Managing a team of recruiters: 6 good practices for effective management

Being a good manager cannot be improvised, it is learned and worked. This also requires acquiring experience, both on technique and on understanding the environment as well as the various professions to manage. The field of recruitment is no exception to the rule.

On a daily basis, management results in action permanently to achieve results for common purposes. But what actions are really effective?

Are you manager or recruitment cabinet manager? From the definition of a strategy, including the implementation of rituals or the integration of tools, discover 6 good practices to effectively manage your team of recruiters.

1. Define a strategy

In order to determine the direction that the missions of your recruiters must take, it is imperative to start by defining a strategy linked to recruitments and their organizations.

From this strategy follows a set of decisions as well as the implementation of an action plan for teams. These elements will have a direct impact on their way of working, and on a larger scale on the performance and sustainability of the company.

In a second step, to adjust the strategy, you can involve your teams of recruiters by providing for quarterly activity reports, as well as a presentation of strategic objectives once a year. Indeed, your recruiters know perfectly the reality on the ground and the problems linked to the recruitment market. The latter will therefore be able to go back the right information to move forward in the right direction.

2. Define clear objectives

Inseparable from business strategy and vision, the definition of objectives for your team of recruiters is essential. These can be both individual and collective.

Indeed, the definition of clear and concrete objectives allows each recruiter to have a medium and long term vision, to understand where he must go and how, but also to challenge himself and to motivate himself.

In the field of recruitment, we can find objectives concerning:

• The number of candidates to recruit on different positions
• Good management of a budget envelope
• Possible automation of recruitment processes
• Reduction of duration of processes
• Improvement of the employer brand
• Learning new tools or social networks for candidate sourcing

3. Having weekly rituals

The implementation of weekly rituals (meetings, points on a project) is a good practice to effectively manage your team. These shared moments make it possible to fulfill several objectives:

• Communicate the right information at the right time to allow your team of recruiters to understand the context and the challenges of the mission;

• Support your team, listen to them and reassure them when necessary;

• Promote the actions and skills of each member of the team;

• Involve everyone by organizing brainstormings when you need to innovate on a subject;

• Federate and create synergy to build a team of united and efficient recruiters;

• Disseminate your business and managerial values: confidence, respect, communication and kindness to create a positive and pleasant working environment for everyone.

4. Integrate daily tools to follow performance

The integration of digital tools on a daily basis is essential to organize yourself, communicate with your team, centralize your data or follow the progress of your objectives.

Thus, we can find three categories of tools to include daily to manage your team of recruiters effectively:

• Project management tools as a concept, Clickup or Trello. Everyone differs in their interface and its features, but they all allow you to plan and follow the various projects launched within a company.

• Communication tools such as Slack, Discord for Instant discussion or Google Meet and Zoom for videoconferences. With the increase in teleworking, it is much more practical to stay in touch and to communicate thanks to these tools.

• And of course the tools directly linked to recruitment such as automated prospecting tools or ATS (applicant tracking system) as our intelligent Marvin recruiting solution. The ATS allows you to update on the new applications received, the progress of these and to have in the blink of an eye visibility on the planning of the interviews.

Discover Marvin Recruiter , the 3 -in -1 intelligent recruitment software combining an ATS + a CRM + a KPIS tool to manage your activity and boost the success of your recruiters teams!

5. Alternate the formal and informal

Alternate formal meetings and informal points around a lunch or the coffee machine for example in order to exchange more freely on different subjects. This also makes it possible to strengthen team cohesion and the feeling of belonging to the company.

1 to 2 times a year, organize more specific events such as seminars and team building activities . Getting out of the daily framework makes it possible to tighten links, to appease certain conflicts or to encourage creativity and innovation.

6. Know your employees thanks to behavioral analysis tests

Everyone is different and this is what makes the team management special. This is why, recognizing the personality, the motivations, the strengths and weaknesses of each is essential to make the most of each member of your team of recruiters.

Each individual has a very special profile. The talent of a good manager is to succeed in understanding everyone's profile to properly arrange the organization of a team.

At first, to find out the profile of each of your recruiters, you can organize a passage session of a behavioral analysis test. Disc and 16 personalities tests are safe and recognized values ​​in the business world.

Once the results have been obtained, they allow you to understand the operation of a profile, to adapt your communication to lead to fluid and effective exchanges.

Do you also know that for 40 % of managers, the management of tensions within the teams is the first source of difficulties, but also the first source of frustration? Thanks to the passage of one of these tests, you will have all the keys in hand to react well when a conflict arises and make sure to solve it.

In conclusion, we can say that to effectively manage a team of recruiters , this is essentially based on:

• A clear strategy and defined objectives;
• Weekly rituals to communicate, involve each employee and federate around common goals;
• Tools to follow projects, communicate and facilitate recruitment processes;
• Informal events to get out of the framework, strengthen links, motivate and boost creativity;
• The good knowledge of each of their employees through behavioral analysis tests in order to optimize and personalize their management.

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