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Recruiter burnout: Why it’s happening and what you can do

吸引人才和留住人才顾问Roberta Matuson就你的招聘团队面临的额外工作负担以及如何减轻这个问题分享了她的专业见解.

Recruiter burnout

Managers are complaining that HR is useless.

你的招聘人员告诉你他们不能再处理任何工作申请了.

Your head of talent just gave notice.

Sound familiar?

你能不能负责让你的招聘团队走火?

根据人力资源管理协会(SHRM), 全国所有行业和雇员规模的平均水平是 somewhere between 30-40 open requisitions per recruiter at any one time. Sounds like a reasonable number, right?

Before you agree, 有必要理解的是,这一数据点并不能完全说明是什么导致了招聘人员的倦怠.

以下是在确定招聘团队的合理工作量和招聘工作的有效性时需要考虑的其他因素.

1. Unemployment rates

When the unemployment rate is high, 更多的申请者将导致更强大的申请者管道和更高的录取率. The time to fill rates, 给招聘人员时间来处理更多的职位空缺, will also decline.

However, the opposite is true as well. When we have low unemployment rates, which we’re experiencing right now, 雇主看到的合格求职者明显减少, 这意味着要花费更多的时间和精力来填补职位空缺. So, in essence, 正规网赌软件下载要求那些负责招募的人在没有额外支持的情况下取得同样的结果.

2. Absence of a dedicated recruiting team

Many organizations don’t have dedicated recruiting teams, 这意味着许多人力资源人员在填补职位空缺的同时还要平衡其他职责的巨大压力. At the same time, 那些在预算有限的公司工作的人被告知他们无法支付招聘费用. 如果你的生意就是这样,那你就是在让自己走向失败.

If you continue to ask your HR team to do more with less, 你很快就会面临这样一个尴尬的境地:招聘新的人力资源部门. You want people to feel good about their work. For many, 这意味着有必要的资源来做好他们的工作, 例如招聘费用预算和聘用合同招聘人员的批准.

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3. Lack of resources available

We briefly touched upon resources available (i.e.、招聘费用预算、合约招聘人员人数等.) However, 还有更多的因素需要考虑,以确保你准备好迎接2022年将带来的招聘挑战.

Have you updated your talent strategy? 如果你没有,那难怪你的人会感到沮丧. 在试图弄清楚如何操作智能电视时,完成大流行前制定的人才计划,就相当于阅读旧索尼特丽珑(Sony Trinitron)的用户手册. 把计划(和手册)扔到垃圾桶里,建立一个相关的策略, given the times we are in.

Do you have an effective employee referral program? The key word here is effective. 你们很多人都有员工不知道的项目. 现在是重新定义这些项目的时候了,以确保它们在您的组织中是最重要的. Do you have a robust social media recruiting program? 否则,你的招聘团队可能会比他们应该做的更加努力.

4. High employee turnover

大多数人并不了解高水平的员工流动率对吸引候选人和填补职位空缺的全面影响. It’s no secret which companies churn employees, 这意味着你的员工必须比低流动率的竞争对手付出两倍的努力才能得到一个候选人.

You can’t go back and change history. However, you can take immediate steps to stop the churn. 首先,你可以找出人们离开的真正原因. 许多即将离开的人说,他们离开是为了“更好的机会”.“但你真正想知道的是,他们为什么会首先考虑一个更好的机会.

接下来,你想让你的经理和他们的团队见面,问以下问题:

  • What were your hopes and dreams when you took this job?
  • Are you advancing towards your dreams?
  • What can I do to help you get there?

提醒管理者倾听那些他们可以支持团队成员实现理想状态愿望的领域.

5. Underutilized resources

The quickest way to help your recruiters fill jobs is to turn your entire team into a hiring machine. 公司里的每个人都应该负责招聘人才. 要做到这一点,你必须训练你的员工,让他们为成功而招募和选择.

以下是一些减轻招聘人员目前所感受到的倦怠和压力的方法,以及有关你的组织如何更好地迅速找到合适人选的建议. The next step is up to you. 现在做点什么来确保你的招聘团队焕然一新,准备好迎接2022年将带来的挑战.

Roberta Matuson, The Talent Maximizer® and President of Matuson Consulting, helps world-class organizations like General Motors, Takeda Pharmaceuticals, and Microsoft hire and retain world-class talent. 罗伯塔是六本关于人才和领导力的书的作者,包括最新出版的《 Can We Talk? 处理工作中棘手对话的七个原则, and Evergreen Talent. Sign up to receive her free newsletter, The Talent Maximizer®. Follow her on Twitter.

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