Author: Tess Joosse
Recruiter burnout – ways to enjoy your job and protect your health. The last few years have been hard on recruiters. The COVID-19 pandemic created a hiring whiplash and changed so much about life and work, and as a result, some recruiters have found themselves chronically stretched thin, exhausted, and unproductive: in other words, burned-out.
The World Health Organization defines burnout as a syndrome involving feeling depleted or exhausted, feeling distant from or negative about your job, and being less efficient or productive at work. While stress at work is unavoidable, chronic and prolonged stress can do damage to your health, happiness, and ability to be a great recruiter.
There’s some good news: if you’re feeling this way, you’re not alone, and there are ways to beat it. Here, we’ll dive into some ideas for combating and avoiding burnout as a recruiter.
Top Ways to Beat Recruiter Burnout
1. Evaluate your situation and set realistic goals and to-dos.
Think about what’s working about your situation, what isn’t, and what you can change. Do you feel like you can’t leave work at work? Does every day feel the same? Is your physical health suffering? Do you have too much to do each day? By taking stock and taking charge of what you can control, the stresses at work that are truly unavoidable and immovable will pack less of a punch on your wellbeing.
Set a daily work schedule and stick to it. Be candid with yourself and the companies and hiring managers you work with about what is a priority about how much you can fit into the day. Set goals that are specific, time-bound, and measurable. Communicate with your team about your situation and about what roles and projects are a priority.
2. Reduce exposure to stressors and set work boundaries.
Again, some stresses at work are unavoidable. But there are ways to mitigate, manage, and reduce your exposure to them. Consider setting brief breaks throughout the day to get up, walk around, drink a glass of water, and look away from screens for a few minutes at a time (cognitive studies have found that quick breaks like this actually boost focus). If you’re battling Zoom fatigue from endless days of interviews, consider setting a weekly “no meetings” block (for example, not scheduling Zoom calls on Wednesday afternoons).
Outside of the workday, can you set boundaries that help you disconnect? For example, commit to only answering emails between 8 a.m. and 6 p.m. Set notifications on your devices to not ping you when you’re off the clock. And if you have to work late one day, can you block out an extra hour the next morning for yourself?
Finally, consider taking time off. This might be hard due to the fast-moving demands of recruiting, but even a day or two spent away from work and with friends, family, or just with yourself can help you feel reenergized and refreshed.
3. Prioritize self-care.
Depending on who’s talking, the phrase “self-care” can mean anything from training for a marathon to binge-watching hours of TV. But truly taking care of yourself – getting good sleep, eating nutritious and filling meals, making time for activities and hobbies, and enjoying healthy social connections – is the key to staying well and maintaining resilience and energy.
What areas of your non-work life have you been neglecting, and what can you do to address them? It might help to start small and commit to incremental habitual actions, like being in bed at the same time every night, cooking a healthy meal every Sunday, or picking one day a week to go on a bike ride with a friend. Building yourself up on your off hours will help you regain energy for your work.
4. Focus on professional development and building your network.
Does your career feel stagnant, or does it feel like every workday is the same? Fresh new challenges and opportunities for professional growth can help you get back into the groove. Subscribe to industry publications, read blogs, listen to podcasts, watch videos, or take courses to build your skills.
Focus on expanding your network — it will get you in touch with new and interesting people and will make your job easier down the line. And if you have room on your plate, ask your manager for a short “stretch project” that gives you something new to do.
References:
- 5 Ways to Avoid Recruiter Burnout
- Beating Burnout
- Many Recruiters Are on a Path to Burnout
- How Talent Leaders Can Address Recruiter Burnout
- Brief and rare mental “breaks” keep you focused: Deactivation and reactivation of task goals preempt vigilance decrements
- Burn-out an “occupational phenomenon”: International Classification of Diseases
Author: Tara Smylie
Motivated recruiting. Let’s face it – it’s hard for any of us to do our best work when we’re not feeling motivated. Sure, the work can still get done, but it won’t have that magical touch that comes naturally when we’re inspired to complete the project at hand.
Maybe you’re recruiting for a highly specialized lab position without many qualified candidates. Or maybe you’re trying to fill a key role at a biotech startup. Recruiting can be challenging – but when your team feels driven to succeed, they’ll be more likely to round up a roster of exceptional candidates. As their leader, knowing how to keep motivation high is essential.
Empower your team: Motivated Recruiting
An empowered employee is a motivated one. Employees feel empowered in their roles when they feel that their contribution is important to the success of their team, and that they have the power to make meaningful decisions in their jobs.
One tangible way to empower your employees is to offer training where possible. A little extra learning will help your employees feel competent and qualified in their roles. And of course, it’s an opportunity to give them new skills that they can use to level up their performance.
That said, in the present day, workplace empowerment extends beyond the office. Millennial employees particularly appreciate flexibility, which often means hybrid workplace models and customizable schedules. When your employees feel that they have control over their work-life balance, they will come to work happier and more motivated to shine in their roles.
Don’t skimp on communication
When you experience a setback – tell your team. When the scope or nature of a project changes – tell your team, and make sure you’re all on the same page moving forward. To that end, if you, as manager or boss, make a mistake… don’t be afraid to own up to it! If you’re willing to admit you missed something, your employees will likely follow suit when they make an error themselves.
And remember, good communication doesn’t just mean explaining what’s going on with a project – it means thanking your employees when they’ve been exceptionally helpful or professional in their roles. Acknowledgement of a job well done goes a long way!
Communication, good or bad, forms a huge part of a company’s overall culture. Consider this: a whole 47 percent of jobseekers cite poor company culture as their reason for wanting to leave their last role. It’s worth making sure yours is a good one.
Lively workplace, lively team
Whether your employees are remote or in-person, creating a lively workplace often comes down to the design of the work environment. Ask yourself: is your office furniture comfortable? Does your setup lend itself to easy communication between employees? Are your spaces and interfaces appealing and cheerful? These little details go a long way in livening up the work experience, which will make your team happier and more motivated.
Another way to liven up the workplace is to encourage friendships between your employees. According to research by workplace software company OfficeVibe, seventy percent of employees say that having friendships at work improves the quality of their workplace experience. And according to other data they compiled, work friendships actually boost productivity. That’s a win for everyone!
To encourage friendships between your employees, consider buying large tables for communal lunches, assigning groups for collaborative work, and/or organizing retreats.
Invest in the right tech
In the field of recruiting, the right hardware, online tools, and software subscriptions can all make a difference. Nowadays, AI and software solutions have a greater and greater role to play in recruitment – so don’t be shy! Letting the tech take care of the small stuff frees up time for your team to focus on the bigger picture.
Consider getting your team a subscription to a recruitment service like Linkedin’s Recruiter Lite subscription plan, and investing in a project management software like Asana or Monday.com to make team communication and strategizing as seamless as possible.
The secret formula
Growing a standout recruiting team is not just about assembling the group with the best credentials. It’s about consistently motivating your team so that they naturally become a powerhouse of superstar recruiters.
The takeaway is this: strive to listen to your recruiting team, and treat them like the valuable employees they are. As a result, they will be happier, more motivated, and better able to aid you in the search for ideal candidates.
References
- How to Recruit for Biotech Startups
- Top 8 Ways to Keep Your Recruiting Team Motivated
- Millennial Employees Want Flexibility & Benefits. Can They Have It All?
- How to Motivate Your Recruiting Team
- How to Motivate a Recruiting Team – 7 Proven Methods
- Workplace Happiness and Employee Motivation
Author: Claire Jarvis
Jobseekers and biotech hiring managers are in agreement: virtual interviews are here to stay. From the company perspective, virtual interviews are a cheaper and more efficient way of screening candidates than in-person interviews. They widen the available talent pool by making interviews accessible to remote/hybrid candidates further afield, and are quick to schedule. Job candidates also prefer virtual interviews because it gives them more control over interview scheduling, and causes less disruption to their day if they’re currently employed.
However, many hiring managers feel in-person interviews offer them a better view of the candidate, providing more helpful insights into the candidate’s suitability. To combat the drawbacks, here are a few best practices to ensure you hire the best candidates and get the most insights from the virtual hiring process.
Deliver all information to the candidate in advance
To minimize delays, email the log-in information to the candidate ahead of time. Provide an email or phone number for the candidate to use if they experience any last-minute technical issues. This reduces confusion and last-minute delays because the candidate needs to download unfamiliar meeting software, for instance. It also reduces the stress to candidates and interviewers alike, enabling everyone to begin the interview in a calm state of mind.
Plan your interview time and structure in advance
The hiring team should prepare a list of topics to cover in order, or questions to ask, with time allocated for each point on the list. Make sure everyone on the interview panel has access to the proposed interview structure/workflow ahead of time. This will ensure the interview flows smoothly, without running too long.
Give candidates enough time to answer your questions during the interview itself, accounting for connectivity lags or difficulty reading body cues.
Remember that candidate recruitment experience is an important factor in their decision making process, and perceived disorganization during the interview may present your company in an unfavorable light.
Give candidates a taste of company culture
One notable disadvantage of virtual interviews is that the candidate gets less insight into company culture and work environment than if they were invited on-site. A way to work around this issue is to arrange a less structured informational interview with existing employees, which will give the candidate an overview of the company from someone at their job level. Hiring managers can also offer videos or virtual tours of the company office or campus during the interview process. These extra steps can help job candidates visualize themselves working for your company, giving them a clearer idea of the benefits of joining your company and their suitability for the role.
Invest in software for online recruitment
Since virtual interviews will remain an important recruitment tool in the years to come, consider investing in dedicated recruitment software or upgrading your existing programs. For instance, analytics and AI tools can assess candidate suitability and sort through job applications. Chatbots on your company’s career homepage can address any basic questions jobseekers have and free up hiring team resources. Consider incorporating online aptitude or personality tests into the hiring software or portals to provide another level of insight into potential candidates.
Whether you’re hiring for remote, in-person or hybrid biotech roles, Sci.bio talent experts are here to help. Reach out and schedule a conversation with us today.
Author: Tara Smylie
A week ago, you were scared you’d bombed every interview. Now, you’ve suddenly got too many job offers! This is a great position to be in – yet it can still be stressful. How do you choose between two, three, four different options? And if you’ve only got one nailed down, but expect another to come in soon… how do you manage the uncertainty?
With more than one offer on the table, you’ll naturally want some time to weigh your options. Here are some tips on how to address this situation with hiring managers – and ensure you end up making the right choice.
Buy yourself some time
Rule number one: always show enthusiasm! You can let an employer know you’re excited about a great opportunity without giving them a definite “yes”. Ask the hiring manager when they need to have your answer, then plan to make your decision within that time-frame. If you need more time than they’re offering, you can be honest about your situation and ask for a few more days. If you keep your tone respectful and reiterate your excitement about the position, they’re unlikely to hold this against you.
Once you know how long you have to decide, don’t hesitate to ask questions. Employers like it when you take initiative and want to find out everything you can about an opportunity.
A bird in the hand…
What happens when you get an offer for a perfectly decent job, but you’re 80 percent sure that the amazing position you just interviewed for is also going to work out?
In this situation, you can speed-track your mission to hear from your first-choice employer. Your first option is to create a reasonable delay. Perhaps you can ask your current offer for additional clarification on a point mentioned in the interview, or request to meet with employees at your level if you haven’t already.
Another possibility: let the other employer know that you’ve received an offer already, and you’d love to know when you can expect to hear back from them so you can make the right decision. This approach is a little riskier, but if handled with care, it can actually increase an employer’s interest in you – it shows them that you’re in high demand.
Think concretely about each offer
Say you’re deciding between two offers. Position one offers a snazzier office and builds on your previous work as a data scientist. On the other hand, position two boasts a generous benefits package and lets its employees work from home two days a week. Both positions sound great, and you’re at a loss to decide which one is “better”.
In this situation, you’ll want to look beyond the job descriptions and consider the specifics of each position. Imagine the layout of your space, what projects you’d be working on, and who would be on your team. Chances are, you’ll end up gaining some insight into which one is the better fit.
Additionally, keep the following factors in mind:
- Growth opportunities. If you accept this job now, where will you be in 5 years? Are there exciting advancement opportunities within the company?
- Corporate culture. This highly popular term refers to anything from work-life balance to how a company’s managers treat their teams. According to one survey, corporate culture is the biggest reason that candidates opt for one employer over another.
- Professional network. Are you going to meet people that can help you learn, grow, and reach new career milestones later down the line?
- Benefits. Does this company go above and beyond to ensure their employees are taken care of? Factor in what they offer in terms of paid vacation, health insurance and sick days.
On the other hand, there’s no need for an entirely objective approach. When all is said and done, your gut instinct knows better than any pros-and-cons list. Trust it to guide you where you need to go.
Keep calm and carry on
Even in the height of your angst, don’t forget that many would kill to be in your situation! And bear in mind that whatever you decide, every job has its pros and cons. That said, you should take as much time as you can to work out which job will suit you the best.
If you’re looking to level up your career in the life sciences, Sci.bio’s recruitment services can help you land a position that checks all the most important boxes.
References
- How To Handle Multiple Job Offers
- Tips For Handling Multiple Job Offers
- Why Corporate Culture is So Important
- Work-Life Balance in Biotech
- How to Trust Your Gut When It Comes to a Job Offer
A career in the Biotechnology, Pharmaceuticals, and the Life Sciences industries can be very rewarding and fulfilling. But it often means working long, stressful hours.
Professionals in these industries are often mission-oriented, and aware that what they’re working to create, or manufacture can change lives. But what happens when there’s a significant amount of work that consumes everything else you do with no end in sight?
When your Job Becomes your Life
While it’s admirable and sometimes necessary to work whatever hours it takes to complete a project, it can be increasingly easy to forget to take time for yourself. As a life science professional, doing anything but work can seem like laziness or self-indulgence.
However, burnout is real, and if you’re not operating at full capacity because you’re exhausted, your work and personal life will suffer.
- Try Keeping One Day Meeting-Free
Often, meetings take time from being productive. Try establishing one day a week (or two afternoons) as “meeting-free.” Setting aside a day to get work done will do wonders for your productivity. You’ll get more accomplished during the day and take home less work (and stress) at night.
- Don’t Always Be the First Person in or the Last Person Out
Punctuality and a good work ethic are important. But professionals who spend ridiculously long hours at work may only be demonstrating poor time management. Make an effort to prioritize tasks and leave on time at least three nights a week. One tactic is to put an appointment on your calendar for the end of the day, so you have a reason to leave.
- Learn to Say “No”
Every time you say “yes” to another task, you’re increasing your work time, and decreasing your “me” time. Set a list of priorities and make decisions accordingly. Obviously, there will be times when “no” is not the right answer, but in those cases, ask which project is more important and set your priorities.
- Protect your Time Away from Work
If you have to take work home, make sure you set time limits for yourself, so it doesn’t eat up all of your personal time. Triage the important stuff. Respond only to the most critical emails, then leave the rest for when you’re back at your desk.
- Make Family a Priority
The people you love and who love you aren’t expendable – and your job should be built around that. If family emergencies happen, show up. Consistently make time to be there for the people that you love and count on you.
- Take a Vacation (or Staycation)
Remember: Vacation and personal time exist for a reason. Take the day’s you’ve accrued. You’re supposed to use these days, and you (and your manager) will ultimately be glad you did. Let your coworkers know you’ll be offline until you return. Your work and attitude will improve after taking a break.
Conclusion
As a life science professional, your work is important. But it’s also important to recognize that you can operate much more effectively if you regularly take some time for yourself. No one can survive for long – or perform at their best – by running at 100 miles an hour all the time!
