Employee Engagement

End Recruiter Burnout: 6 Ways to Keep Your Recruiting Team Engaged and Satisfied

Jun 14, 2022 - Cat DiStasio

We know employee engagement and candidate engagement are major areas of concern right now. And rightly so. But don’t overlook engagement among your talent acquisition team, or your hiring challenges could multiply out of control.

Unsurprisingly, recruiter burnout rose in the early months of the pandemic and it’s still high, amid stiff competition for top talent, unpredictable employee turnover, and the rising demands for a better employee experience. While the Great Resignation may begin to subside this year, voluntary quits remained high in January and talent acquisition teams will continue to face steep pressures for the foreseeable future in this candidate-driven market.

In our recent survey with the Talent Board, we found a disconnect in satisfaction levels between recruiters and members of the C-suite. Overall, the people who use HR tools on a daily basis are more likely to be dissatisfied. Almost a third (30%) of recruiters reported they are dissatisfied or very dissatisfied, 31% lower than C-suite respondents. Although VP’s and Directors had lower satisfaction too – those closer to the struggle of attracting and sourcing candidates are much less satisfied in today’s labor market.

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In this post, we’ll explore the problems leading to low satisfaction levels among TA team members, and propose solutions that TA leaders can adopt to improve the employee experience—and recruiting outcomes—for the long term. This is imperative in order to proactively address the threat of growing recruiter team attrition, which would only confound and amplify challenges in reaching new talent right now, where we face a historic 4.5 million job postings to active job seekers surplus. Now is the time to get proactive in engaging and retaining your recruiting team.

A Deeper Look at Recruiter Satisfaction

The job function of a recruiter is tough in ‘normal’ times and today’s tight talent market makes the challenges even steeper—but there’s a range of experiences for recruiters depending on their circumstances.

The size of the organization matters, for starters. Recruiter dissatisfaction is 33% higher in larger organizations (with 100,000+ employees), but it drops 55% among organizations with 2,501-5,000 employees. We attribute this disparity to the increased complexities and pressures associated with heavy workloads and large scale talent sourcing and engagement.

Having the right tech stack is also linked to higher satisfaction and less job burnout. Satisfaction generally rises among participants who use recruiting technologies such as CRMs, candidate matching and sourcing tools, chatbots, and virtual recruiting platforms. Implementing the right HR technology helps support TA teams to do their best work by providing streamlined workflows that lead to better outcomes.

How to Boost Satisfaction on your TA Team

Fortunately, there are many ways to combat recruiter burnout, encourage higher levels of engagement, and boost satisfaction among your talent acquisition professionals.

1. Update your tech tools to automate repetitive tasks. 

Did you know time-to-fill actually decreases 15% for organizations that use virtual recruiting platforms? Speeding up the process by reducing manual tasks frees recruiters to invest more time in communication/building relationships during the recruiting process, so make sure to give your staff access to recruitment tools that matter most to them.

2. Reality-check your culture. 

If your hiring team dreads coming to work every day, satisfaction will suffer. Be on the lookout for warning signs of burnout. Emphasize a results-driven culture that allows employees to have more control over when and where they work. If you offer authentic flexibility, a good work-life-balance, and reduce urgency around non-urgent tasks —thereby acknowledging employees as humans first and doing your best to keep their stress levels low—, engagement will follow.

      3. Support career progression and advancement. 

      Helping your team do their jobs today is essential, but it's also the bare minimum you need to do to curb employee burnout. Showing them a path for career growth may seem optional, but it’s far more important than many leaders realize. Using mentoring programs and upskilling training to help your team learn and evolve can keep employees more engaged and happy at work.

        4. Audit compensation and benefits

        Ensuring pay equity throughout your organization is just the tip of the iceberg in the burnout equation. Have you recently updated your benefits and perks to align with today’s changing standards? Many organizations are expanding paid family leave, mental health benefits, employee wellness programs, and offering more flexible schedules. If you’re not sure what your team wants, simply ask them.

          5. Reward accomplishments and contributions. 

          Most employees agree: a little recognition can go a long way to stave off work-related burnout. So be sure to acknowledge your team in small and big ways. Set attainable goals and thank employees for their work. Offer constructive feedback to help them grow, and reward team members for their individual and collective achievements.

            6. Collect actionable feedback. 

            Throughout your journey to boost satisfaction, perhaps the most important tip we can offer is to avoid making assumptions. Talk with your team via regular check-ins, individually and as a group, and measure their satisfaction yourself with tools like anonymous surveys and pulse surveys to get a clear picture of how your team actually feels. While not always easy to spot, there are many tools and trainings you can adopt to help you identify the symptoms of burnout in every recruitment professional.

              Conclusion

              If your talent acquisition team is burned out and checked out (or even starting to show the first signs of burnout), your hiring process and outcomes will suffer. In today’s tight talent market, TA leaders can’t afford to roll the dice with their own teams. Taking ownership of your team’s engagement and satisfaction, and working to understand the factors that impact them, can help you drive success throughout your organization. Start by learning more about the individual experience of your team members, and find ways to ease their pain points, while simultaneously supporting better recruiting results for your organization.

              These early findings from our survey with the Talent Board are powerful—and there are many more insights on what challenges hiring teams face and how to attract and source more qualified candidates for all your open positions. Click here to download the full report.

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