By: Mitzi Kent, RN, BSN | mkent@barlowmccarthy.com
A new year means a fresh start. But familiar problems can give way to old habits for many well-intentioned leaders. Ongoing pandemic challenges, virtual workplaces, productivity traps – all of these can distract recruitment leaders from becoming sources of energy and inspiration for the people they lead.
Without requiring too many new resources, here are four ways you as recruitment leaders can supercharge your teams in the months ahead. Whether continuing to work from home or back in the office, these tools will increase engagement and re-energize your team for 2021.
Feature a Team Member’s Success
Research shows that the simple act of celebrating even the smallest success can change the way we feel. Develop a weekly 30-minute coffee break (via Zoom or in person) featuring one employee who successfully identified a new candidate, new sourcing technique, or created a unique job posting. Make a point to include shout-outs to deserving individuals in your communications. Start meetings with something you’re personally grateful for either in or beyond the workplace. You’ll be surprised how quickly the gratitude bug spreads, causing others to experience a lift in their mood and morale.
Consistent One-on-one Feedback
Too often, recruitment leaders share feedback that’s rooted in the past and prescriptive. The best feedback helps others understand their strengths and provides the encouragement and guidance to develop those strengths.
If your team is continuing to be virtual because of the pandemic, provide them with “Open Office Hours” several times throughout the week. Spend time with your recruiters reviewing their sourcing strategies and augment feedback asking them how they would do it differently? When leaders shrink their voice, they sharpen the vision of others.
Ongoing Education and Training
Ongoing learning is critical for your recruiters. When you invest in a recruiter’s education, your organization improves. Your recruiters are happier, which means you may experience less turnover and even see a higher quality of recruits – a win-win for everyone. Whether it’s a refresh on sourcing techniques, assessing for clinical/cultural fit, or working with key stakeholders. By offering recruiters additional training opportunities, you’re investing in advancing their careers while adding more value to your organization. The more successful and capable your recruiters are, the better the physician talent they will find.
Encourage Team Creativity
When leaders seek creative input from their team, they often resort to brainstorming. Try bumping up the creativity of your team by providing more time and space for individuals to think. Try exercises like “Start-Stop and Continue.” For example, look at your current recruitment process and what you need to start doing, stop doing, and continue doing. Another approach to try is the “6-3-5,” in which a group of six people must come up with three ideas in five minutes. You’ll let all voices be heard and the best ideas succeed.
These are still uncertain times, and no one can predict what the future will look like. But as recruitment leaders, implementing these four simple steps today can ensure our teams will feel supported and ready for whatever the year brings.
Things have certainly changed in the last year! I would love to help guide you through this next season of transition. Send me an email and we can set up a complimentary virtual session, mkent@barlowmccarthy.com.