The Difference Between Transcaction vs. Transformational Recruiting

In the 1991 World Series, the Minnesota Twins and Atlanta Braves proved to the world that a team can go from worst-to-first by practicing transformational leadership.  Unlike the well-known transactional approach, it is not based on a “give and take” relationship, rather a focused approach on the “leader’s personality, traits and ability to make a change through example, articulation of an energizing vision and challenging goals.”  These leaders are internally focused on self-awareness with their weaknesses and strengths in order to lead by example for their followers.

The end result is each person that comes into contact with their leadership style is internally motivated to find their personal weaknesses and strengths in order to make the whole greater than the sum of its parts.  Thus, the two professional baseball teams stepped up to the plate in the 1991 World Series and proved the effectiveness of transformational leadership. How can you apply transformational leadership within your recruitment process?

First, you must have a transformational leader at the top of the tree articulating the goals and vision.

Second, you must train your hiring managers to be transformational vs. transactional managers.  They must be able to transform themselves into the company cultural ‘talk and walk’ in order for the recruiters to understand the goals and vision.

Third, the recruiters must move from relationship building to transformational focused recruiting in order to find potential candidates that also ‘talk and walk’ the company’s culture and values.

There are four methods for implementing transformational focused leadership within your organization.

4 Transformational Focused Leadership Methods:

#1 Individualized Consideration: the leader of the organization acts as a coach to the management team, listening to all distresses and requests.  The managers must feel respect from their leader, as this will allow them to be empowered and focused to follow effectively. They will begin to transform into aspiring focused managers with a passion for guiding their teams.

#2 Intellectual Stimulation: the leader never publicly speaks against their followers chastising them in front of their teams or behind their backs amongst their peers.  They are completely focused on finding the answers rather the problems within each situation.

#3 Inspirational Motivation: the leader provides a very focused vision that motivates followers to respond with action, leaving their comfort zones, encouraging teams to achieve goals, and building meaning around the current task needing completion.  Each member has a sense of self-worth and meaning in their work that brings enormous energy driving the team forward.

4# Idealized Influence: the leader must be able to perform daily rhythms of their goals and visions.  This will motivate their followers to continue emerging out of their cocoons, transforming into butterflies, in order to influence and transform their followers through this positive repetitive behavior.

Now, that you have the methods to move your leadership from a transactional to transformational focused leadership style.  Let’s take a look at the 4 methods that recruiters should be using to be focused transformational leaders with sourcing and recruiting talent for the organization.

4 Transformational Focused Recruiting Methods:

#1 Brand Recruiting Style The recruiter will need to consciously alter their method of recruiting potential candidates to be in alignment with the personalities, values, and skills of the hiring managers and team members. A high awareness of the organizations culture, goals, and vision will bring the appropriate candidates forward during the sourcing process.

#2 Break the Barriers The recruiter must be able to shift gears quickly when standard methods need adjusting during certain open requisitions.  The sourcing and recruiting style for one position might not work for another position.  The recruiter will need to challenge and educate candidates, clients, and management in order to break the barriers blocking the hiring process from moving forward.

#3 Inspire to Hire Sourcing candidates with a passion and motivation to inspire that enables the recruiter to express with confidence and optimism, communicate with passion, and connect with the candidate to seek their greater purpose.

#4 Mindful Soft Conversations During the sourcing process, recruiters will need to move the candidates from a suspicious-minds candidate experience into a conscious-discovery candidate experience. Instead of skills based conversations, the recruiters are focused on soft conversations that lead to cultural fit and personality assessments, along with moving candidates from ‘worst-to-first’ positioning.

The Minnesota Twins won the World Series in 1991, making them the transformational leadership warriors of their time, along with making baseball history.  What companies will win the worst-to-first candidates in the year of 2014?  Do you think it will be the ones that implement a transformational leadership style with their leaders, hiring managers and recruiters?

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Monica Miller

Monica Miller, CIR-PRC has worked in the healthcare industry for 12 years and transitioned from a C-Suite Executive Assistant into a Corporate Recruiter after completing a psychology degree. Her recruiting experience includes working with small and large businesses focused on behavioral and performance based interviewing. In her spare time, she offers pro bono career advice/resume writing to job seekers, connecting candidates with hiring managers via social media. Connect with Monica.


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