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How To Better Communication And Teamwork Leads To

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Information about How To Better Communication And Teamwork Leads To
Career

Published on February 3, 2009

Author: kaykel

Source: slideshare.net

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How Better Communication and Teamwork Leads to an Optimized Sourcing and Recruiting Function Presented by Kay Kelison CIR, ACIR Sr. Researcher/Trainer 206-714-1595 [email_address]

Outline The myth of the Super Human Recruiter Defining Our Roles Team Work Valuing Others Communications Closing Thoughts

The myth of the Super Human Recruiter

Defining Our Roles

Team Work

Valuing Others

Communications

Closing Thoughts

Businesses try to save money and resources by asking individual recruiters be Super Human, one recruiter who has every skill, one who does it all. Is this effective and efficient? The Super Human Recruiter

The Super Recruiter…. Help the business define and publicize their requirements Workforce planning input and consultation Helping craft job descriptions that really speak to the target candidate, pull in passive candidates Helping define selling points Driving the Career site to be user friendly and have all job descriptions up to date Pushing the job descriptions in a timely fashion out to unique posting locations (paid and free) and maintaining Devising an event strategy for the year and making it happen with or without support Evangelizing the product/team/opportunities with the latest selling points that will appeal to each individual Sourcing and creating an active and passive pipeline of candidates Hitting all job boards before everyone else (inside and outside the company), so any great candidates are yours Knowing all target companies from the Hiring Group and mapping the talent in each company Cold calling all potential candidates, creating relationships through social networking sites Knowing all the new potential sites for candidate generation first, fully exploiting all possible avenues Monitoring all relevant user-groups for useful information Tracking all candidates and sourcing data to be able to provide everything from Search Strings to all data on every sourced candidate and why they were or were not a fit Contacting and Driving all candidates efficiently through interview process Quick turnaround on all candidate contact Setting up all interviews throughout the process, rescheduling if needed Deep interviewing expertise, ideally with technical screening ability Having outstanding candidate experience Having outstanding client experience Process oriented and tracking all workflow activities for management and client visibility Creation of any job tools SME knowledge of all compensation, relocation and employee benefits information – updating any job tools Driving closure of offers and negotiation for the good of all stakeholders Pulling reports and devising reports for management Recruiters The full end-to-end solution. If they are well-skilled then they should be able to: V V V V V V V V V V V

Help the business define and publicize their requirements

Workforce planning input and consultation

Helping craft job descriptions that really speak to the target candidate, pull in passive candidates

Helping define selling points

Driving the Career site to be user friendly and have all job descriptions up to date

Pushing the job descriptions in a timely fashion out to unique posting locations

(paid and free) and maintaining

Devising an event strategy for the year and making it happen with or without support

Evangelizing the product/team/opportunities with the latest selling points that will

appeal to each individual

Sourcing and creating an active and passive pipeline of candidates

Hitting all job boards before everyone else (inside and outside the company),

so any great candidates are yours

Knowing all target companies from the Hiring Group and mapping the talent in

each company

Cold calling all potential candidates, creating relationships through social

networking sites

Knowing all the new potential sites for candidate generation first, fully exploiting

all possible avenues

Monitoring all relevant user-groups for useful information

Tracking all candidates and sourcing data to be able to provide everything from

Search Strings to all data on every sourced candidate and why they were or

were not a fit

Contacting and Driving all candidates efficiently through interview process

Quick turnaround on all candidate contact

Setting up all interviews throughout the process, rescheduling if needed

Deep interviewing expertise, ideally with technical screening ability

Having outstanding candidate experience

Having outstanding client experience

Process oriented and tracking all workflow activities for management and client visibility

Creation of any job tools

SME knowledge of all compensation, relocation and employee benefits information – updating any job tools

Driving closure of offers and negotiation for the good of all stakeholders

Pulling reports and devising reports for management

Defining Our Roles Researchers Recruiters Candidate Generators V V V V V V V V Candidate Generators Researchers Help the business define and publicize their requirements Workforce planning input and consultation Helping craft job descriptions that really speak to the target candidate, pull in passive candidates Helping define selling points Devising an event strategy for the year and making it happen with or without support Evangelizing the product/team/opportunities with the latest selling points that will appeal to each individual Contacting and Driving all candidates efficiently through interview process Deep interviewing expertise, ideally with technical screening ability Having outstanding candidate experience Having outstanding client experience SME knowledge of all compensation, relocation and employee benefits information Driving closure of offers and negotiation for the good of all stakeholders Pulling reports and devising reports for management Process oriented and tracking all workflow activities for management and client visibility Prequalifies the candidate and create an active and passive pipeline of candidates Hitting all job boards before everyone else (inside and outside the company) Knowing all target companies from the Recruiter and mapping the talent in each company using researchers for the data Cold calling all potential candidates, creating relationships Tracking all candidates and sourcing data in ATS Data on every sourced candidate and why they were or were not a fit Quick turnaround on all candidate contact Having outstanding candidate experience Driving the Career site to be user friendly and have all job descriptions up to date Pushing the job descriptions in a timely fashion out to unique posting locations (paid and free) and maintaining Creative Problem Solver with Knowledge and Applications Knowing all the new potential sites for candidate generation first, fully exploiting all possible avenues Monitoring and developer relationships with all relevant user-groups for useful information S ME knowledge of all social network tools S ME knowledge of search engines S ME knowledge of advance Boolean logice S ME knowledge of user groups, associations, diversity Develop and maintaining of blogs, on-line media Trainer of the internet and keep everyone up to speed of the ever changing internet Work with the Recruiter to create sourcing strategies as well as branding the groups Knowing when to look for passive and active candidates Work the job boards in all aspects V V V V V V V V

Help the business define and publicize their

requirements

Workforce planning input and consultation

Helping craft job descriptions that really speak to

the target candidate, pull in passive candidates

Helping define selling points

Devising an event strategy for the year and

making it happen with or without support

Evangelizing the product/team/opportunities with

the latest selling points that will appeal to each

individual

Contacting and Driving all candidates efficiently

through interview process

Deep interviewing expertise, ideally with technical

screening ability

Having outstanding candidate experience

Having outstanding client experience

SME knowledge of all compensation, relocation

and employee benefits information

Driving closure of offers and negotiation for the

good of all stakeholders

Pulling reports and devising reports for

management

Process oriented and tracking all workflow

activities for management and client

visibility

Prequalifies the candidate and create an active

and passive pipeline of candidates

Hitting all job boards before everyone else (inside and outside the company)

Knowing all target companies from the Recruiter

and mapping the talent in each company using

researchers for the data

Cold calling all potential candidates, creating

relationships

Tracking all candidates and sourcing data in ATS

Data on every sourced candidate and why they

were or were not a fit

Quick turnaround on all candidate contact

Having outstanding candidate experience

Driving the Career site to be user friendly and

have all job descriptions up to date

Pushing the job descriptions in a timely fashion

out to unique posting locations (paid and free)

and maintaining

Creative Problem Solver with Knowledge and

Applications

Knowing all the new potential sites for candidate

generation first, fully exploiting all possible

avenues

Monitoring and developer relationships with all

relevant user-groups for useful

information

S ME knowledge of all social network tools

S ME knowledge of search engines

S ME knowledge of advance Boolean logice

S ME knowledge of user groups, associations,

diversity

Develop and maintaining of blogs, on-line media

Trainer of the internet and keep everyone up to

speed of the ever changing internet

Work with the Recruiter to create sourcing

strategies as well as branding the groups

Knowing when to look for passive and active

candidates

Work the job boards in all aspects

Synergy and The Super Recruiting Team Recruiters Candidate Generators Researchers SYNERGY Synergy is when the result is greater than the sum of the parts. Synergy is created when things work in-concert together to create an outcome that is in some way of more value than the total of what the individual inputs is. A cooperative action of a group. V V V V V V V V V V V V V V V V V V V V V V V V V V V V V V V

Resources and Education Accountability and Heart Trust and Communication Teamwork vs. Super Humans A tight knit team is a group of competent individuals who care deeply about each other. They are fiercely committed to their mission, and are highly motivated to combing their energy and expertise to achieve a common objective. These three conditions are the heart and soul of teamwork. Amazing things could be accomplished today if we could get members and leaders to trust and commit to the teamwork process of joint problem solving, consensus decision making and shared leadership and win/win conflict resolution. A small group of people who are empowered to manage themselves and the work they do on a day-to-day basis. The members of an autonomous work group are usually responsible for a whole process, product, or service, and not only perform the work but also design and manage it on their own. Teamwork Heroic Individualism Duplication of efforts Competitive – Stress - Attrition Super Humans = WIN/WIN WIN/LOSE =

Resources and Education

Accountability and Heart

Trust and Communication

Heroic Individualism

Duplication of efforts

Competitive – Stress - Attrition

Outsourced economy and ROI, the need to invest in the success of the team and the individuals by Retention Strategies, Human Capital. Retaining great staff is key for business success. Talented people who continue to develop skills and increase their value to your organization and to your customers are your most important resource. Retention and ROI

Outsourced economy and ROI, the need to invest in the success of the team and the individuals by Retention Strategies, Human Capital.

Retaining great staff is key for business success.

Talented people who continue to develop skills and increase their value to your organization and to your customers are your most important resource.

Communications Here's How: Stay Focused: Sometimes it’s tempting to bring up past seemingly related conflicts when dealing with current ones. Unfortunately, this often clouds the issue and makes finding mutual understanding and a solution to the current issue less. Listen Carefully: People often think they’re listening, but are really thinking about what they’re going to say next when the other person stops talking. Truly effective communication goes both ways. Try To See Their Point of View: In a conflict, most of us primarily want to feel heard and understood. We talk a lot about our point of view to get the other person to see things our way. Ironically, if we all do this all the time, there’s little focus on the other person’s point of view, and nobody feels understood. Respond to Criticism with Empathy: When someone comes at you with criticism, it’s easy to feel that they’re wrong, and get defensive. While criticism is hard to hear, and often exaggerated or colored by the other person’s emotions. Own What’s Yours: Realize that personal responsibility is strength, not a weakness. Effective communication involves admitting when you’re wrong. Use “I” Messages: Rather than saying things like, “ You really messed up here,” begin statements with “I”, and make them about yourself and your feelings. Look for Compromise : Instead of trying to ‘win’ the argument, look for solutions that meet everybody’s needs. Either through compromise or a new solution that gives you both what you want most, this focus is much more effective than one person getting what they want at the other’s expense. Take a Time-Out: Sometimes tempers get heated and it’s just too difficult to continue a discussion without it becoming an argument or a fight. If you feel yourself or your co-worker starting to get too angry to be constructive, or showing some destructive communication patterns, it’s okay to take a break from the discussion until you both cool off. Don’t Give Up: While taking a break from the discussion is sometimes a good idea, always come back to it. If you both approach the situation with a constructive attitude, mutual respect, and a willingness to see the other’s point of view or at least find a solution, you can make progress toward the goal of a resolution to the conflict. Tips: Remember that the goal of effective communication skills should be mutual understanding and finding a solution that pleases both parties, not ‘winning’ the argument or ‘being right’. Keep in mind that it’s important to remain respectful of the other person, even if you don’t like their actions. If you understand what people want and why they want it, you can usually find a way to make progress together. Conflict in a work relationship is virtually unavoidable. In itself, conflict isn’t a problem; how it’s handled, however, can bring people together or tear the team apart.

Here's How:

Stay Focused: Sometimes it’s tempting to bring up past seemingly related conflicts when dealing with current ones. Unfortunately, this often clouds the issue and

makes finding mutual understanding and a solution to the current issue less.

Listen Carefully: People often think they’re listening, but are really thinking about what they’re going to say next when the other person stops talking. Truly effective

communication goes both ways.

Try To See Their Point of View: In a conflict, most of us primarily want to feel heard and understood. We talk a lot about our point of view to get the other person to

see things our way. Ironically, if we all do this all the time, there’s little focus on the other person’s point of view, and nobody feels

understood.

Respond to Criticism with Empathy: When someone comes at you with criticism, it’s easy to feel that they’re wrong, and get defensive. While criticism is hard to

hear, and often exaggerated or colored by the other person’s emotions.

Own What’s Yours: Realize that personal responsibility is strength, not a weakness. Effective communication involves admitting when you’re wrong.

Use “I” Messages: Rather than saying things like, “ You really messed up here,” begin statements with “I”, and make them about yourself and your feelings.

Look for Compromise : Instead of trying to ‘win’ the argument, look for solutions that meet everybody’s needs. Either through compromise or a new solution that

gives you both what you want most, this focus is much more effective than one person getting what they want at the other’s expense.

Take a Time-Out: Sometimes tempers get heated and it’s just too difficult to continue a discussion without it becoming an argument or a fight. If you feel yourself or

your co-worker starting to get too angry to be constructive, or showing some destructive communication patterns, it’s okay to take a break from

the discussion until you both cool off.

Don’t Give Up: While taking a break from the discussion is sometimes a good idea, always come back to it. If you both approach the situation with a constructive

attitude, mutual respect, and a willingness to see the other’s point of view or at least find a solution, you can make progress toward the goal of a

resolution to the conflict.

Tips:

Remember that the goal of effective communication skills should be mutual understanding and finding a solution that pleases both parties, not ‘winning’ the argument or ‘being right’.

Keep in mind that it’s important to remain respectful of the other person, even if you don’t like their actions.

Better communication, trust, and passion we will create a win/win situation amongst us as a recruiting function. Creating a more recruiting strength; hiring people that have knowledge, specializing in what they are passion about. Recruiters, Sourcers, Researchers now more than ever need new and innovative ways to find talented candidates. More than ever, the Recruiting Arm of companies needs to be connected, informed, and provided with “Emotional”/”Holistic Value” of its recruiting efforts. When we apply this approach about each other’s contributions to the recruiting function, we then can become stronger for our business clients they become more part of the work we do, the expertise that results from that we will gain more respect from the business. We will gain the trust of the business and therefore gain the respect that we the recruiting industry rightfully deserves Re-Cap

Better communication, trust, and passion we will create a win/win situation amongst us as a recruiting function.

Creating a more recruiting strength; hiring people that have knowledge, specializing in what they are passion about.

Recruiters, Sourcers, Researchers now more than ever need new and innovative ways to find talented candidates.

More than ever, the Recruiting Arm of companies needs to be connected, informed, and provided with “Emotional”/”Holistic Value” of its recruiting efforts.

When we apply this approach about each other’s contributions to the recruiting function, we then can become stronger for our business clients they become more part of the work we do, the expertise that results from that we will gain more respect from the business.

We will gain the trust of the business and therefore gain the respect that we the recruiting industry rightfully deserves

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