What a strange, strange time it’s been … and still is, as businesses around the world crawl out from under the dark, 18-month-long cloud that has been COVID-19 and its subsequent recovery period. There’s no playbook for how to bounce back, including what to expect when you’re a recruiter circa mid to late 2021.
What is known, however, is that as companies move back towards full staffing levels after pandemic-induced layoffs, there will be intense competition for talent as autumn and the ensuing holiday season approach. Complicating things further are high levels of burnout that have impacted workers since the spring 2020 shutdown. Significant numbers of employees have or will be leaving their jobs as a result, and recruiters need to consider their needs.
Burnout: It’s on the Rise
According to the market research firm Ipsos, one in four employees plan to quit their jobs post-pandemic – and the majority cite burnout as the reason why. This allows recruiters to scoop up more talent, but be sensitive to this scenario as you do so.
- As defined by the World Health Organization, burnout is “feelings of energy depletion or exhaustion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and decreased professional efficacy.”
- Factors contributing to burnout include unmanageable workloads, lack of role clarity, and lack of communication and support from managers. These issues rose to the surface as companies everywhere went remote virtually overnight last March. According to a study by Monster, 69 percent of employees reported burnout while working from home during Covid-19.
After leaving a job due to burnout, employees are not about to dive back into anything even remotely similar. So as you recruit, acknowledge burnout for what it is, and take steps to make sure your company and the roles you seek to fill are burnout risk-free.
- Focus on work-life balance and wellness, and build a culture that shows you really care about your people. Avoid these red flags: sending emails outside of normal work hours, lack of flexibility in scheduling calls and interviews, and lengthy recruitment times.
- Put your job descriptions under a microscope. Analyze them to ensure they’re as specific and crystal clear as possible.
Competition for Talent: It Hasn’t Gone Away
What’s new, right? But remember, people had financial cushions with stimulus checks and other government assistance during the pandemic, and they’re not rushing into anything right now. The job has to be just right and meet those all-important life needs: it’s that simple. So, expect competition for desired talent to remain intense.
- Optimize the candidate experience – because, in the eyes of an applicant, it reflects the employment experience. If you have a poor hiring process, candidates will expect the same thing if they were to join your team, so they won’t hesitate to go elsewhere.
Work With the Experts
And so, the challenges for recruitment professionals continue. For more ideas on how to jump these and other career hurdles as this unprecedented time continues, turn to Search Wizards. Because talent acquisition is all we do. We can share our vast experience, contacts, and knowledge to address whatever issues come your way. Contact us today to learn more.
