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Steps to Re-motivate Any Flagging Recruitment Consultant – Recruitment Manager Training Tips
Posted by Nicky Coffin
As a recruitment manager, part of your role is to ensure that all the members of your team are pulling their weight. If your team is not achieving their goals then they are not fulfilling the role the team was developed for. It can take just one person not meeting their billing targets to make this happen. So how do you re-motivate a flagging recruitment consultant and get them back on track?
I have found a 4 step approach is one of the most effective ways to achieve success in recruitment training. Working through all 4 steps can help you build a stronger and more successful team.
STEP 1 – Tackle the problem:
Find out if the recruiter accepts that they are de-motivated or that their performance is below par. If they do, find out what they believe needs to be done to improve and why it’s important FOR THEM. Remember WIIFY? What’s in it For You… to make changes. When people understand why and why it’s good for them to do something, this can be very motivational. This may involve coaching, training, or even counselling should the problem be personal.
If they don’t accept that their performance is poor then you must be able to show them with facts that they are under performing and let them with what is expected. Regardless of the reason it should be clear that the performance has to improve.
10X YOUR TEAM’S OUTPUT
“Your team does a lot of work – but they could do better. “
STEP 2 – Plan to Achieve
People get stuck when they don’t know how. Most under performance in the recruitment business comes from recruiters not knowing where to start or how to get the task done. Your role as a recruitment manager is to show them how.
Once you know what they want to achieve, you need to create a plan to achieve them. This step is the “how to” part. How specifically are they going to find candidates, which resources would they use? What jobs should they be working on? Which clients can they approach to set up new interviews? Most importantly how will they measure progress? The best way to do this is to create milestones. Plan to achieve X number of CV’s sent in a day, week or month for example.
STEP 3 – Break it Down
Take your plan and break it down into weekly and daily timescales. Think about what specifically you want to achieve in the next 1 – 3 months. What would success look like? How would you like to see your client, candidate or business develop and grow? Think of milestones in terms of time, activity and financial rewards.
STEP 4 – Review and Do Now
Even the best plans will encounter obstacles. How can you make sure you still achieve success? In the same way as a pilot constantly monitors his position and adjusts his direction, you need to review your progress and make adjustments as you go along. So if your team isn’t on track, what needs to start being done and what needs to stop being done to make sure that target is still reached?
If you want to learn how to set up your business, so that it stops under-performance once and for all, then join my free webinar