How to Avoid Recruiter Burnout

March 26, 2014 at 6:00 AM by Kathleen de Lara

recruiter burnoutFlashback to when you started out as a recruiter. Remember the thrill of making your first hire?

Rookie’s rush may fade away over time, but the good habits and practices that helped you find great candidates in the first place should be welcomed to stick around well past that stage.

It’s easy to be jaded by the seemingly cyclical nature of recruiting. Stimulate your team and steer clear of the dirge of recruiter burnout.

Consider alternative tools to fulfill the candidate search.

There may be a number of go-to networks, sites, and tools that your recruiters depend on to find qualified candidates, but relying excessively on technology to automate the hiring process puts the team out of touch with face-to-face interaction with talent. Falling into a mundane, daily recruiting routine prevents the team from leveraging the vigor it takes to do a comprehensive search for candidates. Consider incorporating a mix of tech and the human touch during the entire outreach, engagement, and onboarding processes to get recruiters familiar with old school and new school techniques.

Schedule time each week for recruiters to mingle and get creative.

Staring at a screen all day may not yield as much productivity as some may think. Just as writers eventually experience writer’s block, at some point, recruiters hit a wall and temporarily lose sight of their vision for the company. To keep your team from doing just enough to get by and filter decent candidates into the pipeline, set aside an evening for recruiters to network with and learn insights from other industry professionals to inspire their own sourcing strategy. Reserve an hour each week for your team to brainstorm ideas and explore resourceful options for engaging talent.

Rotate the types of positions your team is hiring for.

Ditch the recruiting rut and get the team acquainted with sourcing for positions they may not be all that familiar with. Recruiters continually on the hunt for the same types of talent grow overly comfortable with those pools, forgetting to take into consideration candidates who may be good fits for positions the rest of their team is searching for. In addition, recruiters’ research skills begin to wane, pushing their expertise behind competitors. Allow the team to learn the breadth of the recruiting ropes by giving them the opportunity to attract candidates for various roles and departments.

Hire contract recruiters to fill your immediate needs.

Contract recruiters are a quick, cost-effective solution to your company’s drain on resources. Turning to outside, experienced recruiters can be helpful in times of landmark events or happenings within the organization. If your team is getting prepped to launch a new product, hiring managers and recruiters focused on sorting through talent is an inefficient time sink, not to mention temporarily employing a recruiting firm can be costly. Contract recruiters offer a scope of short-term benefits that influence a company for the long run.

If you’ve been to recruiter burnout hell and back, we want to hear your side of the story. Share your experiences in the comments or tweet us @Entelo!

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