This week I sat down with TR’s recruiters and asked them their own thoughts on how they create a culture of urgency within our organization. Here's what they had to say!
Christine: The first is keeping each other accountable. Sometimes before I can execute on a task, I will need something from Danielle or vice versa. We utilize resources such as Asana to assign tasks to each other, and check-in calls to debrief on action items we need to complete. We’re a small team, so the things we do individually will 100% affect the other person, and it’s important we constantly check-in to make sure each person is carrying their weight and delivering results. Secondly, as a remote company, consistent motivation can be hard to come by. Sometimes, we will put off action items we know we need to complete. During these moments, Danielle & I will often call each other to verbalize what we need to do, and then do it together. Even if it’s miniscule, like staying on the phone with one another, that itself creates a culture of urgency in the workplace because you have someone keeping you accountable in real-time. It works surprisingly well :)
Danielle: Sitting on my desk is a mug that reads “Everyday I’m hustling”, and it pretty much describes my day. From the moment I wake up my schedule is packed. I tell my team that our job is like the game Whack a Mole. When we get a new client or opportunity to work on, the clock starts ticking to find our dream candidate. We know by the time we are on the search, our client’s product growth is stymied and their time is being wasted in the wrong areas. They need qualified, available and interested candidates ASAP.
Straight from our recruiters - our culture of urgency is fostered with constant communication. We know our clients need us now so we make every effort to deliver immediately.
Have a great weekend, everyone! We’ll see you again on Monday, and you can check us out again on Tuesday, when we discuss how Lou Adler and his book Hire With His Head have shaped us as a recruiting agency!