I’m one of those weirdos whose mood can change with music. Growing up, friends always knew what type of day I was having by what was playing in my car when they got in. Recently, as the number of open roles increases almost directly proportional to the decrease in candidates in the market, I’ve found myself playing a few songs on repeat. Here is a handy list of top hits that best describe what most recruiters are feeling in this market.
Manager Feedback: I Will Survive
At first I was afraid, I was petrified! Kept thinking I could never live without you (hiring manager) by my side…. But then I spent so many nights thinking how you did me wrong!
And I grew strong! And I learned how to get along (without the feedback)
And so you’re back….From outer space
I just walked in (on the Zoom or video conference) to find you here with that sad look upon your face!
I should have changed that stupid lock, I should have made you leave your key!
If I’d known for just one second you’d be back to bother me…..
I Will Survive
Song by Gloria Gaynor
Hiring Manager feedback has always been an issue but this market has really exacerbated the issue. Short feedback loops are the key to success in any recruiting organization but it’s critical when the market is driven by candidate expectations. The days of allowing a candidate to wait weeks on end for recruiters to let them know where they stand are long over.
If you find yourself humming this tune, be sure to create mutual SLAs with your managers. Sprint Recruiting has a hard-fast rule of 48 hour turnaround time for feedback. I’ve found this to be the minimum requirement to keep the process moving in the right direction.
Lately, we’ve gone so far as to create a report showing how long it takes to receive feedback from hiring managers. It didn’t win a lot of friends for me, but it definitely brought data to where the bottleneck was.
Here are some other posts about the importance of feedback to share with your team:
- What Recruiting can learn from Netflix on the importance of the Feedback Loop
- Recruiters: Do you want quicker feedback on candidates? Identify a Sprint Owner
- Create a Feedback SLA in your Recruiting Processes
Work/Life Balance: Spider Webs
Sorry I’m not home right now – I’m walking into spiderwebs! So leave a message and I’ll call you back!
A likely story, but leave a message and I’ll call you back!
Spider Webs – No Doubt
Most of us can identify with these lyrics being the voicemail greeting on our personal phones! I talk to a lot of recruiters about maintaining a balance. There’s still the notion that if you work 15 hour days that somehow, things will change.
Focus is a limited resource. I’ve written a couple of posts about this and the need to protect yourself against focus fatigue. If you or members of your team are experiencing burnout, continuing to run at 110 mph will not fill jobs or make things easier. Studies show the contrary is true. Be sure to take time to enjoy the WHY YOU WORK-family, friends, traveling, etc.
- How can recruiters help leaders focus on strategy?
- How Prioritization and WIP Limits Work Together in Sprint Recruiting
- Recruiting Hack-Time Blocking
Engagement: All by Myself
While working remotely definitely has its advantages, I think many recruiters who are driven by interaction suffer from feelings of isolation. The only engagement we tend to have is with hiring managers (who are often not happy) and our team (who is also stressed).
I’ve read several articles from recruiting organizations who have worked to develop a scheduled day or meeting for social connection. If you notice one of your team members withdrawing from engaging with the team, take the time to conduct an Engagement Interview/Meeting with them. Ask them how their family is doing, what fun things have they done lately and most importantly, how are they feeling. This is a simple way to not only check on your team members but also let them know you care.
Another fun tactic I like to use is what I call “Non-Business Group Chats”. You can have the team interact and create a virtual water-cooler environment for them to share funny stories about their families or pets, update the team on a personal accomplishment or simply, share the best series out on Netflix.
Our team will sometimes pose a business question that can only be answered with a funny GIF. This has provided me some incredible laughs on days when I definitely needed them.
We will continue to add to this playlist so be sure to check back in regularly. The market may be trying for recruiters right now but it doesn’t mean we have to succumb to the chaos! Hope you enjoy the songs!
About me
and Sprint Recruiting
Trent Cotton is a highly accomplished leader and strategist with extensive experience in organizational development, talent management, and business operations. With a strong background in HR leadership, he has a proven track record of designing and implementing innovative HR programs that drive employee engagement, retention, and business performance.
As an experienced executive, Trent has worked with some of the world’s leading companies, where he has led and supported HR initiatives across a broad range of functions, including talent acquisition, workforce planning, diversity and inclusion, performance management, and employee relations. He is also highly skilled in HR technology implementation, data analytics, and HR process improvement, helping organizations to optimize their HR operations and drive business results.
If you follow his blog http://www.sprintrecruiting.com or have read his book, Sprint Recruiting, you would experience his raw communication style, his ability to build and lead high-performing teams, and his strategic mindset. He is passionate about creating workplaces where employees can thrive and grow, and he is committed to helping organizations leverage the power of their people to achieve their business objectives.
In addition to his professional experience, Trent is actively involved in his community and has served on several boards and committees supporting education, workforce development, and diversity initiatives.
In his free time, Trent has written two books: “The 7 Deadly Sins of HR” and most recently, “Sprint Recruiting”. He will be releasing “The High Performing Recruiting Team” in the fall of 2023 and “FutHRist” in 2024.
He’s an active participant in the HR Industry and is asked to participate in roundtables or provide keynotes for many organizations. His blog Sprintrecruiting.com reaches thousands of readers and provides unique insights on a range of recruiting topics.
Connect with him on LinkedIn or Twitter for more.
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