How do you react when your recruiting strategy is challenged?

If we take the emotion out, don't take it personally, and instead listen to what is being challenged, we may find room for improvement. Embracing feedback is key to creating the best strategy possible that will ultimately help us to hire the best talent.

Any challenge offers a great learning opportunity for all the parties involved. A recruiting Strategy being challenged should be approached with a solution-oriented mindset and here are some points to consider: 1. Listen with compassion and with the intent to solve for the situation together. Often, our peers from outside the Recruitment world offer insights which are unique and outside-in. 2. Leverage internal & market insights to analyze START-STOP-CONTINUE practices. The business goals & impact linked to this hire/hires should be the heart & center of your recruiting strategy. 3. Team up, execute & stay accountable 4. Reconnect & reassess the effectiveness & results of your renewed recruiting strategy

It is important to hop on a re-calibration call with the hiring team. Sometimes, written feedback might not be sufficient to adjust the search. Following a recalibration call, I highly suggest having weekly/bi-weekly conversations with the hiring manager to further understand areas that I managed to improve and areas that still need improvement while sourcing new profiles. Remember, at the end we are all on the same team, we all want the role to be successfully closed!

Like any challenge (aka alternative feedback) We, actively listen, assess the feedback, and either accept it or challenge it back. It's always a great idea to seek 3rd party advice. Is this feedback (challenge) constructive, or destructive? Sometimes the challenger doesn't know better, or doesn't have your best interests in mind. Not everyone is team you. Though it's important to assess and really hear the feedback before making this decision as it could be something you need to hear, and work on. This is very much so situation specific - and like everything isn't a one size fits all. Sit back, think, ask for help from trusted parties, and assess the feedback, and trust your gut.

Undoubtedly, acknowledging challenges with our recruiting approach is essential to innovation and growth. It's not just being polite; it's a calculated action. We open the door to improvement when we show thanks and try to comprehend the cause of the difficulty. This strategy promotes a culture of cooperation and transparency. We can tap into other viewpoints and use collective intelligence in this way. By accepting difficulties, we may improve our plans and match them with evolving market conditions. In the fast-paced world of hiring, it's critical to remain flexible and open to criticism. It puts us in a position to change, succeed, and take the lead in a challenging environment.

Determine what problem you are trying?to solve for: is it a sourcing, assessment or attraction issue? Too often we jump too quickly to solutioning without really understanding what the real challenge is and hence how to address it. Hint, hint, it's not always?sourcing or compensation :-)

Yes, analyzing a challenge is similar to solving a puzzle. To comprehend its fundamental essence, it must be broken down into its component parts. We should pause and critically evaluate it rather than accepting or rejecting it right away. We have to figure out if the challenge is genuine and relevant. Is it a genuine opportunity or gap in our approach, or is it just a diversion? It's also crucial to match the challenge with our client's requirements, applicant preferences, and company values. It's similar to making sure that the final image of the puzzle is the one that was intended. Are we getting closer to our goals or is the challenge taking us in a different direction?

When faced with a challenge to our recruiting strategy, our response is characterized by an open and collaborative approach. We actively listen to the concerns or objections raised, seeking to understand the root of the challenge. We firmly believe in respecting diverse viewpoints and aim to explain the strategy's rationale, goals, and alignment with the organization's mission. We encourage a team-based discussion to explore potential improvements and are willing to adapt and modify the strategy when necessary. We maintain professionalism throughout the process and view challenges as opportunities for growth and refinement, with the ultimate goal of ensuring our recruiting efforts are effective and aligned with organizational needs.

Evaluating challenges in recruitment in an objective way is critical. It helps us make decisions based on evidence and logic and come up with strategies that are data-driven. This way, we can balance innovation with practicality, and make sure our new approaches align with what our clients, candidates, and company values. Plus, it helps us think critically, solve problems from different angles, and anticipate potential outcomes. And the best part? We get to learn and grow continuously, refining our recruitment strategies. Plus, it builds trust and credibility by showing that we're committed to thoughtful consideration and avoiding assumptions.

Nenhuma a??o deve ser tomada imediatamente, mas avaliar as possibilidades reais. é preciso considerar o perfil do cliente, valores da empresa, anseios dos candidatos para considerar os próximos passos. Feito isso, aí podemos reavaliar estratégias para entender se elas contribuem para o resultado final desejado. é preciso analisar as possibilidades para seguir o melhor caminho.

When your recruitment strategy is being challenged, it's essential to approach the situation with a thoughtful and strategic mindset. ??First, listen attentively to the concerns and objections raised by your team or stakeholders. ??Understand their perspective and ask for specific feedback. ??Next, assess whether the challenges raised have merit and if they align with your overall hiring goals. ?? If valid points are raised, be open to adapting your strategy and making necessary improvements. ??Communicate transparently with your team, explaining your rationale for the chosen approach and any changes made. Collaboration and flexibility in response to challenges can lead to a more effective and inclusive recruitment strategy.

I agree with @vishnusreelan that to comprehend the whole strategy, it must be broken in parts, in order to redraw it. Candidate assessments might have subject interpretation and also bias. So, as is hard to have an 100% objective process, when strategy fails, its hard to discuss too.

Humility goes a long way to building lasting relationships, admit what you had been trying isn't working this time... Try valid suggestions for improvement and then report out, good or bad, how they went. Prove you listened, that you adapted, and you made a valid effort... and here are the results - don't varnish them, candy-coat them, say what did work and what did not... then solicit additional ideas. At the end of the day, you're trying to get an open position filled, so focus on the outcome you need, not on personalities, politics, or other waste of time/energy issues... Doing nothing new and showing no progress points the finger back at yourself when things aren't going according to plan.

Any opportunity to approach challenges in a kind, unbiased, and objective way is something I've always looked forward to. I also believe that proactively addressing challenges, at a regular cadence, is a solid strategy for staying ahead of what is oftentimes a moving target when it's applied to recruitment strategy specifically. Using data and anecdotal evidence in concert has always been my go-to when structuring a response to a challenge and/or implementing an updated strategy based on the issues identified through these means.

In my experience I’ve been asked and challenged on approaches based on the fact the challenger has either: - come from a competitor company recently - seen something in the news or their network and think we should adopt - isn’t familiar with the type of method because of non-SME status I’ve always found it useful to take the time to understand where their ideas have stemmed from. It will not only help you understand if their point is viable but also allow you time to contextualise and reframe a response that relates to their experiences and not just your own. Even if it’s not possible to adopt based on resource, timing, budgets, access or internal approvals - it’s always worth hearing the logic or source of the suggestion.

As Recruitment Consultants our job is to CONSULT. Yes we need to LISTEN closely to specifications and requirements of a role but it is always great when you can build up a level of trust with a hiring manager which gets to a point where you can convince them a candidate is worth speaking with when they thought otherwise, and then the hiring manager goes on to their hat

é importante ouvir atentamente as críticas, considerar as opini?es e avaliar se há maneiras de melhorar o processo de recrutamento para atender às preocupa??es levantadas. A transparência e a abertura para ajustes s?o importantes para aprimorar o processo de recrutamento e manter a confian?a dos candidatos e da equipe envolvida no processo.

When your recruiting strategy is challenged, it's essential to approach the situation with an open and adaptive mindset. Here's a suggested approach: 1. Start by listening carefully to the challenge or criticism. Allow the other party to express their concerns fully without interruption. 2. Ask questions for clarification. Try to understand the specific aspects of your strategy they find problematic. 3. Maintain your composure and remain professional throughout the conversation. 4. If the challenge has valid points, acknowledge them. 5. Offer a clear and concise explanation of your recruiting strategy. 6. Be open to considering alternative strategies or adjustments that address the concerns raised.

Listen, consider, present data, debate and agree on a go forward plan. Your job is to consult and support, you're expected to bring information, data and a plan and be comfortable iterating as you go. Without data everyone at the table is at the mercy of feelings and opinions.

Navigating feedback professionally involves remaining composed despite initial defensiveness. It's crucial to listen attentively and ask clarifying questions to grasp the critic's viewpoint. Express gratitude for the feedback, demonstrating receptiveness to diverse opinions. While explaining your reasoning, also educate the critic on your strategy. If the feedback is valid, be open to adapting without compromising core values. Following up shows commitment to improvement. This professional approach in handling feedback cultivates positive relationships with colleagues, clients, and candidates, fostering a constructive and productive environment.