It is Global TA Day and we are posting a series of blogs on all things TA. This blog focuses on the recruiter experience.
Talent acquisition is an amazing profession. The fundamental work of a recruiter is personal, meaningful, and purposeful. It enables companies to grow and expand into new markets and gives candidates new opportunities. Yet, companies do not always recognize the role of the recruiter or give TA teams the resources they need. According to Aptitude Research, only one in four companies are prioritizing recruiter turnover this year.
Companies looking to provide an exceptional employer experience to their recruiters should consider the following steps:
- Recognize Recruiters: Companies must recognize the reality of recruiting today and the challenges recruiters face when identifying and attracting talent. Recruiters must juggle multiple roles today and companies must recognize the work they do and the impact it has on organizational performance.
- Set Realistic Expectations: Companies must set realistic expectations of recruiting teams that can including hiring goals, diversity initiatives, and cost savings. To improve the recruiter experience, goals and expectations must be achievable.
- Invest in Technology: Recruiting and hiring teams need the right solutions to be successful. Companies that invest in the right technology will improve efficiencies and create opportunities to engage with candidates in a more meaningful way, and at scale.
Talent acquisition professionals are under pressure to balance a heavy workload without support, and they must remain flexible. Aptitude Research found the following challenges impacting recruiting teams:
Req Workload: Thirty percent (30%) increase in requisition workload since 2020.
Doing More With Less: Limited resources on TA function with layoffs and limited budgets.
Administrative Tasks: Spending 16 hours per week scheduling and 10 hours per week finding candidates in the ATS.
The role of the recruiter has become incredibly complex, and according to Aptitude Research, 30% of recruiters are feeling burned out this year. Over the past few years, talent acquisition has been a priority for business leaders. TA has been given new responsibilities that include areas such as retention initiatives, branding, internal mobility, and contingent workforce. By adding new roles, new strategies, and new technology in a short period of time, talent acquisition at many companies has become unwieldy and difficult to manage. Talent acquisition professionals need more support in balancing multiple priorities. The recruiter experience is the most critical component of the candidate experience and companies need to recognize when recruiters feel overworked and make changes.
