10 Ways to Motivate Your Recruiting and Staffing Team

staffingteamEmployee turnover is historically a big problem for recruiting and staffing managers.

You finally get your dream team in place and what happens? John goes to grad school, Sarah moves across the country and Larry joins the circus – or so he said. LinkedIn shows that he’s at the agency across town. Ouch!

So what can managers do, here and now, to keep their team satisfied? Although there’s no fail-safe way to ensure your team sticks around, here are 10 ways to keep your team happy. At least until they feel drawn to become a lion tamer. Or kindergarten teacher? Same difference!

  1. Start Off Right. Managers are busy, but onboarding is crucial to making new employees at your agency feel welcome and ready to get to work. “The last statistic I read indicated [turnover] is around 53 percent,” says Amy Munroe, staffing eTrainer. “The attention span of learners is much shorter than it used to be, and eight hours in a classroom environment is not always the best use of time and money.”
  2. Make training ongoing. Promote a culture of learning at your staffing company. Amy Bingham, staffing industry sales consultant and trainer, suggests you create a list of topics that need regular reinforcement. These might include overcoming client objections, and train on those issues consistently.
  3. Give feedback of value. “Use the sandwich method in your coaching sessions: what they’re doing well, what needs more attention and wrapping up with a reinforcement of what they’re doing well again,” says Bingham. “The best way to ensure training is retained and implemented is to keep it alive through continuous learning, aka coaching.” Staffing software can give you feedback via metrics that highlight staffing activities, such as interviews completed or jobs submitted. You’re able to spot red flags early and intervene if employees are struggling.
  4. Explain the big picture. When managers share comprehensive agency goals and strategies with their team, the team has a better understanding of the importance of their roles. Setting goals for the team and tracking movement toward them can boost their feelings of accomplishment as a team.
  5. Keep meetings short. Many employees feel that meetings are a waste of time – they’d rather be out selling and recruiting. Keep your meetings short, sweet and relevant.
  6. Look at yourself. The saying goes that people join companies and leave managers. Be sure to educate yourself in an ongoing manner on how to retain top performers. Be tuned into individuals’ learning styles and personalities – if your star recruiter is an “S” on the DISC assessment, for example, don’t raise your voice or yell at her or you’ll lose your employee.
  7. Empower employees. Top performers should feel empowered to solve problems and overcome challenges without being micromanaged. As a manager, you need to determine how to balance being helpful with getting out of your employees’ way.
  8. Develop your team. Create opportunities for your team to move forward in their careers. For example, carve out time for your top salesperson to develop training for the rest of the team or pay for outside educational courses or leadership seminars. Keep your team learning and growing so they stay happy.
  9. Recognize successes. Motivate your employees by recognizing their latest achievements. Recognize individuals who improve performance in addition to the top performers so the newest members of your team feel acknowledged and happy.
  10. Provide helpful tools. Make sure your team has staffing software that makes their jobs and lives easier, not more difficult. Recruiting software that streamlines tasks, allows for mobile access anywhere and automatically synchs will help your team work faster and smarter. When they see results – higher sales and placements – which equates to higher revenue, they’ll be more likely to stay.

Don’t allow your top performer to change careers and become an official elephant dresser. Keep your best performers by keeping them happy.

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