Recruiting for waste management jobs is changing
Recruitment is changing for waste management jobs
Recruitment has changed so much in the last few years and has changed beyond recognition, social media and technology new tools and software have had a massive impact and has made the recruitment process far more complicated than ever before. There are now more channels resulting in more tasks to keep on top of in order to generate new candidates and business.
The traditional 360 recruitment model pulls recruiters in different directions trying to achieve things that aren’t their key strengths. In the end they find themselves frustrated, burnt out and under performing. This is why the 360 model needs to change and is dying.
The way forward for recruiters to hire the right candidates for their waste management jobs is to:
Instead you need to build a team of recruiters where each consultant is working to their strengths. You have some that are hunters, the ones that like to go out and find the business, network and are in the zone when it comes to speaking to top level candidates and clients, but might not be so good at follow up and admin work.
Other recruiters may not be so good at generating new business, instead they are really good at account management building relationships and business over a long term, managing and finding the candidates, or capturing new database details.
You shouldn't be forcing your team to do everything according to the 360 model that they are not good at, instead you need to let people work to their key strengths so that they can work to the best of their ability optimally wherever their talents are.
One way to do this is breaking down the 360 model:
3. Research / Resourcing
Creating a new 120 model for each of these areas where the team will cover one of these areas.
The hunters doing the development role, other members of the team will be doing the delivery, managing the process and key accounts and your research / resource member finding candidates and leads. These roles could further be supported with marketing and compliance members.
This goes with saying that roles will cross over, but this will be a smaller part of their role.
Advantages of the 120 Recruitment Model for succesfully filling your waste management jobs
* The team becomes more consistent and better at delivering results.
* Team members will be more productive, getting more done.
* Better staff retention as less members are stressed and burntout.
* Knowledge is shared amongst all team members which reduces the loss if someone leaves..
* It can develop experts in specific niches (i.e waste management).
* It becomes easier for the company to train new recruiters.
* Work is reduced optimising productivity.
When recruiters are enjoying their work using their talents it gives them energy and enables them to focus. Creating the right mental state for team members to work results will flow easily without burnout and stress.