Comments on: Recruiters Are at Risk of Burnout http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 00:16:44 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Donald Knowles http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/comment-page-1/#comment-3121 Donald Knowles Thu, 13 Sep 2007 01:32:00 +0000 http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/#comment-3121 I know one thing, if I even try to take a couple days off I feel like I am neglecting my clients and I am losing placements. I have 3 weeks of vacation banked up with my company and wish I could take a breather. I know one thing, if I even try to take a couple days off I feel like I am neglecting my clients and I am losing placements. I have 3 weeks of vacation banked up with my company and wish I could take a breather.

]]> By: Rachel Schneider http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/comment-page-1/#comment-3103 Rachel Schneider Fri, 07 Sep 2007 07:46:00 +0000 http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/#comment-3103 Jill's points are dead-on however there is the issue of performance which Jim brings up. If a stellar performer or, at least, good producer suddenly winds down like that and exhibits those signs...and the productivity wanes also (quality of candidate decreases, fill rates are less, etc) - then it is burnout. If someone exhibits those signs and was not a good producer, or exhibits those signs and only gets certain types of candidates, etc...then they may just be poor performers. The remedy is coaching and performance enhancement techniques. And to Jim's point - it is the send-outs, offers made, cash-in, and quality of business/candidate that drives success. He is right on with that. Jill’s points are dead-on however there is the issue of performance which Jim brings up. If a stellar performer or, at least, good producer suddenly winds down like that and exhibits those signs…and the productivity wanes also (quality of candidate decreases, fill rates are less, etc) – then it is burnout.

If someone exhibits those signs and was not a good producer, or exhibits those signs and only gets certain types of candidates, etc…then they may just be poor performers. The remedy is coaching and performance enhancement techniques.

And to Jim’s point – it is the send-outs, offers made, cash-in, and quality of business/candidate that drives success. He is right on with that.

]]> By: Maneesh Gupta http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/comment-page-1/#comment-3102 Maneesh Gupta Fri, 07 Sep 2007 06:58:00 +0000 http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/#comment-3102 Great article and good comments from Keith. If recruiters can focus on strategic aspects of recruiting and get help on administrative side, it would sure avoid the feeling of burnout. Great article and good comments from Keith.
If recruiters can focus on strategic aspects of recruiting and get help on administrative side, it would sure avoid the feeling of burnout.

]]> By: Jim Cargill http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/comment-page-1/#comment-3101 Jim Cargill Fri, 07 Sep 2007 04:52:00 +0000 http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/#comment-3101 Good article, Jill. I do wish we could all resolve to identify 'recruiter' as either corporate, or TPR. Regardless, your five points that might indicate burnout are right on, and may apply to both groups. What I find interesting, as a TPR manager, is that some of the five points are often found in highly-productive TPR's. Rather than a sign of burnout, they might be a sign of someone who really knows their niche, knows where to look, has learned to narrow both the job requirements and candidate skills needed to those which are critical, and has learned how to shorten the entire process, successfully. Maybe we're onto something here! Fortunately, in the TPR field, send-outs, offers made, and cash-in rule the day. Mere activity, sometimes errantly viewed as productivity, does not count for much without the resultant revenue. Good article, focusing on things we should all keep our eyes open for. Good article, Jill. I do wish we could all resolve to identify ‘recruiter’ as either corporate, or TPR. Regardless, your five points that might indicate burnout are right on, and may apply to both groups.

What I find interesting, as a TPR manager, is that some of the five points are often found in highly-productive TPR’s. Rather than a sign of burnout, they might be a sign of someone who really knows their niche, knows where to look, has learned to narrow both the job requirements and candidate skills needed to those which are critical, and has learned how to shorten the entire process, successfully. Maybe we’re onto something here!

Fortunately, in the TPR field, send-outs, offers made, and cash-in rule the day. Mere activity, sometimes errantly viewed as productivity, does not count for much without the resultant revenue.

Good article, focusing on things we should all keep our eyes open for.

]]> By: Keith Halperin http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/comment-page-1/#comment-3100 Keith Halperin Fri, 07 Sep 2007 04:47:00 +0000 http://www.ere.net/2007/09/07/recruiters-are-at-risk-of-burnout/#comment-3100 IMHO, the risk of burnout can be reduced by minimizing the amount of administrative work done by recruiters, e.g., interview scheduling, as well as eliminating the necessity of providing excessive amounts of documentation ('paperwork') of the real work they do- it should take up no more than 5% of a recruiter's time documenting what they do the other 95% of the time. Ideally, anything low-touch/low value-add should be outsourced, leaving the recruiters to do the high-touch/high value-add work which (while it can still be stressful) tends to be both more interesting and a more valuable use of the recruiter's time. Cheers, IMHO, the risk of burnout can be reduced by minimizing the amount of administrative work done by recruiters, e.g., interview scheduling, as well as eliminating the necessity of providing excessive amounts of documentation (‘paperwork’) of the real work they do- it should take up no more than 5% of a recruiter’s time documenting what they do the other 95% of the time. Ideally, anything low-touch/low value-add should be outsourced, leaving the recruiters to do the high-touch/high value-add work which (while it can still be stressful) tends to be both more interesting and a more valuable use of the recruiter’s time.

Cheers,

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