Here's how you can foster resilience in your team as a recruiter.

To foster resilience in your team as a recruiter, start by promoting a positive work environment where employees feel valued and supported. Encourage open communication, allowing team members to express concerns and ideas freely. Provide regular feedback and recognition to boost morale and confidence. Offer professional development opportunities to help team members build new skills and adapt to changes. Implement flexible work arrangements to accommodate personal needs and reduce stress. Encourage a healthy work-life balance and provide resources for mental and physical well-being. Finally, lead by example, demonstrating resilience and a positive attitude in challenging situations.

Promote a Supportive Culture: Create an environment where team members feel valued and supported. Encourage open communication, provide regular feedback, and recognize individual and team achievements to build a sense of community and mutual support. Training and Resources: Equip your team with the skills and tools they need to handle challenges. Offer training in stress management, time management, and adaptive problem-solving to help them navigate difficult situations effectively. Encourage Work-Life Balance: Advocate for a healthy work-life balance by promoting flexible work schedules and encouraging time off. Ensure team members take breaks and vacations to recharge, which helps maintain their overall well-being and resilience.

I believe this involves creating a supportive environment and encouraging continuous learning. Providing regular feedback, recognizing achievements, and offering professional development opportunities help build confidence. it is also important to Promote a positive work-life balance and being open to discussing challenges also contribute to a resilient and motivated team.

Implement regular team-building activities that encourage problem-solving and adaptability. Provide training on stress management techniques and mental health resources. Create a culture of open communication where team members feel safe sharing challenges and successes. Encourage a growth mindset by celebrating efforts and learning from setbacks. Lead by example by demonstrating resilience and a positive attitude in the face of challenges.

Encourage adaptability, provide support and training, recognize achievements, and foster a positive, collaborative team culture.

I think "empathy" gets a bad-rap from the "alpha-types" of the world because it is easily confused with "sympathy" even though they are hardly the same. Some more domineering types may think of "having empathy" as being flimsy, or wavering in your resolve. This couldn't be further from the truth. I think of empathy simply as being able to leave your mind for a moment and step into someone else's to understand their reality - it's not an easy thing to master. If you do however, you are putting yourself in a unique and valuable position. Not only can you gain some mutual respect by learning how to be understanding and understood, you also can find new tactics in how to better negotiate from your own position. ADD VALUE / ADD EMPATHY

Empathy is key for building a collaborative and productive team. Being able to be empathetic allows you to properly understand a candidates, hiring managers or colleagues perspective or motivation. It is a crucial skill for a Recruiter seeking to navigate one of the many varied obstacles they can/will encounter during their day.

A resilient team is one that sees challenges as opportunities for growth. As a recruiter, emphasize the importance of continuous learning and development during the hiring process. Seek out candidates who exhibit a growth mindset—those who are not deterred by failure but instead are motivated by it to learn and improve. Encourage them to discuss times when they've had to learn from difficult situations. By valuing learning and development, you're helping to create a team culture that embraces challenges and adapts to change more effectively

Making the jump from agency recruiting to in-house recruiting was a big change for me. After 6 years of working in the super fast-paced, ultra-competitive world of staffing where team-building is present but takes a backseat to individual glory, I entered an environment that was much more mission and team-first focused. Not taking anything away from my agency-recruiting days, I would never be the recruiter I am today without them, but if you do transition you find early on that building, reinforcing, and continually maintaining those team-relationships is so important. Not everyday is "fun" in TA, but if you have your support system that lifts you up when needed and provides the same in return, you can really maximize effectiveness.

Just remember that if your goal is to foster resiliency within your recruiting team the most important shared identity of the team needs to be determination. As we've mentioned, recruiting is not an easy job and there are many of times you may feel like there is no pathway forward to success. I'm borrowing from James Clear and his book "Atomic Habits" when I say though, "keep showing up" and "don't miss twice". Simply put, what this means is continue to put the work in everyday even if there are times you stumble, if you keep showing up you will succeed. As far as "don't miss twice", what I simply mean there is learn from your mistakes. If these two traits are legitimately happening everyday, everything else will fall into place.

Here's how you can foster resilience in your team as a recruiter. Recruiters are use to rejection, and a lot of it. I think they are already resilient. Maybe offer them two days a week personal time.