By Stephen Lionetti

​Recruiting can be very rewarding - helping people improve their lives by getting them the right job is an exceptional feeling. On the flipside, recruiting is also a demanding field. There are a lot of struggles to overcome when dealing with recruiting. Dealing with jobs that seem like they can never be filled, competing in a market where it gets competitive more and more each day, and the customer burning down your neck wanting a role filled as soon as possible. All of this can be extremely stressful which causes a lot of recruiters to experience burnout.
Recruiting can feel like you are repeating the same thing every day. There is always a need for positions to be filled. Often, it is the same position. Creating job descriptions, screening candidates, conducting interviews - You are doing the same thing repeatedly. Often this causes the recruiter to feel ineffective if they are not filling that job as fast as they thought they would or as fast as it needs to be. Having the same conversations, filling out the same paperwork, doing the same routine every single day may result in a lack of ambition in the recruiter
Often recruiters feel they are stuck in the middle. Recruiters feel they are unable to accurately describe the job to the potential candidate. This lack of information can cause dissatisfaction for the candidate thus leading them to look elsewhere. Being unable to provide all the information necessary will often find the recruiter not being able to find a worthwhile candidate who will stay at the job for a prolonged period.
How does a recruiter overcome burnout? How does a recruiter find the spark they had before? Setting achievable goals and completing them makes you know your job is meaningful to the company at large. This can boost your spirit and make you more optimistic. Taking time for yourself and not stressing over the job can help as well. Setting time for yourself to decompress and relax will ultimately make you enjoy your job even more.
How can employers help their staff overcome burnout? Recognizing the accomplishments your team is making, your team will fill fulfilled and want to strive to do better. Being supportive of your worker’s mental health will greatly reduce burnout in them. Allowing your workers to have time off to alleviate the burden they sometimes feel will improve their productivity drastically. Also setting achievable goals will allow work to be done in a plentiful and dynamic manner.
Burnout in the workplace for recruiters is becoming a common experience. Placing people in careers have been the most cut-throat it has ever been. Employers are vying for the right candidates. A lot of places are short staffed, thus causing recruiters to feel jaded. Recognizing burnout is key in employees as well as the person above them. Overcoming it is doable and will make working a much better experience. 

By: Ruby Delgado

I started my summer internship back in May 2021. Throughout the summer I have learned a lot of things. It is very different learning things from a textbook or in a class lecture compared to doing the work or seeing it happen in person . The three main things I have gained throughout my internship are networking, knowledge about the recruiting field and developing valuable skills. 

    Network is key when it comes to looking for a job or future business development. At my internship I have met many HR generalists and have been able to build my network. Networking plays a big part in advancing your career as well as opening doors to new jobs and opportunities! 
  
 Human resources have many branches and my internship focused on recruiting. I have learned about the recruiting field in my classes but being able to see it firsthand and how the process works has been very helpful. I have reviewed resumes and sat in on interviews, which I find helpful for my future interview I could have. Reviewing resumes has helped me see what recruiters are looking for and what is not good to have on resumes. This has been helpful in knowing what employers are looking for when they review resumes. 
    
   Developing skills is another value I have gained from my internship. From learning better people skills, effective communication, and  basic data analytics, I have been able to take what I have learned in classes and apply to my job. Every day I am working with people to get them into our doors and see if we have a position open that fits them and their goals. Communicating with my coworkers is very important this way we are all on the same page on goals we have for the work we are getting done. By keeping track of scheduled interviews, I have used analytics to determine measurements such as our appearance rate to help grow our candidate pool. By learning to use Excel, I have been pushed out of my comfort zone but have gained practical skills.

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We were so excited to have Ruby as one of our interns! Her contributions to Touchdown Business Solutions have helped our onboarding process. In addition, she is a diligent student and worker! How have you seen interns make a difference in your workplace?

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For many, when one thinks about the tasks, duties, and responsibilities of an HR Manager, someone like Toby from The Office comes to mind. Someone who only shows up when something wrong happens. They ruin all the fun by enforcing policies. They have little to do with the day-to-day operations or relations with staff.

However, an exceptional HR Manager is much more than the office kill-joy. In fact, the exceptional HR manager will do the following:

1. Protect the assets of the company by ensuring compliance with federal and state requirements and by providing a safe and healthy work environment free of hazards and harassment.

​2. Ensure the organization is staffed to the right level with the right people at the right time with the right skills.

3. Enable each Associate to learn, grow and reach their full potential by providing training and guidance to assist them to achieving their personal, professional and company goals. This consists of two different parts.

​First, Associate Development - Act with integrity, care, and concern which will enable their people to learn, grow, and reach their full potential. They also will provide position expectations that include success factors, defined objectives, goals, responsibilities, accountability and authority. Coaching, training and opportunities for advancement are key components of this step.

Second, Associate Recognition - Remove obstacles, promote employee initiative, create enthusiasm, celebrate success while meeting business objectives. Create an environment that challenges each employee to grow while learning from mistakes and having fun. Provide recognition for achieving business objectives with defined recognition criteria for attendance, safety, quality, productivity and delivery, (making a difference).                            

4. Help the company to remain the employer of choice by maintaining a fair and competitive compensation plan and benefits package.

5. Administer human resource policies and procedures using a systematic approach to resolve employee issues in a fair and consistent manner.

​6. Foster effective organizational communication by capitalizing on every opportunity for open dialog.

​How do you practice these concepts in your workplace?