Welcome to managing recruiter transitions! Here's a recruiting leadership reality: even when you perfectly time style transitions with your recruiters, they might still resist the change.

This isn't a sign you're doing something wrong - it's a normal part of adaptive recruiting leadership that great managers anticipate and handle skillfully.

Engagement Message

Recall a time a recruiter resisted a well-intended leadership change—what was their reaction?

Think about it: a recruiter used to detailed sourcing guidance might feel unsupported when you shift to outcome-focused coaching, even though they're ready for more autonomy.

The resistance isn't about your leadership - it's about human nature. Recruiters get comfortable with familiar patterns, even limiting ones.

Engagement Message

Why do you think familiarity feels safer than growth in recruiting?

Here's the crucial distinction: legitimate concerns versus change resistance. Legitimate concerns address real issues with your transition timing or recruiting approach.

Change resistance is about discomfort with newness itself, not actual problems with your leadership adjustment.

Engagement Message

Name one clear difference between a legitimate concern and simple change resistance.

Legitimate concerns sound like: "I'm worried I don't have enough market knowledge to source this niche role independently" or "Can we review the screening criteria before I start qualifying candidates alone?"

These show thoughtful analysis of recruiting readiness and specific skill gaps.

Engagement Message

What makes these concerns "legitimate" rather than just resistance?

Change resistance sounds like: "You used to give me more detailed sourcing strategies" or "I liked it better when you reviewed every candidate submission."

These focus on comfort with the old way rather than concerns about recruiting capability or readiness.