What do you do if your superiors criticize your recruiting methods?

If my managers aren't happy with how I'm hiring new people, I see it as a chance to get better. First, I listen to what they say. Then, I ask questions to understand better. After that, I take their advice seriously and think about how I can improve. Maybe I need to try different ways to find the right people, or I might need to talk more with my team. Whatever it is, I'm ready to make changes because I want to do well and help the company do well too.

Sometimes the feedback is hard to listen to, but it's important to hear it all. It makes us perfect ourselves to better our careers even if it's infuriating or delivered wrong, etc. or even if it is somewhat irrelevant - again, just listen, and take it in and try to understand what you can. Maybe, you are understanding more about the type of person you are working with :) - all feedback is then, good feedback.

Receiving criticism from superiors about our recruiting methods can be challenging, but it presents an opportunity for growth and improvement. Here's how we can effectively handle criticism from our superiors: - Listen Actively - Seek Clarification - Acknowledge and Accept Feedback - Reflect and Evaluate - Propose Solutions - Seek Guidance and Support - Follow Up - Continue Learning and Development Handling criticism from superiors in a constructive and proactive manner can demonstrate our professionalism, resilience, and commitment to growth as a recruiter. By embracing feedback and making meaningful improvements to our recruiting methods, we can strengthen your effectiveness and credibility in the role.

If my superiors criticize my recruiting methods, I would approach the situation with an open mind and a willingness to learn. I'd listen carefully to their feedback to understand their concerns and perspectives. Then, I'd respectfully discuss my reasoning behind the methods I've chosen, providing examples of how they've been effective in the past or how they align with our goals. If there are areas for improvement, I'd be proactive in implementing changes and seeking guidance or training if needed. Ultimately, the goal is to find common ground and ensure that our recruiting efforts are aligned with the company's objectives while also continuously improving and adapting to achieve success.

Request specific feedback to understand concerns. Demonstrate the effectiveness of current methods with data or case studies. Offer to collaborate on improvements or try alternative strategies. Seek guidance from HR or industry experts for insights. Stay open-minded and receptive to constructive criticism. Continuously evaluate and refine recruitment approaches based on feedback and results.

After receiving feedback, I take time to reflect honestly on my recruiting practices and approaches. I ask myself if my methods align with the company’s goals and if there's room for improvement. This self-assessment helps me to remain open to constructive criticism and recognize areas where I can grow.

It is important to always consider critic constructively. Every moment is a learning moment. I believe you should listen carefully because you might not always agree but you can learn. It may help you improve in a way that you never considered. My colleague did not agree with a part of my process when selecting a candidate, we agreed to both try our side and compare afterwards. We both learned something from it that was in between both of our views.

My background is also in acting. I have had to take criticism since the age of 6. Take everything, with a grain of salt. Reflect back on what they want you to do. But also stay true to you.

I always believe in communication. So, I engage in a dialogue with my superiors to discuss their feedback in more depth. I ask for specific examples and suggestions for improvement. This conversation helps to clarify expectations and ensures that both sides understand each other’s viewpoints.

Evaluate what they are saying and why. If there are fundamental things that need addressing do so. If they do not understand how recruiters work or what the market looks like your job is t to lash out or do dumb stuff just because it makes them happy. You need to educate them on what is wrong with their position of there is something there. If they won't listen it's time to move on.

Ask what you can do and ask how their way has helped them in their current job vs. old jobs. A good manager will collaborate with you on how you can become better.

Based on the feedback and our discussions, I develop a plan to refine my recruiting strategies. I set clear objectives and timelines for implementing these changes. This plan serves as a roadmap for improvement.

Activate yourself, show that those who don't act don't make mistakes. After a failure, make another attempt at a new planned action. For example, seek advice from other superiors and colleagues about what they find missing or doesn't fit during the recruitment process. Analyze potential failures and advocate for implementing new strategies; change will be beneficial to argue that your recruitment methods are being improved, and make failures turn into success.

If your going to make changes, either one sided or both sides, agree a timeline to evidence what you have done and the impact. Remember this is your chance to come in loaded with facts, so bring the game. Ps if it turns out your original process was better try not to be smug. Be understanding, appreciative of them being comfortable to bring up the topic, and then explain what you have seen. Humility is everything... even if you were right all along.

It is quite normal to have a constructive creative differences, we all have a unique way of doing things. It’s a talent to be a good listener, pay emphasis on their inputs and see if their inputs can unfold your more creative traits. Always remember in corporate world it’s your work that speak louder than your words, so prove your critics wrong with your creative work instead of answering back. Also make a habit of drafting case studies, trust me it is going to help you in a long run

Feedback is the food of champions and there is always a room for improvement. That said, I will do all the above however if the result is hiring good & competent people who meet customer expectations and deliver the requirements, I will convince my superior that my strategy is working!

First, listen attentively to their feedback without becoming defensive, seeking clarification if needed to fully understand their concerns. Then explain your rationale behind the chosen methods, providing evidence of their effectiveness or success in achieving recruitment goals. Be open to considering alternative approaches suggested by your superiors, demonstrating flexibility and a willingness to adapt to their expectations. Ask for specific examples or areas of improvement to guide future efforts and show your commitment to addressing their concerns. Ultimately, maintaining open communication, a positive attitude, and a willingness to collaborate can help resolve differences and strengthen your relationship with your superiors over time.

Mantenha a Confian?a: Demonstre aos seus superiores que você é capaz de lidar com críticas de forma madura e profissional. Isso ajudará a manter a confian?a deles no seu trabalho e na sua capacidade de enfrentar desafios.