Your team is divided on candidate sourcing channels. How will you navigate conflicting priorities?

1 Assess Needs

Begin by thoroughly assessing the hiring needs of your organization. This involves understanding the roles that need to be filled and the specific skills required for each position. By having a clear picture of the job requirements, you can evaluate which sourcing channels are most likely to attract the right candidates. This step is crucial in finding common ground among your team members, as it aligns everyone's focus on the ultimate goal - finding the best talent for the job.

2 Gather Opinions

Once you've established the hiring needs, gather input from each team member regarding their preferred sourcing channels. Encourage open discussion about the pros and cons of different platforms and methods, such as job boards, social media, referrals, and direct outreach. This will not only provide valuable insights but will also make your team feel heard and valued. The goal here is to create a collaborative environment where all opinions are considered before making a decision.

3 Analyze Data

With opinions on the table, it's time to analyze data from past recruitment campaigns. Look at metrics like time-to-hire, cost-per-hire, and quality of hire to determine which channels have been most effective for your organization. This data-driven approach can help to resolve conflicts by highlighting channels that yield the best results, making it easier to decide where to allocate resources and effort.

4 Set Priorities

After analyzing the data, set clear priorities for candidate sourcing channels based on effectiveness and relevance to the current hiring needs. This may involve compromising and combining different team members' preferences to form a cohesive strategy. Prioritization ensures that resources are focused on the most promising channels, increasing the likelihood of successful hires and maintaining team unity.

5 Implement Strategy

With priorities set, it's time to implement your candidate sourcing strategy. Ensure that each team member understands their role and responsibilities in the process. A well-defined action plan helps streamline efforts and keeps everyone on the same page, reducing the potential for future conflicts. Regular check-ins and adjustments to the strategy will be necessary as you begin to see results and gather feedback.

6 Evaluate Results

Finally, evaluate the results of your sourcing efforts regularly. This will involve revisiting the effectiveness of chosen channels and making adjustments as needed. Continuous evaluation not only helps improve the recruitment process but also supports team cohesion by showing that decisions are based on performance and outcomes, not personal preferences. This step reinforces the importance of flexibility and adaptability in candidate sourcing.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?