I’ve spent almost my entire career dedicated to the recruiting world.  That would not have happened unless I was passionate and enjoyed the work.  Yet, even doing the work we love, there are bad days.  The world of recruiting often can feel like a rollercoaster, celebrating a big hire one day while navigating countless obstacles the next.  The environment is often more demanding than people realize. For fun reading, maybe I should ask for your experiences in the comments of today’s blog. 😊

It’s easy to get bogged down by challenges in any job. But what if I told you there’s a powerful, often overlooked tool that can significantly impact you/your team’s success, boost morale, and ultimately, help you land top talent? The tool: positive thinking.

Some of you might be thinking, “No fluff for me.  Next post please.” But hear me out. There is science that backs this up. 

The Science Behind the Smile (and Successful Hires!)

Positive psychology, the scientific study of human flourishing (it’s a real thing), has consistently demonstrated the tangible benefits of a positive mindset. Here’s how it translates directly to recruiting efforts:

Increased Resilience: Rejection is part of the game as a recruiter. A positive mindset equips recruiters with greater resilience to bounce back from setbacks, view them as learning opportunities, and maintain motivation in the face of challenges. Studies have shown that optimists experience less distress and cope more effectively with adversity (Carver & Scheier, 2014). This translates to recruiters who don’t get discouraged easily and persist in their search for the perfect candidate.  Side note:  If you want to learn more about building resilience in your organization,  you should learn about Adaptiv Learning Systems from Dean Becker.

Enhanced Problem-Solving: When faced with a tricky sourcing challenge, complex negotiations, or complicated project issues, a positive frame of mind fosters creativity and innovative solutions. Research suggests that positive emotions broaden our cognitive horizons, allowing us to see more possibilities and think more flexibly (Fredrickson, 2001). This means your team is more likely to find better solutions by having a positive attitude when attacking their problems.

Improved Communication and Collaboration: Positivity is contagious. Recruiters with a positive outlook tend to communicate more effectively, build stronger rapport with candidates and hiring managers, and foster a more collaborative team environment. Studies have linked positive affect to improved interpersonal relationships and increased cooperation (Isen, 1999). This leads to a smoother, more engaging candidate experience and stronger internal partnerships.

Boosted Motivation and Productivity: When recruiters feel optimistic and energized, their motivation naturally increases. This translates to greater proactiveness in sourcing, more engaging candidate interactions, and ultimately, higher productivity. Research consistently shows a strong correlation between positive emotions and increased work performance (Wright & Cropanzano, 2007). A happy recruiter is often a highly effective recruiter.

Stronger Employer Brand Advocacy: Recruiters are the face of your company to potential hires. A positive and enthusiastic recruiter naturally projects a more attractive employer brand, making your organization more appealing to top talent. Their genuine excitement about the company and the opportunity is infectious and leaves a lasting positive impression on candidates.

Putting Positive into Practice

So, I showed you the science behind a positive attitude.  Now let’s look at how to cultivate a more positive environment within your recruiting team.  This isn’t about ignoring the tough problems or faking smiles.  It’s about fostering a mindset of growth, resilience, and opportunity. Some suggestions:

• Celebrate Small Wins: Acknowledge and celebrate successes, both big and small. This reinforces positive momentum and builds team morale.
• Focus on Solutions, Not Just Problems: When challenges arise, it’s easy to dwell on the problem rather than focus on the solution. Encourage creative problems-solving exercises to keep an eye of solutions.
• Practice Gratitude: Encourage team members to reflect on what they are grateful for in their work. This shifts focus towards the positive aspects of their roles.
• Promote a Growth Mindset: I am a true believer that that abilities and intelligence can be developed through dedication and hard work.  Developing this belief in others helps foster a resilient workforce unafraid of obstacles/setbacks.  
• Lead by Example: As leaders, your own positive attitude sets the tone for the entire team. Demonstrate optimism and resilience in your own approach.
• Invest in Well-being: Support your team’s overall well-being through initiatives that promote work-life balance, stress management, and mental health.

The Strategic Advantage

In the competitive landscape of talent acquisition, every advantage counts. By fostering a culture of positive thinking within your recruiting team, you’re not just creating a happier work environment – you’re equipping your team with the mental resilience, problem-solving skills, and interpersonal effectiveness needed to attract and secure top talent.

What are some ways you foster a positive mindset within your recruiting team? Share your strategies in the comments below!

For more information on this topic, check out “What is Positive Thinking?” written by Alison Sherwood for WebMD or the Mayo Clinic’s “Positive thinking: Stop negative self-talk to reduce stress“.

Blog Post References:

Carver, C. S., & Scheier, M. F. (2014). Dispositional optimism. Trends in Cognitive Sciences, 18(6), 293-299.

Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist, 56(3), 218–226.

Isen, A. M. (1999). Positive affect. In T. Dalgleish & M. J. Power (Eds.), Handbook of cognition and emotion (pp. 521–539). John Wiley & Sons Ltd.  

Wright, T. A., & Cropanzano, R. (2007). Well-being and job performance: Does the happy-productive worker thesis have merit? In J. E. Maddux & S. J. Lopez (Eds.), Positive psychological capital: Going beyond human and social capital (pp. 353–367). Oxford University Press.

ES Talent Solutions assists corporate recruiting departments in getting the most out of their resources. From process efficiencies to technology implementations, companies are reaching their hiring goals on time and under budget. If you haven’t had a thorough review of your recruiting ecosystem, you’re missing out! Contact Eddie Stewart (estewart@ESTalentSoluions.com) today for a free recruiting diagnostic to fully leverage your talent acquisition function.