Recruiter Burnout and What To Do About It
Posted on January 15, 2020, by Devyn Hinchee
If you work in recruiting, you may have seen this article about recruiter burnout floating around in December. It was the end of the year and recruiters were feeling the strain. For some, the strain was more than just your standard stressful day. It was leading to complete and total burnout.
What Is Recruiter Burnout?
Burnout is “a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.” (Source) It isn’t simply having a bad week or feeling some strain that you are able to check out of when you leave work. It is a level of exhaustion that affects far beyond your day-to-day work duties.
What to Look For
When feeling burned out becomes your norm it can be really difficult to decipher when it has become a problem. Having regular check-ins with yourself and ask yourself some questions about how you’re feeling at work. The Mayo Clinic suggests asking questions like:
- Have you become irritable or impatient with co-workers, customers or clients?
- Do you lack the energy to be consistently productive?
- Have your sleep habits changed?
- Do you lack satisfaction from your achievements?
- Do you feel disillusioned about your jobs?
- Have you been experiencing new and stress-related physical reactions?
Having these frequent check-ins with yourself can help you to see when you’re feeling stressed out versus when you may be approaching burnout. If you find that you are able to pinpoint what is causing stress and you are able to see a solution or endpoint of the stress, chances are it’s not burnout. Yet if you feel overwhelmed with a lack of motivation and care for the work that you previously had, that’s where burnout may be the culprit.
What Causes Recruiter Burnout
Recruiter burnout can be caused by a number of different work issues. A lack of balance (i.e. defining yourself entirely by your career and being incapable of viewing yourself as successful outside of work) could leave you feeling like success is unattainable.
A lack of resources or control could also lead to employee burnout. Without the tools you need to be successful or the control you need to feel hopeful about your work, the gap between what you want to do and what you can do can become too large to bridge.
Unclear or constantly changing expectations leave employees feeling lost about what to do in their workday. Dealing with an unstable workplace will, at best, leave a recruiter stressed and, at worst, will lead to burnout.
What You Can Do
The best way to deal with burnout is to prevent it completely, but if you feel yourself slipping, there are few things you can do to regain your positive outlook.
Work through your emotions and your reactions to try to find the particular cause of your burnout. Knowing what the root is can help you find the solutions that could work for you. If you’re battling unclear expectations, set up a meeting with your manager to better understand what you’re responsible for. If you’re being hit by a lack of tools, take the initiative and find out what would make your job more effective.
Something as small as beginning a new exercise routine can be enough to kick out the feelings that come from burnout. Change up your routine and do something that is solely for you!
If you’re looking to prevent burnout (and we all should be):
- Build goals that are attainable. Ride that wave of success whenever you reach one. Extend that positive attitude to the people that you work with.
- Let automation help. If you’re feeling bogged down with how to handle admin tasks, consider whether automation would be a good fit for you.
- Take a break and build a life outside of work. If your job is your sole source of satisfaction in life, the pressure can become too much to handle. Taking time off is one of the most difficult things for a recruiter to do, but a break may be exactly what you need.
- If you’re a TA leader, keep in mind that your recruiters are doing their best. Piling more requisitions on them or subconsciously punishing them for taking breaks when they need is detrimental to them.
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