What are the best ways to build a strong recruiting team?

1. Make sure the right people are in the right seats. 2. Ensure clear expectations of goals or KPI’s. 3. Regular communication and real-time coaching and feedback. 4. Hold team accountable to goals and initiatives 5. Encourage risk takers to think outside the box and get creative in strategy. 6. Brainstorm often and try many different techniques. 7. Analyze data and work to make improvements for better open and response rates. 8. On-going training and encouragement. 9. Celebrate even the small victories. 10. Build incredible relationships.

Hire the person, not the position. My best hires have always been people who didn't quite fit the job but were great people with a desire to succeed. I can teach and mentor people that meet all the qualifications all day but if they are not a culture fit, we are all wasting our time. I will take someone who meets 80% of the "qualifications" and cares about the company over a 100 percenter that is there just for the paycheck.

To build a strong recruiting team * Identify and recruit right and knowledgeable set of people to form your recruitment team. * Lay bare the goals of the organization and means of achieving it before them, this will help the team in making inform decision during interview. * Invest in their development and send them for training to improve their skills. * Give the team necessary support to get the best hands, and always give feedback on the quality of people they recruited has they progresses on the job.

I’ve learned a very specific process that has helps with building trust and fostering open lines of communication at the individual, group, and organizational level. The process starts with you, at the individual level. No matter how good of a communicator one may think they are, without a deep understanding and self-awareness of how others perceive you, communication will always be a challenge. The best advice ever given to me was “it’s not what you say, it’s how you say it”. This same individual helped me realize “intention and impact” are very different. Do the self-work!

Tune into the communication styles of team members and how information is received. We may be using the same words but interpretations differ. In those cases give context which can add useful points of reference and clarity. For example, you may require timely responses to emails. The staff agrees. But what does timely mean? Does the meaning change depending on the type of email? Another example of interpretation is the idea or phrase 'we can do better'. I have seen this simple statement interpretated as 'you're doing it wrong'. Be intentional and explicit when communicating. I have a team dictionary of terms we as a group have defined and agreed upon. It changes and grows.

A diverse recruiting team is a successful one. Some of the things I’ve learned to look for in a successful and diverse team are: Diverse Hiring Panel: When recruiting for your team, include a diverse panel in the interview process. This allows different perspectives and experiences to shape your team. Network Actively: Attend events and conferences that cater to diverse communities. This not only helps you find diverse talent but also shows your commitment to inclusivity. Unconscious Bias Training: Provide training for your team to recognize and address unconscious biases. This can help ensure fair and equal evaluation of candidates. Diversity in Job Descriptions: Craft job descriptions that are inclusive and avoid biased language!

A recruiting team's innovative and creative ability is invaluable in the ever-changing talent acquisition landscape. Tips to foster this: - Consider creating an environment where team members are not just permitted but encouraged to think outside the conventional recruiting box. - Implement Friday insights, where team members can explore new tools, platforms, or strategies that aren't part of their regular tasks. - Celebrate successful innovative approaches and even noble failures, recognizing that both contribute to collective learning and improvement. The resultant energy and engagement can make your recruiting team a powerhouse, perfectly aligned with the energy of today's talent market.

In my experience, you need to celebrate the wins to create a work environment where employees feel valued and energized. Highlighting successes and wins and connecting contributions to results will help recognize and build on the success. Recognize employees' contributions to the company's growth and success rather than just moving on to the next open role. In recruiting, you often receive credit for the rain and blame for the drought. Celebrating successes is necessary to motivate recruiters and promote a positive work culture. Also learn from lessons to identify opportunities and solve as a team for pipeline and hiring opportunities, to improve the candidate and hiring manager experience.

To build a strong recruiting team - 1. Focus on performance - have strong governance to measure the metrics and KPIs. 2. Basis above, have deliberate continuous learning sessions where team evolves and learn their strength and areas of improvements. 3. Understanding larger picture, what your organization needs and requirements of stakeholders. 4. Make decisions based on data, no subjective or emotional driven decisions.