June 19, 2018

Jobseekers: Sign In | Sign Up Recruiters
  InFocus Newsletter Newsletter archives

Share this article:
Bookmark and Share

The 10 Minute Staff Meeting

If you are a manager of recruiters, you know that poor time management is one of the biggest hindrances to top production. A recruiter with poor time management skills will likely be mediocre at best. Your team will look to you in this regard to see what kind skills you have in managing your own time. Are you a role model of working both efficiently and effectively?

Michael Gerber tells us that there are three roles that every business owner must be able to fulfill. They are:

  1. The Entrepreneur:

    The entrepreneur asks, “Are we doing the right things?"

  2. The Manager:

    The manager asks, “Are we doing things the right way?

  3. The Technician:

    he technician asks, “What’s the closest thing to revenue right now?

As a manager, you have to make time for both tactical and strategic work. Time is your single most precious resource as a business owner or manager as it is not replaceable. Being an excellent manager of time is a skill that is learned with practice and tenacity.

One of the biggest time wasters in many offices is long, boring, unfocused meetings. Often these meetings are dreaded by both management and staff and produce little if any results. A focused and productive meeting should be brief most of the time but you need a template laid out in advance to make this happen.

A simple and productive 10 minute 1:1 staff meeting:

In regards to one on one meetings with your staff, I’m going to suggest a weekly, 10 minute meeting. This way there is nothing to dread as both parties know that it will be quick and focused. You can perform the meeting in person or by phone if necessary.

The recruiter is “in charge” of the meeting and prepares the answers to pre-determined questions in advance. This provides 3 benefits:

  1. There’s basically no work for the manager.
  2. The recruiter feels empowered and like he’s running the meeting.
  3. The recruiter must reflect on results produced and action plans in advance.

The Manager’s role is to act as a coach and the only preparation performed by the manager is to review the recruiter’s numbers and stats in advance. Because the recruiter leads the meeting, the manager and the recruiter are able to feel like are on the same team. The atmosphere is one of collaboration and problem solving.

Here are the 5 questions that the recruiter answers in advance:

  1. What have I accomplished in the last 7 days?

  2. What did I not accomplish that I intended to?

  3. What challenges do I have at the moment?

  4. What opportunities do I have at the moment?

  5. What am I committed to accomplishing in the next 7 days?

- Gary Stauble

Gary Stauble is the Principal Consultant for The Recruiting Lab, a Coaching Company that provides Recruiting Professionals the Training, Tools and Systems to make More Placements with Less Effort. Gary offers several Free Special Reports on his website including, “$1 Million Time Management”, 15 Critical Candidate Questions” and “The 3 Things that Lead to Placements”. Get your copies now at