What is the best way to give feedback to a new recruiter?

Without feedback, new recruiters will be stripped of the opportunity to develop and hone their skills. When providing feedback, be sure to highlight strengths before providing constructive criticism. This allows new recruiters to digest the feedback and view it more favorably.

Providing constructive feedback to a new recruiter is essential for their professional growth and development. As a senior, it’s crucial and more importantly that’s your job to share feedback. This not only helps the new recruiter to understand strengths and areas for improvement, but also build their confidence and allow them to enhance their skills and perform better in future tasks.

Great leaders are compelled team builders. To build a recruiting team, they see an opportunity to mold new recruiters into more efficient and effective service providers. The challenge is that most people, not just recruiters, need help to hear constructive criticism, even when the criticism is provided with excellent delivery and intention. No matter how willing they claim to be, most people thrive on praise and deny disapproval. - Lead by example. - Ask the recruiter to be self-observant. What would they want to do differently in the following interview? This will lead to requests for insights and help. - As Dale Carnegie said, "Let us praise even the slightest improvement. That inspires the other person to keep on improving."

New recruiters are sponges - more than likely, they have chosen to be a recruiter for a reason, and want to excel. Therefore, new recruiters will generally be very receptive to feedback - good or bad. Feedback is incredibly important to set healthy recruiter habits and to cultivate better strategies which they can build on as they get more experienced. Good feedback encourages good habits and continues to grow their confidence in their abilities. Constructive criticism helps them identify issues the untrained ear might not recognize, and shows the new recruiter that you are listening and care for their development (providing support for their growth and learning).

💭 Constructive feedback seems to be harder to give so this paragraph focuses on providing specific, actionable suggestions to help someone improve. 💡 Instead of saying "your presentation was unclear," a constructive approach might be to suggest, "Consider adding more visuals to enhance clarity and engage your audience." Similarly, if providing feedback on written work, one could say, "Your argument would be stronger with additional evidence to support your points." 💡 Constructive feedback aims to guide improvement by offering concrete ideas for enhancement, fostering a growth mindset and encouraging individuals to refine their skills.

Only one thing that you need to focus here is: My personal experience: it’s very crucial that you offer feedback promptly after a specific task or project that has been done by them. By this you can understand what are some areas for improvement and then to share relevant and actionable feedback.

The question I always ask of myself and my leadership team is if we've given the person all the tools to be successful before providing constructive feedback. We need to make sure we're setting our people up for success and that they have all the training, tools, and information they need to do their job successfully. Also feedback doesn't always have to be in a negative capacity so make sure your feedback is balanced between the positive and the areas of opportunity. They don't always have to be bundled together.

Operationalize consistent and timely feedback & incorporate practical strategies. 💡 Try leveraging calendar reminders as a systematic tool. By scheduling regular intervals to provide feedback, whether it be daily, weekly, bi-weekly, or monthly, individuals can establish a routine that ensures timely assessments. 💡 Additionally, creating a dedicated platform for concise bullet points facilitates the streamlined delivery of feedback. This platform serves as a centralized space where specific insights can be documented swiftly and accessed easily.

Knowing when to give feedback is crucial for its effectiveness. Timely feedback, provided shortly after an event or task, ensures that details are fresh in the recipient's mind. Consider offering feedback during one-on-one sessions or performance reviews, creating a dedicated space for discussion. However, seize impromptu opportunities when appropriate, as real-time feedback can be particularly valuable for reinforcing positive behaviors or addressing immediate concerns. Additionally, remember to give feedback regularly but avoid overloading with information. Consistent, well-timed feedback nurtures a culture of continuous improvement, contributing to professional development and team success. 🕰️🌱

On a regular basis is great as you can tackle recent events and you can check if things are improving. But it always needs to be relevant and you need to be very good at communicating to create the impact that you both want. Feedback is always a 2 ways road. We are not perfect!

Remember that how you say something is heard much louder than the actual words you say. Everyone has a way of learning and listening that works great, and others that work less effectively. If you're serious about offering feedback that will help the new recruiter grow: learn it, or shut up. Seriously. The biggest problem with offering feedback is ensuring that it's actually heard. And if the message is overshadowed by something else, you run the risk of harming your relationship with your new recruiter. It's the heart of good communication: ensuring that the message is actually heard. Because if you aren't doing that...what are you even doing?

First, acknowledge what the recruiter did well and provide constructive feedback on areas for improvement. Be specific about observed behaviors or outcomes which provides concrete examples to illustrate your points. More importantly, create an open and collaborative environment, that encourage the new recruiter to ask questions and seek clarification from you.

Effective Feedback: A Quick Guide 🗣️🔧 Be Specific: Outline observed behavior for clarity. Focus on Behavior: Address actions, not personality. Offer Solutions: Provide improvement suggestions. Balance Positives and Negatives: Acknowledge strengths. Choose the Right Setting: Opt for privacy and comfort. Use "I" Statements: Express observations from your perspective. Encourage Two-Way Communication: Foster an open dialogue. Be Timely: Offer feedback close to the observed behavior. Feedback is a collaborative process for growth. Approach it with empathy, emphasizing development. 🌱🚀

In my experience, it's best to avoid providing feedback or constructive criticisms aimed directly at the new recruiter in front of others. This will make the new recruiter feel targeted and less likely to view your feedback favorably. Instead, provide specific, productive, and relevant feedback directly in 1:1 meetings.

There are few things to avoid while sharing your feedback: - Be specific in your feedback. Vague comments may leave the recruiter unsure about what they need to improve. - Keep feedback focused on performance and behaviors rather than making it personal. Maintain a professional and constructive tone. - Don't solely focus on shortcomings. Acknowledge and celebrate achievements, as this helps boost morale and motivation. - Encourage open dialogue. Allow the new recruiter to share their perspective, ask questions, and seek clarification. By avoiding these pitfalls, you can contribute to a positive and constructive feedback process that promotes growth and development for the new recruiter.

To provide constructive feedback to a new recruiter, be specific, focus on behavior, balance positive and negative feedback, be timely, create a safe environment, encourage self-reflection, set clear expectations, offer guidance and support, encourage open dialogue, schedule follow-up meetings, be respectful and supportive, and document the feedback. By doing so, recruiters can understand their strengths, identify areas for improvement, and work towards professional growth and success. It's essential to be respectful and supportive, acknowledging the recruiter's efforts and their potential for growth.

💡 Simple and direct questions can be instrumental, such as asking about their onboarding experience, the clarity of instructions provided, or the effectiveness of training programs. 💡 For instance, managers might inquire, "How can we enhance the onboarding process to better support your integration into the team?" or "Do you feel adequately equipped with the resources provided for your role, and if not, what improvements can be made?" Constructive feedback not only aids in refining recruitment processes but also empowers new hires to voice their perspectives, contributing to a collaborative and thriving work environment.

A manager or leader who wholeheartedly embraces feedback from their employees is a rare find. In those instances when a manager genuinely seeks to listen to their employees' input, they should remain open to different perspectives. For instance, a new recruiter might offer insights into time-saving methods and process streamlining. A mark of an exceptional leader is the ability to accept and welcome feedback without becoming defensive, holding grudges, or interpreting constructive criticism as a personal attack on their management style.

Consistent and continual feedback is crucial. Some managers only offer feedback when issues arise. It's essential to regularly provide positive reinforcement and address areas for improvement. One-on-one meetings are the perfect opportunity to offer encouragement, compliments, and guidance to both new and experienced recruiters. When managers actively provide ongoing feedback, employees won't be taken by surprise during performance discussions. In environments with annual reviews, waiting until the yearly evaluation to address performance issues is not advisable.

Set aside a regular time each week, especially with a new recruiter, to go over challenges, and feedback and speak about priorities. The conversation should be a two-way street where you are getting insight and feedback on their journey as well. Leverage open-ended questions to spark dialogue to be sure to actively listen to the feedback given.

🎯 From experience, creating a supportive platform for new recruiters on our team is paramount to fostering a collaborative and efficient work environment. 💡 Providing an accessible channel for questions (slack, collaborative docs, team intranet, etc) ensures that new team members feel empowered to seek guidance, clarify doubts, and navigate their roles effectively. This accelerates their learning curve and promotes a culture of open communication, ultimately contributing to the overall success of the team. 💡 In establishing a platform for queries, you not only invest in the individual growth of team members but also strengthen the collective expertise of the entire recruitment team.

When giving feedback I always lead with positives, what has the person done to shine, add value, or think out of the box. From there you can frame other areas to improve performance and set the tone for an inspiring constructive feedback session.