Line manager – the recruiter of today

How does your current hiring process work? Is it driven by strictly divided responsibilities and tasks? Operations, finance and senior management is focusing on strategy ? Line management puts that into headcount needed – and HR then starts to find the right talent to meet growth aspirations for the next fiscal year ? Sounds to me very re-active. In our latest research on Linkedin we found out, that 9 out of 10 really like to hear from you as a company. So far – so good.

But what is the right approach in reaching out to talents? We found out as well, that two-thirds of potential candidates are more likely open to respond, if they have been previously social engaged with you.That translates into the question you should ask yourself as a manager – are you really social?

Have you implemented it into your own recruiting strategy? If not – you should. To give you a bit of background and credibility. I am hiring as a line manager in a highly competitive environment for about 3 1/2 years. Dublin as the place of most of technology EMEA headquarters is growing rapidly in inside sales organizations, and therefore is in a high need of the best talent with the best skills. Waiting for talent acquisition to fill my seats would simply not work. Here is what I did.

Build up your personnel brand – but make it a strategy

I bet most of you would claim that you´re socially active on networks and media. But just simply having a facebook account for family and friend interactions and a Linkedin account for business purposes does not mean that your social. Have you ever looked at the word NETWORKING differently? It is the combination of Net (platform) and WORK (action). What I mean by that is, when you want to build up your digital brand which is key for hiring strategy of today, you have to put time and effort into it – and this means work. Pushing the like button or sharing something that you rather not have read before won´t help here. For all the work you have to do, you put time aside in your calendar. My advise is, do exactly the same for social media activity. Make it as a recurring event in your calendar. You need to have at least 2,5 hours for this per week, which means 30 min per day. Use the time for reading your timeline thoroughly. Interact with your connections on the basis of the content they shared and leave relevant comments which really show that you agree or disagree. Use news aggregators like google alerts, google news, flipboard or pulse to automate finding the content that you are interested in and you want to share. But always combine it with a personnel statement, because it is about your social identity and opinion. When you put 2,5 hours aside per week, you can even start blogging. This is work as well, I know – but it is now part of your strategy. You are all experts here – I bet there is a lot content and personnel views what makes you even more interesting to talk to.

Now you have a brand – what can you do with it

To me this is key and a change in recruiting strategy. Line managers must have a behavioral mind shift from re-active to co-active sourcing. You want to have the best talent for your team ? Go for it to find them. Linkedin offers you an excellent toolkit to find them easier than ever. The Next Gen Recruiter is such a simple and effective tool – it easily can transform a hiring manager into a successful sourcer. „We want to make the world´s professionals more productive and successful“ is the Linkedin mission and here it comes into reality. This is not a sales pitch – it is simply my reality and pragmatic approach. Line Manager and Talent Acquisition must build up a team to seamlessly streamline hiring processes to be faster and more efficient. This has a considerable impact of time to hire and quality of hire. Both sides have there expertise and hiring managers of today are needed to warm up the leads in HR´s pipeline. According to Gallups strengths based leadership, people follow a leader because of trust, compassion, stability and hope. This is exactly what your personnel brand should reflect in your digital identity because employees of today are motivated by soft skills and empathy. They are not looking for a job – they are looking for a purpose. The hiring manager can set the scene as he is able to to bring in a high level of credibility and trust while starting the process.

What are your thoughts on this? Tell me how you do it.L

Advertisements

surprise -people management is about people

Being in a leadership role now for some years in this crazy growing and changing world of technology, I see myself in a position to may give you some advises you can benefit from, when you develop into your next play – a role where you´re not only responsible for yourself anymore. A people manager role. There is this quote saying, that when you develop from being an individual contributor into a management position, it is not about how great you are and perform anymore, it is about how successful you can make your team. I saw people struggling on this. Why? Because by nature sales experts are restless fighters, chasing for their own success and having a high level of ego. I don´t mean that in a negative way, it is one of the skills you do need to have in that business.

So coming from a world where it is all about you and now it is all about your them is not easy. You really have to think it over. Take a step back, collect lots of feedback from your peers and have an idea about what really makes you happy. And I mean that not only in the sense of if it is the right decision for yourself. As I mentioned in the beginning, you take on responsibility for individuals and you absolutely should care. A high performing account manager is not necessarily a good people manager and a development into leadership role may even not be seen as a development because it feels wrong. Actually this is a step backwards.

If you made up your mind I have three advices for you, which worked for me very well.

1. always hire the best team

In my past years I did hundreds of interviews together with management peers. I have often been really surprised about the indifferent way they did their interviews.(Being later on surprised about why their team is not performing) Your success as a manager is the success of your team in total. So simple as that. You should have a high interest in hiring the best people for your specific open roles. Don´t only think about skills, experience and educational background. Consider soft skills, diversity and how the person would fit into your existing social micro cosmos. Be bold to hire people for roles where they maybe not the experts in. They may have an expertise on totally different topics you never have thought about and they have interesting stories to tell. Don´t limit yourself. The best advice I have for you in doing a perfect interview is, ask as much questions you can. Ask what you´re interested in apart from the job qualifications and prepare yourself to ask creative questions based on their background. (I don´t mean those nonsense questions like google used to have – sorry google.

2. be authentic, be interested and show empathy

Now when you manage your team, you´re in a relationship with let´s say 10 people or more. (In my perspective the span of control for a people manager ends with around 10-12 individuals) The fundament of this relationship should be trust and authenticity. You will be together with your team around 10 hours per day. This relationship mustn´t be friendship (sometimes it can be) and you don´t have to leave the professional path, but it requires as much intense work to keep it up like a friendship. What does this mean? It means all those little things which appear not to be important but at the end they make a difference and make you unique as a people manager. As the headline says – your business is now about people. Be interested in them. Don´t arrive at work, sitting at your desk and claim that you´re always open for them if they have any issue. Look at your individuals maybe a minute longer and build up pro-active empathy. What can you read in their faces? Did they have a good weekend? What kind of activity have they done? What kind of activity have you done? Give and take and absorb as much as you can. Don’t always talk about the things which are going well in your life. You can share your challenges as well. And never forget, personnel development is a key factor in performance management. You have to provide the platform for it and should know all the time, by what your individual is being motivated to achieve his next play. Lead by example and prove your authenticity in speaking about your career development as well. This makes you a great people manager.

3.always tell the why

Working in IT, technology, marketing or elsewhere in a fast changing working environment means you have to do quick decisions and have to cope with a fast pace. Your management style has to be versatile and to be adapted to several different situations during one day. Sure – you could be all the time very directive and just tell you team what you want them to do. But this turns out not to be very useful as you will not benefit from the skills and knowledge from it. You must manage your team by objective (MBO) and not by control (MBC). If you have tasks for your team, make your life easier and tell them the sense behind. Why do you ask them to do it – and especially why is it important to you personally? If the spirit is right, every single individual is happy to help you out. If you have considered number one of my top three people manager skills, you are surrounded by bright minds. They will claim and want to know anyway what´s the deeper sense behind. Do concentric briefing and give a holistic explanation. Make sure that everybody understands buys in and accepts it as q common task which is in line with the companies strategy. This leads to the best performance and results.

What you think? Did you have the same experiences with being a manager or being managed?

%d bloggers like this: