In business communication is key if you want anything to happen. Obvious; yet it can be fraught with dangers, especially if you are a new recruitment manager, managing a team of recruiters for the first time.
How, when and what you are communicating makes a huge difference to the medium you are using. I am sure all of us, at one time or another, have pressed ‘reply all’ when we really shouldn’t have!
There is a great (though not for him) story about a certain CEO who sent a rather aggressive email to his management team. Commenting on their lack of ability in certain aspects of their role and their obvious lack of commitment as, no one arrived before 7am in the morning and the car park was empty by 7 pm. You know what is coming next? The said email then ended up on a news website and within three days the share price had plummeted by over 20%.
Now I am not saying that having a conversation about commitment is wrong at all. In fact it can be a bone of contention in many recruitment companies and needs to be addressed; however not by email.
So what channels are available and which should you use? Well it depends on the message.
Different channels can convey different levels of information.
1. Face to face and in person
In an ideal world face to face communication works it’s magic by giving all concerned the ability to deliver multiple information ‘cues’ both verbal and nonverbal to each other. In other words; nods, gestures, intonations, gestures and facial expressions. If in doubt just look at Albert Mehrabian’s work on the power of body language. His research uncovered the fact that 93% of the impact of our communication comes through our body language and voice and only 7% through words.
If you want to deliver a message to the organisation that is key to the business do it face to face. If you are carrying out any type of performance review at all. It must be face to face and in private. Give your team the respect they deserve and they will reward you for it.
2. Phone calls
The next best medium to use (though not if you are giving important feedback) is the phone. The telephone is a great way to communicate and discuss what is going on in the business. It is also a great motivational tool to keep in touch with your team and hand out some positive strokes. Call me old fashioned and… think about where and when you communicate with your mobile phone. Just because everyone else you see is doing it doesn’t mean you have to! Imparting important information while you are running to get the 7.30 train from Euston is not ideal. Think about how your communication is received at the other end.
3. Text messaging
We all love to text don’t we?! And it does have its place. Great for an immediate response or a quick motivational; ‘go for it’ communication piece. That is it though. No feedback or moans about candidates your team or clients. In case you didn’t realise it texts, like emails can end up in the strangest of places.
Often called the ‘lowest form’ of communication and for good reason. If you have ever received an email where you were not sure what people meant you will know what I mean! The challenge is emails are so one dimensional; writing on electronic paper. No physical connection, no voice and no expression. Add into that the fact that certain personality styles communicate the briefest of instructions in half a dozen words; while others write war and peace and I am sure you will agree that it is fraught with challenges!
Great to follow up on meetings with action points then everyone has a copy. Great to let people know when things are going well. No so good when it has anything to do with feedback of any kind.
If this article has made you cringe a couple of times don’t worry. We have all made errors. The good news is that now it is in your awareness again which means you can do something about it.
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The Recruitment Industry trends survey published last month is forecasting accelerated growth for our industry over the next three years; with an anticipated turnover of £28.5 billion by March 2014. Good news then? More jobs and opportunities for all; provided of course your recruitment company has a plan in place to develop its own talent pool.
Having a process in place to attract, develop, motivate and retain the best and brightest people for your business is a smart thing to be doing according to Bersin the Deloitte talent management specialists. Organisational talent management has become one of the most critical priorities in human resources especially in growing sectors like recruitment.
Coasting recruiters can be a real challenge for recruitment managers. It can be especially frustrating to be working with consultants that you know have the potential to do better, but they just don’t seem to be able to get it right. Even more so when you hire experienced consultants that promise high billings and fail to deliver.
Most of the time you feel that if they just picked up the phone more often, it would make a difference, but they seem to do everything to avoid making the calls. It can be really frustrating as a manager. Here are five lessons I’ve learnt about making coasting recruiters accountable:
Why Listening To The Voice Inside Your Head Might Be Stopping You – Recruitment Manager Training Tips
How are you playing your inner game as a recruitment manager, leader or director? Are you playing to win or have you just rolled over? It’s a lovely jargon word isn’t it? “The inner game” a term coined and made famous by the author and Harvard graduate Timothy Gallwey way back in 1986.
He launched his first book twenty seven years ago and it is still a best seller. He even has the DVD set and e-learning programme that goes with it; plus Inner game books in more fields than I have time to mention.
The ‘Powerful Star System’ that Gets the ‘Know it All Consultants’ back on track and hitting High Billings
As a recruitment manager you may have some consultants that appear to ‘Know it All’ but they just don’t deliver. Perhaps they have lost their confidence. They are stuck and need help. There is a really powerful technique called the ‘star system’ that I share in recruitment manager training for getting through to these types of under performers. Understand that developing skills is not going to help. You have got to work with them on a higher level – one that addresses beliefs, values and purpose.
Last weekend I attended an amazing training course that was pretty full on for the entire weekend. All good news that I will tell you about another time. Sunday night arrived and I just wanted to unwind. The next thing is I am watching the X-factor and marvelling that Cher at 67 years of age is crooning away; in tune, with a number from her latest album; apparently her 25th. Yes you read that correctly 25th?!
One thing that top performers know is that if you can understand how a candidate is going to behave, it will determine if you can place them or not. It is all about asking the right questions. I have a 4-Step process that I work through in recruitment manager training. It is a simple and easy way to help underperformers understand what makes a placeable candidate.
With under performers they often spend too much of their time on activities and jobs that don’t get results. As a recruitment manager, if you can train consultants in looking out for warning signals to decide if this client is worth working with, then you will save days and days of wasted effort. Here are some of the six most common red flags that I often cover in recruitment manager training:
Prefer reading? Below is the full transcript of this particular recruitment manager training videos:
Recruitment Manager Training Tips 4- How To Achieve The Results You Want..Now!
As a recruitment manager, when you’re going through your teams jobs, there are 12 key questions that you can ask them that will save days of frustration AND can add 000’s onto your bottom line. I call these the ‘12 Golden Questions’, because when a consultant can answer yes to all the questions then the job’s a good’un and worth spending their valuable time on.
If the consultant can’t answer yes to all these questions – then there are 2 options:
- The consultant has an opportunity to go back to the client and get the additional information required or
- Stop wasting their time and move on to finding another more worthwhile job