Managing a remote team of recruiters isn’t easy! Especially if some of those recruiters are new to the show, or under-performing. Most TA leaders grew up in a world where we were able to get up close and personal with our teams. To be able to hear how they were interacting with candidates, and deliver our “brilliant” coaching when needed.
Today so many recruiters, both corporate and third-party, are working fully remote, or some sort of remote-hybrid schedule. Third-party has traditionally been set up a bit better to measure the success of the funnel, but during the past year, corporate TA leaders have moved quickly to find strong measures of success to better understand which on their team are performing to expectations and which ones are need of some love.
Many TA Leaders do team one-on-ones. Each week you pull in individuals on your team, take a look at what they are doing, help prioritize, help knock down roadblocks, and get a feel for how each person is doing, and where you can best help. With so many leaders working remotely for the first time, these meetings have been digital through Zoom and Teams, or just an old fashion phone call.
Is there a difference with One-on-One meetings – Remote vs. In-Person?
I think there is, otherwise I wouldn’t be writing this post! The biggest difference is everything that gets lost in translation when you’re on your seventh Zoom call of the day! So often great TA leaders find out a recruiter is having issues, not because of the metrics, but the body language and cadence of the conversation they are having when meeting face to face.
The other side to digital meetings is that we don’t do well with short silence. As soon as there is a silence everyone is rushing in to fill the silence or figure out if their network went down. In real face-to-face conversation, sometimes it’s these short silences that say the most to a leader. These pregnant pauses.
In face-to-face interaction, you also as a leader get to see team interaction at play that you don’t get when everyone is remote. You will get some Team and Slack interaction, but you miss the conversations and such that take place when everyone is live.
What is the setup of a Perfect Remote One-on-One Meeting?
First off, it’s being prepared, both parties, to deliver on an agenda. Yes! One-on-one’s should have an agenda. If you want to add in some, “Let’s catch up on what you’re watching” go ahead and add that to the agenda, but don’t show up to a meeting without one!
Second, make sure as a leader you are requiring your team to bring things to the meeting. I want to walk through some of your hardest openings, so I will have insight the next time I’m on a Zoom with function leaders and someone is asking for some updates, etc. Do you have any hiring managers who are giving you issues? Are you hearing any rumblings from HM’s about future hiring or some at-risk talent we might lose?
Third, make sure you as a leader are always checking in on data. It’s not a hammer, it’s a guide for development and early detection of larger issues. “You’re finding great candidates, but your interview ratios are down? Let’s dig into this…” “It seems like our top of funnel flow on “X” is off for the past few weeks, what do we need to do to increase this?”
Finally, especially with remote, check-in with the human side of your team. How are they holding up? What can you do to help? How are they staying connected to the business? To peers? Are there new digital issues impacting their performance? Old ones we still haven’t solved?
One-on-One Remote Meeting Pro-Tip: Every once in a while, schedule your one-on-one to be a walking meeting, both of you! Throw your Airpods on and go. Especially, if you want to do some brainstorming with the person you’re meeting with. Most people will never do this, but it totally takes the conversation in different directions.
My final push, for both recruiters and recruiting leaders, is don’t allow these meetings to be canceled. After you do these for a while, they start to feel all the same. That’s a sign you need to shake it up, but not cancel! You and your team need this interaction, even more, when you’re remote.
If you Google “Tim Sackett” you’ll find our Tim, and a truck driver chaplain. Our Tim is NOT the truck driver chaplain, although how awesome would that be if he was!? He is a prolific writer in the HR and TA space who just happens to also run an Engineering and IT contract staffing agency (HRU Technical Resources) out of Michigan. He also writes every day at his own blog, the Tim Sackett Project. Weirdly, he’s known as an expert in workplace hugging, which was kind of cool years ago, but now seems painfully creepy, but we still love him and he’s fairly harmless. Tim is also on the board of the Association of Talent Acquisition Professionals (ATAP), lifetime Michigan State Spartan fan, husband to a Hall of Fame wife, 3 sons, and his best friend Scout. He also wrote a book with SHRM called The Talent Fix, you can find it on Amazon.