As a recruiter, you know how important it is to work well with others, whether it's your hiring managers, candidates, or colleagues. But you also value your autonomy and creativity, especially when it comes to finding and attracting talent. How do you balance collaboration and independence in your recruiting role? Here are some tips to help you achieve both.
The first step to collaborate and maintain autonomy in recruiting is to clarify your goals and expectations with your stakeholders. What are the hiring needs and priorities of your hiring managers? What are the best practices and standards of your recruiting team? What are the feedback and communication channels you will use? By setting clear and realistic expectations, you can avoid confusion, conflict, and micromanagement, and focus on delivering results.
Well, for me past hiring metrics has always worked whenever there is a new role open. This helps a recruiter to define goals and expectation s in much better way and more clearly. Eg: If you have hired for Java - 6 years- with mix exp what does your last hiring data says , which location is talent mapped? what comp budget candidates are at ? what is diversity ratio etc .
The second step to collaborate and maintain autonomy in recruiting is to share your insights and resources with your peers and partners. As a recruiter, you have access to valuable data and information about the talent market, the candidate pool, and the hiring process. By sharing your insights and resources, you can help others learn from your experience, improve their skills, and solve problems. You can also leverage the insights and resources of others, such as referrals, tools, and best practices, to enhance your own performance and efficiency.
Nobody is born as an amazing recruiter or hiring manager. It's often something that gets thrown on someone's plate on top of other priorities. Leading with kindness and sharing helpful templates and best practices from hr.com, shrm, hrpa and staffing industry analysts is a great way to help upskill your team.
The third step to collaborate and maintain autonomy in recruiting is to respect your boundaries and limits. As a recruiter, you have a lot of responsibilities and tasks to juggle, and you may face competing demands and pressures from different sources. By respecting your boundaries and limits, you can protect your time, energy, and focus, and avoid burnout and stress. You can also respect the boundaries and limits of others, by acknowledging their expertise, preferences, and workload, and avoiding unnecessary interruptions and requests.
Respect your boundaries here I feel should be saying "NO" at a right time. Sometime just to manage stakeholder expectations we have a habit of saying "Yes" . Time to change this. Ensure your business is well educated about market mapping , candidates expectations , market rules etc then only you can respect your boundaries.
The fourth step to collaborate and maintain autonomy in recruiting is to seek feedback and support. As a recruiter, you are constantly learning and improving, and you may encounter challenges and difficulties along the way. By seeking feedback and support, you can gain valuable perspectives, advice, and guidance from your managers, mentors, and colleagues, and improve your skills and performance. You can also offer feedback and support to others, by recognizing their achievements, providing constructive suggestions, and celebrating their successes.
Best way to achieve this is regular "Weekly Meet up" with Hiring Managers! Correct reports send to business which talks about "Funnel Analysis" .
The fifth step to collaborate and maintain autonomy in recruiting is to experiment and innovate. As a recruiter, you have the opportunity to try new methods, tools, and strategies to find and attract talent, and to measure and optimize your results. By experimenting and innovating, you can unleash your creativity, curiosity, and initiative, and discover new ways to add value and impact. You can also collaborate with others on experiments and innovations, by sharing your ideas, testing your hypotheses, and learning from your failures.
The sixth step to collaborate and maintain autonomy in recruiting is to celebrate your wins and learnings. As a recruiter, you have a lot of achievements and learnings to be proud of, whether it's filling a hard-to-hire role, finding a hidden gem, or overcoming a challenge. By celebrating your wins and learnings, you can boost your confidence, motivation, and satisfaction, and acknowledge your contribution and growth. You can also celebrate the wins and learnings of others, by expressing your appreciation, gratitude, and recognition, and building trust and rapport.
Allow your team to make mistakes and stretch their true potential. By making mistakes I mean we should be curious of the whole process and while experimenting, have child like enthusiasm and not any fear of failure. We may or may not succeed in the process but we definitely learn One of my deepest learnings in my recruiting career has been to allow myself to be a continuous learner. I have learnt some tremendous hiring techniques from my team members, my mentors and my candidates as well, through the process of feedback and regular conversations.