Three Reasons Recruiters are Burnt-Out at Your Staffing Agency

Let’s face it, recruiting is one of the toughest jobs out there. I’m sure you’ve experienced this first-hand. Whether you’ve been a recruiter yourself or you’ve been in staffing long enough to know the ropes…there is no doubt that recruiting is a stressful, round-the-clock, no-days-off kind of role. But does it have to be? 

Some old-school staffing folks might argue, “It’s what separates the good recruiters from the bad and allows the best of the best to rise to the top!” But as new, innovative technologies continue to come on the scene and young people begin to enter the workforce – it might be time to take a look at your internal team and how your processes are impacting them. 

There is obviously an infinite number of reasons why a recruiter might choose to leave your agency, but after talking to hundreds of firms and spending countless hours in the trenches with people in this role, we’ve distilled it down to three key challenges that are likely causing a majority of your turnover: 

1. Demands of the Job

Recruiters are often the type of people who thrive under immense pressure, but even people who love that environment need a day off every once in a while. When is the last time you let your team go home early on a Friday or didn’t have them checking voicemail or email at 4 AM to see which workers have called off or which clients are in need of last-minute help? Without a chance to step back and re-charge it’s no wonder that recruiters are burnt out and opting for jobs that are a little less stressful. 

2. Competitive Market

Everyone in our space is talking about the historically low unemployment rate but there are, quite literally, not enough people to fill the number of open positions. (The Bureau of Labor says there are 0.9 unemployed people per open job, to be exact.) We’ve talked to recruiters that are constantly frustrated by workers, “going across the street for a nickel.” This has recruiters feeling like they are constantly trying to stop a leaky bucket by adding more water to it. Rather than focusing on adding huge amounts of candidates to the top of the funnel, perhaps it makes more sense to reduce turnover and improve redeployment metrics instead. 

3. Outdated Technology

People are wired to find the path of least resistance to get their job done, so if your outdated tech is making them work harder or is hindering them from being successful or efficient, you need to think about what those inefficiencies are costing your bottom line. Maybe this isn’t a direct reason that you should start looking for new technology at your agency but it sure is something to consider as you’re building a business case and finding the budget to allocate for new tech. 

Our clients are seeing tremendous results and benefits from implementing their own digital staffing marketplaces with Deploy by Shiftgig. Not the typical stuff we talk about like worker and client self-service rates, higher worker engagement, increased fill, fewer no-call-no-shows (which are all true and very important results to measure!) 

Some of the lesser-known but equally important benefits of the platform are being seen inside of our agency partners themselves. Recruiters don’t have to bring their work home with them, allowing them to be more present with their friends and family. Many of their tedious, repetitive tasks are being automated so they can focus on more interesting or impactful projects. 

We would love to show you how Deploy by Shiftgig can have a positive impact on your internal team. Let us help them focus on what’s really important: growing your business. Request a demo today!

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About The Author

Stephanie is the Director of Marketing at Shiftgig and a self-proclaimed bar trivia extraordinaire. When she’s not helping transform the way people work, she is on the hunt for the best tacos in Chicago and cheering on the Boston Red Sox. To connect with Stephanie, follow her on Twitter @ShiftgigSteph.