Can a coaching approach to recruitment revolutionise attraction and retention success?

The benefits of coaching someone that is established within your organisation are clear, but what about using it in the initial employee lifecycle stages as a tool to secure top talent?

In this article, Jo Bristow from our people and change experts at Connor, explores the key elements of taking a coaching approach to recruitment and the positive impact it can have on both employers and candidates.

In today’s dynamic and competitive job market, traditional recruitment practices often fail to effectively identify and nurture talent that aligns with organisational goals and values. As businesses strive for sustainable success in an increasingly difficult environment, there is a growing recognition of the need to adopt a coaching approach to recruitment. This transformative methodology not only focuses on filling positions with the right people, but also on fostering long-term growth and development within the workforce and an increased ability to adapt to the ever-changing landscape.

The success of this approach has received considerable support, with research suggesting that, when companies select the top 20% of most talented candidates for a role, they frequently see a:

  • 10% increase in productivity
  • 20% increase in sales
  • 30% increase in profitability
  • 10% decrease in employee turnover
  • 25% decrease in unscheduled absences

Building relationships, not just filling positions

As a coach who has not only helped hundreds of people develop their careers, but has benefitted personally from coaching support, it won’t surprise you that I am a passionate believer in the importance of coaching as a vital part of a people manager’s skillset.

A coaching approach to recruitment places a strong emphasis on building meaningful relationships with candidates, and rather than treating the recruitment process as a transaction, recruiting managers take the time to understand the aspirations, skills, and potential of each candidate. By doing so, there is a better chance of matching them with a role that not only aligns with their qualifications, but also resonates with their longer-term career goals. Candidates are now seeking more than just good pay; they want meaningful jobs that are both culturally and personally rewarding. (Source: CIPD)

Empowering through feedback and development

Coaching is inherently rooted in feedback and development. Applying this philosophy to recruitment involves providing constructive feedback to candidates, whether they succeed in the hiring process or face setbacks. Offering insights into areas for improvement helps candidates grow professionally, fostering a culture of continuous development.
Furthermore, a coaching approach extends beyond just the recruitment phase – once a candidate becomes an employee, the coaching mentality continues through mentorship programs, skill-building initiatives, and ongoing feedback loops. This proactive investment in employee development can help contribute to a more engaged and motivated workforce.

Aligning with organisational values

A coaching approach to recruitment dictates the importance of aligning candidates with the core values and culture of the organisation. Recruiting managers become not just evaluators of skills and qualifications, but ambassadors of the company’s mission and vision. This alignment ensures that new hires are more likely to integrate seamlessly into the existing team, enhancing overall team dynamics and collaboration.

Navigating change and adaptability

In an era of rapid technological advancements and industry disruptions, your people should not only be skilled but also adaptable to change. A coaching approach to recruitment focuses on identifying candidates with a growth mindset—individuals who are eager to learn, embrace challenges, and contribute to the organisation’s ability to navigate change successfully.

Build a resilient, dynamic and adaptable workforce

Incorporating a coaching approach into the recruitment process is a strategic investment that goes beyond filling immediate job openings. It’s about building a resilient and dynamic workforce that can adapt to evolving challenges and contribute to the long-term success of your organisation. By emphasizing relationships, feedback, values alignment, and adaptability, businesses can create a recruitment strategy that not only attracts top talent, but also nurtures their growth and development throughout their time with your business.

In essence, taking a coaching approach to recruitment is not just a strategy, it’s a commitment to building a thriving, resilient, and engaged workforce—one that is ready to face the challenges of the future.

Want to start 2024 by investing in the coaching skills of your managers?

To find out how NFP support you in developing a coaching style of leadership with your managers, head over to the coaching section of our website – or give us a call on +44 (0)1491 414 010.

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