How Do You Tackle Difficult Conversations As a Recruiter?


Published on

As recruitment consultants we all have to deal with challenging conversations at some point or another.

Published in: Marketing
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

How Do You Tackle Difficult Conversations As a Recruiter?

  1. 1. ~ 1 ~GSR2R Phone: 020 3178 8118 |Web: z How Do You Tackle Difficult Conversations As a Recruiter? Prepared by: Cheryl Wing
  2. 2. ~ 2 ~GSR2R Phone: 020 3178 8118 |Web: As recruitment consultants we all have to deal with challenging conversations at some point or another. I found this great article on; 5 simple strategies that might help if you are ever have to have those tough conversations either with a client or candidate. In the book Difficult Conversations by Douglas Stone, Bruce Patton and Sheila Heen, the authors write, “Our anxiety results not just from having to face the other person, but from having to face ourselves.” Whether the source of the conflict stems from circumstance, a challenge to your identity as a leader, or protecting one‘s turf, stemming the tide of personal emotions and dealing in a direct, measured way can let the air out and diffuse conflict effectively. Here are some methods to use with team members, your boss, or anyone else in the face of everyday conflict. 1. Draw out possibility. Instead of using a blunt doorstop of a statement like, “This is the problem!” turn it into a question. “What would you say if…?” or “Could it be that…?” are both great disarming phrases. 2. Share the impact. One tactic to disengage harsh feelings is to share the anxiety or tension that you feel about the conversation. Andrew Lightheart, who runs workshops about how to communicate in high- stakes situations and writes the blog, A Peaceful Resolution, says communicating your anxiety about the conversation can help you “step out of automatic roles and become a bit more human.” Just stating your discomfort can soften the prickliness.
  3. 3. ~ 3 ~GSR2R Phone: 020 3178 8118 |Web: 3. Use silence. Silence works especially well when facilitating teams of people through rough terrain like a strategy session or a pressure-filled meeting. Throw something out there and wait. See what bubbles up. Most people need to fill up the conversational space with words, so learn to embrace uncomfortable silences. Sometimes it just takes a moment for the important stuff to hatch. Just wait. Communicating your anxiety about the conversation can help you step out of automatic roles and become a bit more human. 4. Coax insight. Not to be confused with giving advice. The phrase, “and what else?” lets your cohort formulate Option 2, usually a more measured and calmer, though less intuitive, response. ”And what else?” is one of the most powerful questions according to Michael Bungay Stanier in his book, Do More Great Work. He offers variations on this theme: “Do you have any further thoughts on this?” and “Can you think of anything else?” 5. Extinguish blame. The need to blame is a reactionary feeling; it’s quite normal. But blame usually signifies more complicated emotions. In Difficult Conversations, the authors encourage talking in terms of “joint contribution” rather than blame, even though that tactic can feel incomplete. Blame, they say, “is a stimulus to search further for hidden feelings. Once those feeling are expressed, the urge to blame recedes.”
  4. 4. ~ 4 ~GSR2R Phone: 020 3178 8118 |Web: Dealing head-on with your emotions can minimize anxiety and make tough conversations easier to handle. After all, a tough conversation is usually less difficult in hindsight. How about you? What’s in your bag of tricks? How do you deal with tough conversations? Till next time, Cheryl
  5. 5. ~ 5 ~GSR2R Phone: 020 3178 8118 |Web: GSR2R Your Award Winning Expert Rec to Rec Agency – With a Different Approach At GSR2R we opened the doors for business in July 2001, placing the first of thousands of Recruitment Consultants just days later. Since 2001 we’ve celebrated more than 10 years as the established Rec to Rec company recruiters go to when they are looking to move. Since GSR2R started as a Rec to Rec consultancy the recruitment industry has changed. However, one thing remains the same, which is that GSR2R provides the highest quality Rec to Rec service to our clients and candidates. We keep to our vision of providing an uncompromising service, working with the best candidates and clients the industry has to offer. Isn’t it nice to finally find a Rec to Rec company that has recognised experts in the field? Ready to take action now? We have vacancies in ALL the fastest growing sectors, call us on 020 3178 8118. At GSR2R our drive and determination to become the leading name in the Recruitment to Recruitment sector has helped us build long-standing connections with our clients and candidates. These relationships are the foundation of our business success today. Winning the Best Recruitment to Recruitment Award for Outstanding Excellence in 2007, we are told that our approach is refreshing. We operate with the same principles that we always have – to be the best at what we do and put passion into how we do it. We are proud to have helped our Trainee Recruitment Consultants throughout their careers. Many of whom we still work with as Directors of their own companies in the future. Are you ready to work with an award winning and established Rec to Rec company? Call us and speak to one of our expert Consultants now on 0203 178 8118. WHY US GSR2R? ABOUT US