which I will cover in another blogpost.
Today though is about the simple actions to manage your growing team; especially if it isn’t quite going the way you want.
At a recent mastermind group I attended, one of the delegates shared his three step approach to managing any challenges in his team. A different industry sector and yet a process that definitely works in recruitment. I wanted to share it with you here.
He called it the three T’s.
- ……..or terminate!
It is pretty straightforward and yet using the approach I am going to share can save a lot of frustration; on both sides.
Let’s start at the beginning…
I am not going to cover the recruiting process. I am making the assumption that you have ‘done’ you due diligence and research and have recruited someone that ticks the criteria you have set?
So Andrew or Andrea arrive on day one? What next? Depending on their level of experience you will have an induction process in place with the necessary training and then you wait for the magic to happen; guided of course by your coaching and motivation.
Worst case scenario they don’t perform as expected. Where do you go now?
Before you jump on them, are they trained to do what you want them to do; according to how your business runs? Surprising though it may seem, this one step alone can resolve many an issue. In the training arena there is a well-known model called the skill will matrix, attributed to Max Landsberg. From my own experience this works particularly well with new recruiters. They need to know exactly what you want them to do and then how to do it.
Combined with appropriate coaching support and review you will often see a shift in performance. Make sure they have a thought out plan and support from other members of the team. Assigning a mentor works well; especially with your new gen y and gen x recruits.
What if it doesn’t work …………..?
We are all human and sometimes what we thought we saw and experienced at interview turns out to be disappointingly different.
Earlier this year a client of mine had this exact issue. The trouble was the recruiter in question was a great guy. He just struggled with the ‘selling’ aspect of the role.
However he was a ‘beast’ when it came to finding hidden candidate gems. He was patient, methodical and detailed and the team respected him. I suggested trialling him as a resourcer. It has worked out better than any of us could have predicted. Is this an option for you?
Not the ‘nicest’ word in the English language and yet the dictionary definition is about; “bringing to a close or conclusion”.
It is better for all concerned, especially if the individual in question can’t perform in the role. As human beings we are success seeking creatures. We all want to ‘do well’.
As a manager this was always my least favourite task. It comes back to taking that helicopter view or second positioning the true facts of the situation.
The recruiter sitting in front of you might be a likeable person they are just unable to perform in the role they have got. You are in control of this situation and it is down to you to make the decision.
The key point here is to ask yourself if you have given it your best shot when it comes to helping them perform in the role. Training, coaching and practical support?
The more you develop your ‘management and coaching skills ‘the sooner you will spot any issues and the faster you can do something about it.
Want to find out more about how to manage you team to deliver more ? If the answer is yes watch my free webinar – ‘The 6 Step System to Convert Your Under Performers to High Billers in 14 days or Less’