Your recruiting team is overworked and under-resourced. What are you doing to support them?

I'm actively streamlining processes, implementing automation where possible, and advocating for additional resources to alleviate the workload burden on our hardworking recruiting team.

Assessing the workload and resources of the recruiting team involves a thorough examination of various factors, including: 1. Current Staffing Levels: 2. Open Positions and Hiring Goals: 3. Recruitment Pipeline: 4. Time Allocation: 5. Administrative Burden: 6. Technology and Tools: 7. Feedback from Team Members: 8. Comparison to Benchmarks: By conducting a comprehensive assessment of these factors, I can gain a clear understanding of the current workload and resource constraints facing the recruiting team, which will inform the development of strategies to support and optimize their operations

To alleviate the strain on our recruiting team, I will actively seek the feedback form the team to address pain points and optimize workflows. Also will brainstorm for the possible solutions with them to streamline or refine the process. I will reallocate resources where possible to ensure balanced workloads. Also will encourage and acknowledge their hard work to boost their morale. Even after this if team is still feeling overloaded then will put forth their pain areas ahead with management team and will ask for additional resource supports like interns, trainees to ease their work load.

I would start with addressing the current situation at hand and start distributing the workload: Prioritize: Collaborate with the team to prioritize critical hires and address the most urgent needs first. Can any open positions be put on hold? Delegate Tasks: If possible, delegate some recruiting tasks to other departments like initial screening or scheduling interviews. Temporary Help: Consider hiring temporary recruiters or outsourcing specific tasks like resume screening to alleviate the immediate workload.

To support an overworked and under-resourced recruiting team, I would first assess their workload and identify areas where they need assistance the most. Then, I would prioritize tasks and redistribute workload where possible, leveraging existing team members' strengths and skills. Additionally, I would explore options to streamline processes, such as implementing automated systems for resume screening or scheduling interviews, to free up time for recruiters to focus on more strategic activities. Providing additional training or professional development opportunities can also help empower team members to work more efficiently.

Promote Work-Life Balance: Recognize the importance of maintaining a healthy work-life balance for the recruiting team. Encourage flexible working arrangements, such as remote work options or flexible scheduling, to help alleviate stress and prevent burnout.

I agree that consistent communication is key to supporting your team and gaining victory! A couple of ways that help with this: ? Whiteboarding the Hiring activity - it's there for the TA team/Hiring Managers/C-Level partners to see who is managing what jobs, candidates & acts as a record for KUDOS to be proud of! ? MS TEAMS is our best tool throughout the week - great for quick daily updates & bi-weekly mtgs with ALL members to download candidate activity & onboarding activities ? Holding regular 1:1's to support your team and check in on their well-being - the meeting is for THEM, not the Supervisor or Manager ? Offering to step in and help - it could be big or small... whatever makes sense to move the goal forward!

Prioritize tasks and responsibilities to focus on critical activities that directly impact the recruitment process and organizational goals. Determine which tasks can be delegated, streamlined, or postponed to reduce the team's workload and increase efficiency. Advocate for additional resources, such as hiring more recruiters, investing in recruiting technology, or outsourcing certain tasks, to support the team and address workload challenges. Present a compelling business case to leadership highlighting the benefits of investing in recruitment resources to improve hiring outcomes and reduce burnout.

Delegating and empowering is SUPER important if you want to grow your team. Starting out setting small achievable goals builds confidence with young-in-career team members. Pairing up team members to learn from one another helps build confidence and stretches the untapped talent in them. It also will help spur on those who like a bit of 'contest' to be the best. My other suggestion is to praise with words other than 'great job' and 'good going' - specify what is working and if there are any improvements to be made. Your team should welcome constructive criticism to help them (and you) grow.

Provide training opportunities for the recruiting team to enhance their sourcing skills, interview techniques, and negotiation strategies. This empowers them to work more effectively.

Offer training and development opportunities to enhance the team's skills, knowledge, and effectiveness in recruitment. Provide access to relevant resources, workshops, webinars, and certification programs to keep the team informed about industry best practices and emerging trends.

LinkedIn has some really great training material on various subjects for new & developing talent TA members! If you haven't checked any of them out, I highly recommend them. We have also done a few outside training classes within our trades field that challenged us to look at how we currently operate for finding talent and learning from others in our industry.

Training and Development: Invest in training and development programs to enhance the skills and capabilities of the recruiting team. This could include providing training on sourcing techniques, interview skills, employer branding, and diversity and inclusion practices.

Streamline recruitment processes and workflow to eliminate inefficiencies, reduce manual tasks, and automate repetitive processes where possible. Invest in recruiting technology, such as applicant tracking systems (ATS), job boards, and sourcing tools, to streamline recruitment operations and improve productivity. Foster a culture of collaboration and support within the team by encouraging open communication, sharing best practices, and providing assistance when needed. Encourage teamwork, peer mentoring, and knowledge sharing to leverage collective expertise and resources.

Having had this situation myself with a 26 person department, I rebalanced the teams and their management by also reallocating people resources (so now each of my Resourcing Managers have a deputy each) whilst also raising the business case to bring in additional temporary staff. We have embraced flexible working which I'm a huge advocate of due to my own requirements. Have also brought in a task-based operating model to ensure they have time to focus on personal development. Work smarter, not harder as the saying goes.

Once the assessment of workload and resources has been conducted and strategies for optimization are being implemented, it's crucial to prioritize balance and recharge for the recruiting team. Here are some ways to achieve this: 1. Encourage Time Off: 2. Flexible Schedules: 3. Wellness Initiatives: 4. Team-Building Activities: 5. Encourage Breaks: 6. Recognition and Appreciation: 7. Training and Development 8. Encourage Boundary Setting: 9. Lead by Example:. Regular Check-ins: By prioritizing balance and recharge for the recruiting team, you can create a healthier and more sustainable work environment, leading to higher morale, increased productivity, and better retention of top talent.

Encourage the recruiting team to maintain a healthy work-life balance. Offer flexible work arrangements or additional paid time off to prevent burnout.

By implementing a combination of these strategies, you can demonstrate your support for the recruiting team and help them become more efficient and effective in attracting top talent for the organization.