Recruiting Tips

Recruiter Burnout? One Solution You Can Use to Solve it Right Now

Apr 06, 2022 - Valery Caputi Lopez

Recruiter burnout is real, and it's becoming a progressively tougher problem to solve for TA teams of all sizes in today's hyper-competitive and fast-paced hiring market. Longer hours, mounting responsibilities, repetitive tasks, and higher stakes can leave TA professionals feeling drained, affecting their mental and physical well-being with disastrous results for both themselves and their organizations.

To stop it, you must start by understanding the signs of burnout and its main causes in the HR space. Let's start with a high-level definition.

What is Recruiter Burnout?

SHRM defines employee burnout as "feeling exhausted, bored, and ineffective [both on and off the job]". While anyone can experience burnout in their chosen profession, recruiter burnout was coined as a term that specifically refers to talent acquisition professionals due to the inherently taxing nature of their jobs, even in the best of times. Add in external factors like the Great Resignation and the ongoing Covid-19 health pandemic, and you have yourself a recipe for disaster that has left TA professionals reeling. According to the 2021 Paychex Pulse of HR Report, 70% of HR leaders feel the pandemic has been one of the most challenging times of their career, and 98% feel that it has completely transformed their role from what it was just a few years ago.

While not always easy to spot, the visible signs of recruiter burnout include:

  • Hypertension
  • Emotional exhaustion
  • Physical exhaustion
  • Constant stress
  • Mood swings
  • Decreased productivity
  • Headaches
  • Absenteeism
  • Pessimism or a negative attitude
  • Sleep issues
  • Lack of motivation

The Primary Reasons for Recruiter Burnout

Recruitment teams are often burnt out because of high workloads, isolation due to remote working, pandemic related job cuts and layoffs, lack of resources, changing recruitment goals and targets, and higher organizational demands now that the recruiting and retention function is more important than ever. Higher levels of stress also makes a strong impact with 61% of recruiters reporting an increase in their stress levels at work and 19% reporting a drastic increase in stress in past years.

But that's not all. Finding enough quality candidates for an increasing amount of open positions in the hiring process also takes its toll on recruiters. Among the top challenges cited by TA professionals in attracting and sourcing qualified candidates are:

A 2022 Brazen report also shows that the number one factor of low satisfaction in large recruiting teams is not having enough time to fulfill all assigned responsibilities and tasks. Where there is a stark disconnect between the work TA teams can do versus what they must do, recruiter burnout is sure to make an unwelcome appearance.

The Answer is Recruiting Tech

So amid all these internal and external challenges, what's the best way to help recruiting teams today? A study by Jobvite found that 45% of recruiters believe that AI and automation will make their jobs better, particularly when it comes to repetitive, manual tasks that keep them from focusing on more strategic work. In saying that, almost half of companies are actively investing in tools that help to speed up recruiting, which can help hiring teams optimize their recruiting process.

But a word to the wise: not all virtual tools and platforms are created equally. If companies make the wrong choices, they'll only add more to-dos to the unsustainable workloads that they were hoping to alleviate in the first place, putting your HR workforce at risk. So do your research and explore every option according to your recruiting team's precise needs in order to find the best technology fit.

To see if Brazen's virtual event platform or Sourcing Marketplace would be a good match for your HR goals, read more about us here.

Benefits of Integrating Sourcing with a Virtual Events Strategy

Virtual hiring events offer an immersive and engaging experience to drive more talent traffic and hires through your talent pipeline. Not only are they far more accessible than in-person events for both applicants and recruitment professionals, but they can also grant hiring teams access to a slew of online communication tools, such as QuickChat, live broadcasting booths, video and audio chats, and more.

Candidate sourcing (i.e. the search for qualified candidates) can either be done in-house or by third-parties. The advantage of outsourcing this task —and freeing up even more precious time and bandwidth for your internal team— is that the sourcing company will do all the sourcing work for you with partners and resources they trust to be effective in our current candidate-driven market.

Individually, both solutions offer great ways to safeguard your hiring team's resources while producing excellent results. But together, they're nothing short of magic! In fact, there are many synergies to be had by mixing a candidate sourcing strategy with a virtual events strategy.

This integrated approach allows TA teams to:

  • Reach hard-to-find candidates who aren’t applying to your jobs and engage passive talent early in the process
  • Reduce candidate ghosting by offering a speedy and engaging experience before they apply
  • Drive diversity hiring results and convert more qualified candidates from your sourcing spend
  • Accelerate your time to hire, which gives more valuable time back to your recruiting team

Help Recruiters Work Smarter, Not Harder

Recruiters have a lot going on. In addition to their demanding jobs, they need to manage their personal lives as well as those of their candidates during a very critical time. This includes everything from talent sourcing, to budgeting, to keeping up with the newest technology trends. When recruiters don't feel supported by their employers, they often find themselves working long hours with heavy workloads, and under great stress and pressure.

If your company has a strong culture of supporting its employees, then find a way to introduce the right technology to your hiring team to alleviate their individual and collective work-related burdens. You won't just be improving your hiring ROI, but you'll be making a positive impact in their work-life balance in the process, thereby protecting your hiring team and putting an end to recruiter burnout for good.

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