The Leadline Blog

Unlock 7 Effective Ways to Avoid Healthcare Recruiter Burnout

Find out how technology is transforming the recruitment landscape in healthcare, improving efficiency, and reducing recruiter burnout.

Over the last decade, burning the candle at both ends has become the norm across many professions, leading to significant recruiter burnout. When we think of healthcare, we often think of nurses and doctors working long shifts and taking care of patients at the bedside.

With the rising number of vacancies and severe workforce shortages, a group of healthcare workers is often overlooked: the recruitment team, which works tirelessly to staff the hospitals.

The rising number of open requisitions has more than doubled the workload for an average recruiter. The high pressure to find candidates, interview them, and meet hiring managers’ strict demands at a faster pace than ever before is leading to recruiters’ burnout.

…Stress levels at work have increased for 61 percent of recruiters, with 19 percent reporting a drastic increase in stress.2

While healthcare turns to tech in various areas, one that might not come to mind immediately is Talent Acquisition and Recruiting. Humans will always remain a leading factor in Human Resources, but when used correctly, Technology can benefit recruiters in many ways. This goes beyond its ability to reduce burnout—we are talking about improving efficiency and processes.

Task Automation for HR Functions

Let us consider this from the recruiter’s perspective for a moment. A recruiter is tasked with coordinating to find an available time on both the hiring managers and their calendars to get one interview on the books. While this may only take a few minutes for one candidate, consider the high number of requisitions carried by an average recruiter today. This translates into hours of tedious work to coordinate just one interview per requisition.

According to Glassdoor’s Time to Hire study1, it takes anywhere from 15 minutes to 1 hour to coordinate a single interview. Imagine a recruiter carrying 20 open reacquisitions with ten candidates each—that’s at least 40 hours of just coordinating interviews. Now, we know today’s healthcare recruiters carry more than 20 open roles on average—over the course of a year, an organization with 1000 open positions can spend over 250 hours just scheduling interviews, and that’s a minimum number.

The right Technology can help automate interview scheduling by merging a recruiter calendar with that of a hiring manager and allowing a candidate to find a time that works for all.

It may save hours in a single day, but across an organization with dozens of recruiters over a period of a year, it saves a minimum of 30—8 hour days, but it can be as much as a quarter of a year of work to schedule interviews if each interview takes 1 hour of back and fourth to coordinate. If you are spending a quarter of the year scheduling interviews, when do you actually interview and hire candidates?

Technology can mitigate burnout associated with repetitive and time-consuming tasks.

Automated Screening Process

The right technology platform can efficiently handle the initial stages of the recruitment process by screening resumes and applications, saving recruiters time and reducing the risk of recruiter burnout associated with manual and repetitive tasks. Automated screening tools can be configured to prioritize candidates with specific skills or experiences that are often overlooked in traditional resume reviews. For example, a healthcare recruiter might use an algorithm to identify candidates who have demonstrated a passion for patient care or a strong track record of teamwork in a fast-paced environment. This can help uncover hidden gems within the applicant pool, ensuring a more diverse and qualified talent pool for further consideration.

Predictive Analytics for Candidate Fit

AI algorithms can analyze data to predict candidate success and cultural fit within the organization, helping recruiters make more informed decisions. However, the best predictive analytics are those driven by recruiters and hiring managers vs. AI. AI can, at times, overlook candidates based on submitted data, format, or incorrect vital words. In contrast, decision-maker-driven analytics are specific to the questions that would be found during the interview process and are much more relevant to the right candidate fit.

Automated Scheduling

Connecting calendars to the recruiter or decision maker’s calendars allows the candidate to control the experience, within reason, by scheduling the interview in the allotted times themselves. However, it is essential to point out that this also streamlines the interview scheduling process, eliminating the need for recruiters to spend considerable time coordinating with candidates and hiring managers. This helps reduce administrative burdens and prevent burnout, giving time back to their busy schedules.

Enhanced Communication Tools

Modern communication tools powered by Technology can revolutionize how recruiters interact with candidates. Text messaging and emailing without giving out their direct personal information yet allowing recruiters to stay actively engaged with candidates throughout the process is critical. It can provide immediate responses to candidate inquiries, schedule follow-ups, and offer personalized updates on application status. This not only enhances the candidate experience but also significantly reduces the workload on recruiters, who no longer need to respond to each query manually. By offloading this communication to technology applications, recruiters can focus on more strategic tasks, such as engaging with top talent and building relationships, rather than getting bogged down by routine correspondence.

Data-Driven Insights for Strategic Planning

Leveraging data analytics provides the ability for recruiters to identify trends in the hiring process, understand the effectiveness of different recruitment channels, and optimize their strategies accordingly. This not only improves the overall quality of hires but also allows recruiters to work more proactively, anticipating challenges and addressing them before they become overwhelming. Long-term analytics additionally provide organizations with the ability to reduce spending associated with recruitment channels, allowing recruiters to focus only on high ROI sources of applicant platforms. Those platforms vary across industries and job titles, and one size does not fit all. Having the data boosts productivity by up to 40%.

Reducing Bias While Promoting Diversity

The right software platforms can also assist in creating a more diverse and inclusive workforce by reducing unconscious bias in the recruitment process. Using analytics in the pre-screening process that focuses on critical needs specific to the role ignores demographic information such as age, gender, and ethnicity. This can help ensure that candidates are evaluated solely based on their skills and qualifications. This not only leads to a fairer recruitment process but also helps build a more diverse and innovative workforce, which can reduce recruiter fatigue by providing a richer(broader?) pool of candidates.

Say ‘Yes’ to Tech, Say ‘No’ to Recruiter Burnout

Recruiter burnout is a significant issue that can lead to decreased productivity, high turnover rates, and a poor candidate experience. However, with the strategic application of the right technology partner in recruiting, the burden on recruitment teams can be significantly alleviated.

Automating routine tasks, providing predictive analytics, enhancing communication, delivering strategic insights, and promoting diversity is invaluable in creating a more sustainable and efficient recruitment process. As healthcare and other industries continue to embrace technological advancements in talent acquisition, we expect to see a happier, more engaged recruitment workforce capable of focusing on what they do best- connecting the right people with the right roles.

Recruit Smarter

Avoid Recruiter Burnout in Healthcare

There are more than just 7 ways to avoid recruiter burnout. See how Leadline can streamline recruitment for your healthcare organization.

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