As you progress in your recruitment career, the next step is to transition into a leadership role, which involves mentoring team members and ultimately managing a team of recruiters or sourcers within your organization. To progress towards this role, there are several steps you can take. Once you assume a leadership position, I can provide you with best practices to help you succeed in this new role.
How to get promoted into leadership:
Build a strong network: Developing a strong network of contacts in the industry can help you identify top talent and build relationships with potential candidates. Attend industry events, join professional organizations, and connect with people on social media platforms like LinkedIn.
Learn about the industry: To be an effective talent sourcer, you need to have a good understanding of the industry you’re recruiting for. Stay up to date on industry news and trends, and learn about the skills and qualifications that are in high demand.
Use technology: There are a variety of online tools and resources available that can help you identify and track top talent. For example, you can use social media platforms like LinkedIn to search for potential candidates, or use applicant tracking software to manage resumes and applications.
Develop your communication skills: As a talent sourcer, you’ll need to be able to effectively communicate with both candidates and hiring managers. Practice your communication skills by participating in public speaking events or by taking a communication course.
Be persistent: Finding top talent can be a challenging and time-consuming process. However, by being persistent and following up with potential candidates, you can increase your chances of success.
Develop your research skills: Conducting research on candidates and industries is a critical part of the talent sourcing process. Learn how to conduct effective research by attending training courses or by reading industry publications.
Collaborate with hiring managers: It’s important to collaborate closely with hiring managers to ensure that you’re sourcing candidates that meet their needs. Build a strong relationship with your hiring managers and work together to identify the right candidates for the job.
Be proactive: As a talent sourcer, you need to be proactive in identifying and reaching out to potential candidates. Don’t wait for candidates to come to you – take the initiative and actively seek out top talent in your industry.
Participate in MBR leadership meetings:
Participating in an MBR (Monthly Business Review) meeting with leadership can be an excellent way to gain exposure and prepare for a leadership sourcer role. Here are some potential benefits of attending an MBR meeting:
Gain insights into the company’s overall strategy and goals: MBR meetings typically provide a high-level overview of the company’s performance and strategic objectives. Attending these meetings can give you a better understanding of how your role fits into the larger picture and what priorities and targets you should be focusing on.
Network with senior leaders: MBR meetings are typically attended by senior leaders and executives. Participating in these meetings can provide an opportunity to network with these individuals and build relationships that may be helpful in the future.
Learn from others: MBR meetings often include presentations from various departments or teams within the company. Attending these presentations can help you gain insights into what other teams are doing, what challenges they are facing, and what best practices they are using.
Demonstrate your interest in leadership: Attending an MBR meeting shows that you are interested in understanding the company’s overall strategy and are willing to take the initiative to gain exposure to leadership. This can be a positive signal to your superiors and may help you stand out as a potential candidate for a leadership role.
To prepare for an MBR meeting, it’s a good idea to review the agenda beforehand and come prepared with any questions or insights you may have. Be engaged and attentive during the meeting and take notes to help you remember key takeaways. After the meeting, consider following up with any senior leaders you met to thank them for their time and continue building those relationships.
How to be a great leader on a talent sourcing team:
Being a good leader on a recruiting team requires a combination of strong leadership skills, industry knowledge, and effective communication. Here are some tips to help you be a successful leader on a recruiting team:
Build a strong team culture: Create a positive and supportive work environment where team members feel valued and motivated. Encourage open communication and collaboration, and recognize and reward team members for their contributions.
Set clear goals and expectations: Clearly communicate your team’s objectives and set measurable goals that align with the company’s overall strategy. Ensure that each team member understands their role and responsibilities, and provide regular feedback and coaching to help them improve. Define what success looks like as a Talent Sourcer – using your ATS to pull recruiting funnel dashboard and break down individual goals for each of your team members.
Lead by example: As a leader, you should model the behaviors and attitudes that you expect from your team members. Demonstrate a strong work ethic, be approachable and supportive, and show a genuine interest in the success of your team.
Foster continuous learning and development: Encourage your team members to learn and grow in their roles by providing ongoing training, mentoring, and opportunities for professional development.
Embrace diversity and inclusion: Foster a diverse and inclusive team culture by actively seeking out candidates from a range of backgrounds and experiences. Encourage open and respectful communication, and ensure that everyone on the team feels valued and included.
Utilize technology: Use technology tools and platforms to streamline recruitment processes, track performance metrics, and analyze data to make informed decisions. Keep up to date with the latest recruitment technology trends and explore new tools that can help your team be more efficient and effective.
Be adaptable and flexible: The recruitment landscape is constantly evolving, so it’s important to be adaptable and flexible in your approach. Be open to new ideas and ways of working, and be willing to pivot and adjust your strategies as needed.
Kind + firm leadership style:
Being a kind and firm recruiting leader can help you build trust, credibility, and respect among your team members. Here are some reasons why kindness and firmness can make you a better recruiting leader:
Builds trust: Kindness and firmness are both qualities that can help build trust with your team members. When you are kind, your team members will feel valued and respected, and will be more likely to trust and support you. At the same time, being firm helps establish clear expectations and boundaries, which can also help build trust by demonstrating that you are committed to holding your team members accountable.
Helps set expectations: As a recruiting leader, it’s important to set clear expectations and goals for your team members. Being firm helps establish those expectations and hold team members accountable for meeting them. At the same time, kindness can help create a supportive environment where team members feel motivated to meet those expectations.
Improves communication: Kindness and firmness can both help improve communication on your team. Being kind can help create a positive and open communication environment where team members feel comfortable sharing their thoughts and ideas. Being firm can help ensure that communication is respectful and professional, even in difficult or challenging situations.
Enhances team performance: A kind and firm recruiting leader can help motivate team members to perform at their best. Kindness can help create a positive and supportive team culture where team members feel motivated to work hard and achieve their goals. At the same time, being firm can help ensure that team members are focused and committed to delivering results.
Practicing wisdom as a new leader:
I listened to a sermon at my church on practicing wisdom in the workplace, I recommend practicing these best practices:
Always listen to advice
Accept discipline
Pride comes before destruction
Listen to sound advice
Wise people welcome input and accept feedback
Wise people spend time with other wise people
Wise people put into practice what they’ve learned
Don’t make too many decisions on your own seek counsel
Unpracticed wisdom is just knowledge
Don’t lead a team by intimidation or fear
Lean in and don’t be offended
Not everyone is suited for a leadership role on a talent sourcing team. Therefore, I suggest meeting with your current manager to discuss whether it would be a good long-term fit for you.
Recommended Reading:
Conducting Monthly and Quarterly Business Reviews in Recruiting
Ronnie Bratcher – Interview with a Sourcing Legend
How to create a recruitment dashboard
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