David J Brammer

In my experience, emotional intelligence from a TA perspective, is about considering the experience from all sides… Hiring strategies are great… but they focus primarily on delivery and on the hiring and the fulfilment of vacancies… When you consider the impact of your plans or agenda from both a candidate and hiring manager perspective also… you can achieve a greater level of harmony.

In my experience... you can celebrate the differences! Whether working styles vary or not, each team and indeed individual globally, brings something different and valid to the TA function and that can be celebrated! Introducing collaboration sessions across locations, to share knowledge and approach for the things we're all great at, is a really effective leadership style. Celebrate everyone. Share expertise.

Say yes to the event. Say yes to the webinar. Say yes to the networking lunch. Say yes to speaking at the conference. You will learn through your network… often way more than you do from your colleagues. New connections introduce new perspectives and ideas and opportunities! So say yes. Meet people. Gather knowledge… open new doors.

In my experience… you have two ears and just one mouth… so you have to use them in proportion! Often the communication break down is the issue… people often like the way that things are done and dislike change… If you impart change without consultation or listening in the first instance… you may see resistance… Start listening. Ask why there is resistance and then listen to the feedback… show some humility and acknowledge if you got it wrong, or if things aren’t working… Then take the appropriate action

In my experience… owning and driving your personal brand and content as a recruiter (not just as an employee) is super valuable! Most recruiters focus specifically on a niche and immerse themselves into that niche… so by becoming an individual who posts hiring content, but from the perspective of the ‘me’ rather than the ‘we’… you can engage in a totally new way!

Tell them what you need from them and don’t be afraid to be explicitly clear… Reassurance is good… they should hear that they are there for a reason! You hired them for their skills and experience and you believe in them… but also… most importantly… they need to know what you expect! Set parameters. Give clear, concise guidelines and expectations… and tell them how they get there… Lots of insecurities, come from ambiguity.