How would you address conflicts between team members regarding the importance of thorough candidate vetting?

When team members clash over candidate vetting, follow these steps: 1. Listen Actively: Hear everyone out. Understand their viewpoints. 2. Highlight Benefits: Emphasize how thorough vetting improves hiring quality. 3. Find Common Ground: Seek compromise. Maybe prioritize critical roles. 4. Educate: Explain why vetting matters. Use examples. 5. Team Consensus: Aim for collective agreement. Remember, teamwork matters!

While nobody is arguing that speed is important in TA, balancing speed with a thorough vetting process is essential to avoid submitting a candidate who will ultimately not be a fit for the role. It is important to establish a status quo as to who ultimately has the final say as to whether a candidate is submitted. Oftentimes, the best solution is relying on the account manager to make the final verdict. Account managers have the best understanding of their accounts, and know how candidates traditionally are viewed by hiring managers. They may also know what red flags hiring managers look out for. However, it is critical for long term success that recruiters understand the reasoning, as it is defeating to work on a role and see no result.

When recruiters are working on a company's roles for the first time, they are relying on their account managers to provide them as much info as they can. As recruiters fill roles with companies they naturally will understand more about what the company is looking for in candidates. The faster that process organically plays out, the more likely success will follow. The only way to speed up this process is to educate recruiters so they can relay information to potential candidates and paint a complete picture of an opportunity. On the flip side, hiring managers rightfully have little patience for candidates that are not properly vetted. The more information you have about both a candidate and client, the better you can facilitate a match.

To ensure there a no conflicts between your team you need to have clear standards set when it comes to the vetting process. You also need to make sure you hold each team member accountable for the standards. You can't have one recruiter screen candidates their way and then expect another team member to follow a different process. At my agency we have a check list to follow of questions to cover on every vetting call. It's really helped!

The best way to learn and improve is through feedback. As a manager, you may not be the one making the vetting calls, so if the process isn't working or there's a more innovative approach, you will most likely find out through feedback from your team. Encouraging and embracing feedback will also make your team feel like they have a voice and that their opinions and ideas matter.