Recruitment has always been a fast-paced and high-pressure profession. However, the last few years have been a real rollercoaster for the industry, with tremendous pressure that has translated into an increased likelihood of job burnout.
Two years ago, due to cost-cutting, many recruiters lost their jobs. Then, as a result of the reopening of vacancies, weakened HR departments were overworked. The great resignation has a multi-level effect on the labour market: candidates' expectations have risen, and the number of vacancies remains sky-high, thus high pressure from employers who are permanently lacking staff. Also, the popularisation of remote work has made it difficult to fill positions with low salaries and no hybrid work options. On top of this, the oncoming economic crisis heralds further setbacks, including layoffs, salary cuts, and a lack of willingness to change jobs. Not surprisingly, recruiters are exhausted. Some of the most common symptoms of burnout include:
- Decrease in productivity - inability to remain motivated, focused, or interested in the work;
- Emotional, mental, and physical exhaustion;
- Pessimism and cynicism - a negative outlook on the work and the inability or unwillingness to achieve goals.
You should also pay attention to other indicators, such as mood swings, sleep problems, headaches or migraines, body hypertension or absenteeism. If you see these symptoms in yourself or your team members, don't ignore them, but try to prevent and combat burnout. Take care of:
1. Communication
Working remotely can increase productivity, but it's isolating. Regular and quality communication is key in keeping team members motivated and supported, and solving their problems early on.
2. Setting viable goals
People work better when they know what to expect. Ensure that tasks are: achievable, realistic, specific, measurable and with a set deadline.
3. Work streamlining
Even the simplest ATS system allows recruiters to save time by automating some tasks. If your team is drowning in responsibilities, hire a contracted third-party recruiter. It will ease the workload when needed and is cheaper than hiring new people.
4. Optimal work model
Office, remote or hybrid - let team members determine and choose the work environment that is best for them. Keep work-life balance and take care of mental hygiene.
If you don't have enough resources to make immediate changes in all aspects, make them gradually, but don't delay. Professional burnout has many negative consequences, both for employees and employers.