One of the most valuable recruitment manager training tips I can give you is: “Learn from the best.” Top performing teams aren’t formed by chance. There have key characteristics that make them top performers and it’s very worthwhile learning from them, what they do differently and how they do it!!!

Here are 4 tools and techniques that top teams adopt:

1 – Top Teams Have a Shared Vision and Goals

Most companies have a corporate vision, but how many employees share it? To be an effective team there needs to be a real buy in by employees. This means they need to believe in the vision, have personal goals that align with the corporate goals, and be willing to work towards achieving them. Here are a few ways to do this:

  • Share your personal goals and vision with your team.
  • Engage with your team and find out their personal vision and goals.
  • Create the link-up between the corporate and personal goals.
  • Define team roles so that each person knows their responsibility towards achieving shared goals.

2 – Top teams focus on Mastery – their knowledge, skills and experience

Champion teams are made up of people who make themselves better through a disciplined pursuit of mastery, a passionate quest to get better and better.  Who work to become knowledge leaders in their market niche. In other words a finance recruiter  whose learnt about the fields of finance AND recruitment thanks to real financial seminars. They add value to clients by sharing their market knowledge. As part of your recruitment manager training, here are three ways you can build your team expertise:

  • Use experienced consultants to mentor less experienced team members
  • Ask your clients or candidates to share their knowledge in return for something that’s useful to them
  • Look for ways to cross fertilize skills and knowledge across different niche markets
  • Ask more experienced team members to run training in which they share their knowledge


“Your team does a lot of work – but they could do better. “ 

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3 – Top Teams are Motivated, Co-Operative and Good Communicators

When people understand what’s important to them and why, it brings about a quantum shift in motivation, co-operation and communication. A few years back I worked with a business that was going through change and needed results fast. As part of the recruitment manager training, I did a ‘values’ elicitation. I found out what was important to each person and shared it with the manager.  From that a team charter was created that everyone was willing to commit to. Here a few examples of points that can be included in a team charter: (Note how they incorporate communication and co-operation.)

  • We commit to working to a standard that will result in achieving targets.
  • We commit to being accountable to achieving targets and seeking help when needed.
  •  We commit to being honest about what we’re doing or not doing.
  • We commit to arrive 5 minute early for meetings.

4 – Top team play to their strengths

Studies show that people who have the opportunity to focus on their strengths are six times more likely to be engaged in their jobs. (Reference: Tom Rath – Strength Finder)

  • Analyze your team’s strengths and build on them.
  • Buddy up people who have complementary strengths so that they can learn from one another.   i.e. a business developer with a great account manager, a specialist researcher with a good 360 business winner
  • Work on developing strengths as much as areas of development to create a top performing team.

I hope you found this article useful.

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