Coaching Recruiters. Shut up and let them talk!

This is the fifth blog in my series on great coaching for managers of recruiter teams.

Previously I expanded on the importance of ‘live feedback’, ‘real life coaching’, as well as the tactic of ‘plugging in’ new recruits.

Today we look at ‘role swapping’.

Many managers I have worked with feel that if they are not doing the talking or showing the consultant how the job is done, then they are not providing valuable input.

This is not always true. From time to time, it is highly effective for the manager or coach to reverse roles, providing feedback after the event.

For example, once you have a consultant up to a certain level of competence, or even with your more experienced people, take them on a client visit with you where they lead the discussion, where they take in the job, where they do the selling and you play a secondary role.

You may be surprised how difficult this is to do! Many managers simply cannot help themselves on a client meeting and leap in to take control. I understand why, but look at the bigger picture. When is the recruiter ever going to learn if you always take control? In fact you are setting that person up for disaster because the first time they actually get to run a client meeting, they really will be on their own. i.e. when you are not there.

So sure, be ready to leap in if it goes totally off the rails, but otherwise let the recruiter run it.

Then afterwards in the cab back to the office, or in a coffee shop, do a full, immediate de-brief, pointing out missed opportunities or where things could be handled differently.

The same role swapping should be applied to interviewing candidates. Your consultant interviews, you observe and feedback afterwards.

The most powerful coaching you will ever do.