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When employee turnover rates hit record high levels at the height of the pandemic, recruiting teams were not immune to the churn. Dissatisfied recruiters in every field quit, and talent acquisition teams were faced with the tough challenge of tackling organizational hiring goals with smaller teams. The resulting scenario sounds all too familiar: those who stayed often took on more responsibilities and worked more hours, which put them at risk for burnout.
Regardless of voluntary quit rates, TA leaders have to continuously evaluate their approach to team management, just like any other business leader, in order to keep their people happy and productive. Making sure your team has the tools and resources they need to perform their jobs effectively is a crucial aspect of successful recruiting team leadership—and taking care of people on a human level is just as important.
The most effective talent acquisition leaders help their recruiting teams by:
- Reducing time spent on repetitive tasks;
- Accelerating the hiring process;
- Improving the ROI of your tech stack; and
- Collecting regular employee feedback to inform decision-making.
Help Them Save Time
Recruiting involves a lot of repetitive tasks and administrative work. But you don’t want your team feeling weighed down by the minutiae. Fortunately, today’s best practices and technology solutions offer many ways to help your team save time.
First, review the hiring process from beginning to end and look for opportunities to batch tasks, streamline steps, or reduce friction. Evaluate how much time your team is spending on repetitive tasks that could be automated. Virtual recruiting events can help recruiters save loads of time with event templates for easy setup, the ability to screen more candidates in less time, and cutting out the need for travel. Automated features to collect candidate feedback and conduct follow-up communication save even more time, freeing recruiters to focus on building relationships with quality candidates.
Speed Up the Hiring Process
Accelerating the hiring process comes with a variety of benefits. Because of today’s tight talent market, speed helps employers compete for top talent, which means your recruiting team can land more wins. An accelerated hiring process also reduces candidate ghosting, which also reduces frustration for your recruiters.
To effectively accelerate your hiring process, evaluate and benchmark key metrics like time to fill and time to hire. Adopt practices that help move candidates more quickly through the funnel, such as using virtual events as CTAs in job ads and hosting one-and-done hiring events that result in same or next-day conditional offers.
Evaluate the ROI of Your Current Tech Stack
When was the last time you updated your tech stack? Three years, five, more? Chances are, it’s time.
Assess how your current tech is helping your team—and how it’s getting in the way of success. Compare your current solutions with hiring platforms that are designed to save time, get a better ROI, improve efficiency, and ultimately just do more. In this fast-changing talent market, employers need tech that grows with their needs. (Brazen, for instance, is constantly evolving to offer new features and products that help employers attract and engage with top candidates. We’re best known for our virtual hiring event solution, and we’ve also added to our recruiting suite by offering enhanced candidate communication capabilities, targeted microsites, and features to manage in-person recruiting events, all with TA teams - and their ability to hire more people, faster, for less - at the heart of these tech advancements.)
Conduct Regular Employee Sentiment Surveys
Ideally, you’re already conducting weekly check-ins with your team members about their priorities and challenges, so you can support them on the spot. In addition to these touchpoints, it’s vital to conduct more formal employee sentiment surveys that reveal their attitudes and emotions about work on a broader scale.
Ask about everything from team dynamics, workload, and schedules to wellness, benefits, and career aspirations. Most importantly, act on the insights you gather from these surveys. If your team has major complaints, work (visibly) to address them—or at least acknowledge the issues if you don’t have the authority to resolve them yourself and be transparent with your team about what you’re doing to influence change. Feeling seen and heard goes a long way toward helping employees feel engaged and present at work, which allows them to do their best work.
Recruiting Team Performance Drives Organizational Health
Helping your team feel seen and supported—as humans, as individuals, and as professionals—is not just about having a happy crew. It’s also about getting the job done as efficiently and effectively as possible, so your entire organization can perform better and achieve great things. But it all starts with the recruiting team. Prioritize their experience (and their results) with the right processes, practices, and technology solutions so they can crush the organization’s hiring goals and leave work feeling satisfied and fulfilled.
Ready to learn how you can hire more people for less with Brazen?
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FAQS: How to recognize and prevent recruiter burnout.
How can recruiting leaders play a role in preventing burnout among their teams?
Recruiting leaders can contribute significantly to preventing burnout by fostering a supportive work environment and promoting work-life balance. They can encourage open communication, offer resources for managing stress, and recognize and appreciate their team's efforts regularly.
How can recruiting leaders recognize signs of burnout in their team members?
Recruiting leaders should be vigilant in observing signs of burnout. Conducting regular check-ins and one-on-one meetings can provide valuable insights into their team's well-being. Implementing wellness programs like stress management workshops, mental health support, and flexible work arrangements can significantly contribute to preventing burnout among recruiting teams. Encouraging team members to take regular breaks and providing access to resources like Employee Assistance Programs (EAPs) can also be beneficial.
How can recruiting leaders foster a positive team culture to support employee well-being?
To foster a positive team culture, recruiting leaders can lead by example and prioritize work-life balance. They can organize team-building activities, celebrate successes, and create a supportive and inclusive environment where team members feel valued and appreciated.
Can technology be used to alleviate burnout in recruiting teams?
Yes, technology can play a vital role in reducing burnout by automating repetitive tasks, streamlining processes, and improving efficiency. By leveraging technology effectively, recruiting leaders can free up their teams' time and focus on more strategic and meaningful aspects of their roles.
