My grandmother worked at a General Motors metal fabrication plant, raised five daughters, had the most wonderful dinner on the table each night, looked absolutely beautiful at all times, and never once complained of burnout! She might have had a nightly cocktail or two, but no burnout!
But, that was back when kids walked to school, uphill, both ways. Nowadays, we have ‘burnout’. Well, workers in America have burnout. I’m pretty sure that lady in Ethiopia walking ten miles a day to get fresh water for her kids to survive probably doesn’t get the concept either!
As leaders, we have to be concerned about burnout because we don’t want these precious snowflakes to crumble under the weight of having to work a full forty hours a week, for 48 weeks year. As you can tell, I’m very concerned about recruiter burnout! It’s a real problem in our industry.
Okay, I joke a bit. I was raised and taught how to be a recruiter by an entrepreneurial baby boomer female who would have eaten her young if it would have made one more placement! Burnout was not something I was led to believe was an option for my career. But, I know it’s a problem we face in the industry.
Here are five things I recommend to leaders in helping them solve Recruiter Burnout:
Sometimes people will tell you they’re burned out, when in reality, they’ve just reached their organizational life expectancy. That issue is different. When a recruiter leaves you because of burnout and goes and works another job as a recruiter, that’s not burnout. That’s ‘I just can’t stand your crap any longer’.
We love to say recruiting has a high burnout rate, when in reality recruiting has a high failure rate. It’s much easier to say ‘I’m burned out’ instead of “I just can’t take the failure any longer”. As leaders, we can help with the failure part.