A major hot topic in today’s job market is burnout. Many talent teams across the country have been working around the clock to find top talent to fill their high number of open job requisitions. The level of stress for recruiting, sourcing, and hiring top talent amidst a global pandemic is high. You can only imagine this is a huge factor of why recruiters are starting to experience the results of burnout.
Let’s get Real. What is burnout? Many people describe burnout as a feeling of exhaustion, boredom, and overall hollowness where one feels they can’t make a difference within their organization. Since the pandemic started, over 61% of recruiters have reported increased amounts of stress at work (Galli, n.d). However, the cause of burnout doesn’t always originate from a heavy workload.
Burnout among recruiters is more often resulting from 2 key factors:
- Isolation due to work-from-home/remote work – Many recruiters are still working 100% remotely, which can be difficult to consistently achieve the work-life balance. Being able to leave the office every day and have that commute home can create that forced boundary that helps everyone separate work from their personal life.
- My Thoughts: As an individual who is on a flexible, hybrid schedule, it has been a long journey of slowly improving my boundaries and finding ways to keep a personally healthy balance. Throughout this journey, some ways that I have found successful in keeping that balance are:
- Setting a cut off time for when I won’t be working at the end of the workday
- Creating designated office space at home so I’m not working from my couch or bed
- Setting a daily routine including breaks (lunch break, coffee break)
- Recruitment Process Takes Too Long – Hiring top talent can be challenging and time consuming especially to evaluate and find the best fit for the organization. Research data shows that organizations lose up to 89% of potential candidates due to the long interview processes (Galli, n.d).
- My Thoughts: As a recruiter, I work with a variety of clients. Each is unique in the hiring needs and what role I play within the process. My overall role is not only recruiting but to also serve as a consultant for my clients within the interview process. Being able to provide feedback to my clients is always super important as I want to ensure that all of my candidates have a positive experience whether it’s the best fit or not. Setting the communication line open with your clients is the best way to ensure a successful working relationship and long-term partnership.
Overcoming recruiter burnout is critical. It starts with being aware of the signs and symptoms and when to chat your concerns with your manager to help come up with a solution. As we start to head closer to 2023, how will you ensure your team is refreshed and ready to face the challenges the new year will bring?
To learn more about this topic, you can click on the links below!
What is Recruiter Burnout and What Can You Do About It? (lever.co)
The 5 causes of recruiter burnout … (and how not to) | HRMorning
Recruiter burnout: Why it’s happening and what you can do – Workable
2022 HR Statistics, Trends & Data: Ultimate List – People Managing People