Corporate TA Pros are drowning. Who is throwing out the life raft?

Every day I receive an email/message from a Corporate Talent Acquisition Professional telling me that they feel 'under water'. They say they feel overwhelmed beyond measure. Nearly every one describes it to me as if 'they are drowning’.

In fact, earlier this week, I posted on Twitter how concerned I was about the Corporate Recruitment community’s unsustainable workload and these were a few of the tweets in response:

I yearn for the days when I was merely busy. I’m living in triage mode and doing the best I can. But I know my candidates and managers are not getting what they deserve. And it hurts, A LOT.

My very first recruiting gig I was managing 30-45 reqs, and drowning. The candidate experience was my #1 priority. You can still give exceptional customer service, but it’s the burden, and load being placed on Recruiters is unacceptable.

I typically have between 25-35 and I’m drowning, thank god I’m on maternity leave right now!

What are we doing? How are we allowing this to go on? Who is helping Corporate TA? Who is throwing out a life raft to keep them afloat? How are we just turning our heads away from this, and ignoring it as if it isn't going on? Come on, HR Community. This isn't the time to put your hands up and say 'TA isn't my problem.' We are ALL on the same ship here. This is the hardest market many in Corporate TA have ever worked in; now is the time for collaboration in a big way.

I get it. It’s rough seas out here. The hiring market came in (like an unexpected storm) rapidly, challenging everyone-resulting in a frenetic, reactive response. But, have we noticed? Where is our 'strategic' hat now? Where's the proactive (non-reactive) response to what Corporate TA Pros are doing for organizations? They are still exhausted, trying to keep things afloat. They're scared to take a PTO day, as they're afraid the ship will capsize. They care so much about candidate experience, that they've literally neglected their own well-being in response.

'Drowning' is an awful word. Yet, it’s the one they’re using to describe their current work situation. Unable to breathe. Who is noticing this? What can we do to help?

I know; I can spend this entire blog sharing data about how Recruiter burn-out leads to awful candidate experience and frustrated hiring managers (which it does) but this isn’t about everybody else (Yes, they matter OF COURSE. But, let's just focus on TA for a quick second.) This blog is an SOS about a community of your employees who are struggling. Recruiters are employees, too. They also want balance, breaks, respect, appreciation and a manageable work load. Yes, they also want to be strategic, creative, innovative and values-led. But, none of this is remotely happening if they're not even above water...

My initial thoughts on what we can do to help:

If you are an HR Leader:

Talk to your TA Pros this week. Ask them if they feel they are drowning? If so, listen. Really listen. Don’t listen to speak. Listen to understand. See if you can come up with solutions together. Might it be adding additional headcount, getting them coaching/training support, delegating some administrative functions off of their plate? Sure, could be one or all of those things. Could be something total different. You will likely have to invest in them financially; start prepping your CFO. Be willing to customize a solution for what they foresee as helping them get out of this fraught place.

If you are a TA Pro:

Speak up if your HR Leader/Executive comes to you for this conversation. It’s okay to admit you’re struggling. It’s not a weakness! It’s a strength and it’s your reality. Be authentic, because nobody can help you if you pretend like everything is okay when it’s not. You deserve happiness at work. Start speaking up, sharing data, and explaining what is really going on behind the scenes to the people who may have the power to actually do something substantial to help you.

If you are a friend/family member to a corporate TA Pro:

Extend them some love. They need it. Calls to check-in, meals dropped off, unexpected cards. When someone is ‘drowning’ they need help, but may not have the energy to ask for it. Show up for them. They’ll thank you later, as soon as they get back above water.

#HRCommunity: We have a responsibility as a community to help each other. We are a community of kind, loving, thoughtful, empathic people. It's time for us all to step up here. A community means we look out for each other. It means that we send out a life raft when we see someone struggling, take control of the sails when their arms are tired, and stay humble while the storm is still brewing. This is a really important time in all of our professional lives to check our egos, consider our values, and decide how we want to show up for each other.

Corporate Recruiters: I am here for you in a big way. Please don’t hesitate to let me know how I can help you professionally, continue to advocate for your team, and continue to help you develop into the stellar professional you are. You are deserving and worthy of a safe and pleasant ride on calm waters.

Help is on its way!

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