Numerous talent acquisition (TA) individuals have been confronted with job layoffs over the past year and potentially even this year. This situation has caused a significant amount of anxiety not only for those who have managed to hold onto their positions but also for those who are seeking new career opportunities or have just secured a new role. 

6 Ways to Cope with Layoff Anxiety

With predicted shortages of human talent by 2030, it’s crucial to stay at the top of your game and take active steps to feel confident and like you have a worthy skill to offer your current or future employer. 

Here are some ideas on how to cope with layoff anxiety and keep doom-and-gloom uncertainty at bay. 

1. Know Your Worth

A Korn Ferry study concluded that by 2030, the world would see a human talent shortage of more than 85 million people, resulting in about $8.5 trillion in unrealized revenues. As a talent acquisition coordinator, your skills are vital in recruiting new talent, preparing companies for future positions by hiring staff with potential, and proactively hiring faster than competitors who do not have a TA expert in their business arsenal. 

Step up to the plate and shine as you proactively go about your job, making yourself indispensable.

2. Find Other Ways to Generate an income

Finding yourself without a job doesn’t mean you need to move into your mom’s basement and become nocturnal. Why not embrace the opportunity to shift gears in your career? There are recession-proof industries to consider if you’d like a change, or you can invest time and effort into a side-hustle business that includes your most-loved hobby. It could turn into a booming business or ease stress as a gap-filler until something permanent comes along. 

3. Upskill and Step Up

Even if you’re safe in your current job, upskilling sets you apart from other vulnerable employees. Staff interested in developing their skill show improved morale, productivity, efficiency, and more. If your current employer offers development opportunities, now is the time to put your hand up to take extra courses and show your desire to grow. 

If you’re between jobs, plenty of accessible or affordable courses will keep your mind sharp and motivated. You may even stumble across a new passion that leads to fresh career possibilities.

4. Have a Plan B in Place

Rather than wallow in layoff anxiety, take control of the situation and spend time planning what you’d do if you were laid off. Updating your resume, being diligent with savings, networking with industry professionals, and upskilling are all things that can have an impact on D-Day (if it comes). 

5. Seek Help 

Studies have shown that uncertainty can have a crippling impact on our ability to function. Visiting a therapist can help you deal with stress or that annoying imposter syndrome that tells you to panic. Adopting tools to deal with your anxiety is a lifelong skill. Beyond professional assistance, stay connected with people who can provide emotional support. 

6. Take Care of Your Physical Health

Exercise, eat well, and get enough sleep to protect your overall well-being against long-term stress.

Empower Yourself for the Future!

While coping with job loss may seem overwhelming, focusing on your health and creating a plan for the future empowers you to find new opportunities for growth and success. You can overcome the challenges of layoff anxiety and emerge more resilient and skilled than ever.

The post When Your Job is on Thin Ice: 6 Tips for Managing Layoff Anxiety appeared first on RecruitingDaily.

Here are seven strategies worth trying if you want to build a recruitment strategy that’s attractive and accessible for all talent:

Advertise Mental Health Benefits

Begin by looking at your company’s mental health and wellness benefits and assessing how they’re being promoted to candidates, as this is a first step toward developing a talent acquisition process that is inclusive of employees experiencing mental health conditions. When done intentionally, recruiters and hiring managers are repeatedly educating all talent on available wellness benefits.

Importantly, you’ll want to reiterate your wellness benefits multiple times, including in the recruiting screening call and subsequent job interviews, offer letters, and onboarding process. Additionally, all individuals involved in the recruitment process must be trained and ready to answer questions related to your organization’s wellness benefits. Also, consider how leaders speak to their personal use of these benefits, as this can help remove the stigma associated with seeking out resources and support for mental health.

Develop Inclusive Job Descriptions

While you’re at it, take time to review your job descriptions to ensure they’re using inclusive language. Although job descriptions are only effective if they reflect the true nature of the work employees do, they’re still important and send a message to candidates that your organization is thinking about its talent.

Because language is constantly evolving, your organization may wish to adopt a quarterly or semiannual process of reviewing and updating job descriptions with the latest language used to describe mental health.

Make Requesting Accommodations Easy

From the get-go, you want candidates with mental health conditions to feel as welcomed, included, and comfortable as possible. Consequently, reflect on how easy your company makes it for prospective talent to request an interview accommodation. Further, recognize that accommodations will look different for different people, and ensure your organization is prepared to quickly and effectively respond to the requests that come in from applicants.

Train Staff in Interview Best Practices

Next, take time to adequately train staff on interview best practices, including the types of questions that are off-limits. Importantly, you will want your training to extend beyond the talent acquisition team and involve anyone who may interview applicants, including potential peers, direct reports, and cross-functional partners.

Assess the Number of Interview Rounds

While on the topic of interviews, review the number of interviews involved in your hiring process. Talent only has so much energy, particularly if they’re managing one or more mental health conditions, and you want to be respectful of their capacity. Consequently, take time to reflect on who needs to be involved in the interview process and shave off unnecessary interviews when possible.

Keep Talent Updated on Their Candidacy

Another aspect of the interview process to assess through a mental health lens is how you keep candidates apprised of their candidacy’s progress. Although a modern-day job search is stressful for anyone, it can be particularly anxiety-producing for those living with a mental health condition.

Notably, applicants appreciate regular updates, even when the update is that there isn’t one, as it reduces some of the stress and anxiety associated with looking for a new role. With this in mind, consider adopting a cadence of providing candidates with updates at least weekly or biweekly. You can use automation, when possible, to alleviate the burden placed on the talent acquisition team.

Provide Ample Time to Respond to a Job Offer

Once you do extend a job offer to candidates, be sure you provide them with ample time to make a decision. This is a best practice not only for talent living with mental health conditions but for all candidates, as it removes the pressure associated with making a major career and life decision. 

While some hiring managers may push for a 24-hour or 48-hour turnaround, consider allowing candidates up to a week to make their decision, if business needs allow, so they could consult a trusted advisor before signing their offer letter. 

Final Thoughts on Developing a Recruitment Process that is Mental Health-Friendly

These are just a few strategies to make your recruitment process more welcoming for people living with mental health conditions. On a final note, recognize that developing a culture that is inclusive and fosters a true sense of belonging requires constant learning, so be open to feedback and continuous iteration. You’ve got this!

The post How to Make Your Recruitment Process Mental Health-Friendly appeared first on RecruitingDaily.

High Turnover Rates Cause High Pressure

A high turnover rate refers to the number of workers who opt to leave an organization. This could be for a number of reasons, including: 

• • Lack of progression 
  • Job dissatisfaction 
  • Low wages 
  • No learning and development opportunities 
  • Issues with management 
  • Lack of professional support 
  • No flexibility around working hours 

High turnover rates, especially those caused by the pandemic, put a huge amount of pressure on recruiters. Having to fill the roles of the departing employees can affect recruiters in the following ways: 

Mental Health and Wellbeing 

Since the coronavirus pandemic began, many people quit their jobs in what has become known as “the Great Resignation, in which employees search for roles that offer more fulfillment. While this has been rewarding for many people, for those working in recruitment it has caused a surge in demand and put many recruiters under significant pressure. 

This surge in demand has made it incredibly difficult for recruiters to balance their existing commitments with an ever-increasing workload. As a result, many high performers are experiencing burnout, mental health struggles and even, in some cases, an unhealthy reliance on substances.

“As many people know, high achievement can be a double-edged sword. While it comes with motivation, hard work, creative thinking and, often, success, it also can also lead you down a path toward substance abuse and other addictive behaviors. For many high achievers, substance abuse isn’t the problem — it’s simply a way to cope,” explains Kayla Gill, content director at LuxuryRehabs.com 

“Treating the underlying causes that can lead to addictive behavior, and learning about how your body handles substances, can be an invaluable way to find healing,” Gill said. “The more you know about yourself, the more easily you can break old patterns and discover a more successful, motivated and capable version of yourself.”

Low Quality Hires 

It can be difficult to find that perfect fit when you’re utterly overloaded with work and feeling under pressure. When recruiters are balancing high volumes of demand alongside the panicked requests for organizations to fill roles as quickly as possible, lower quality hires are inevitable. 

Neglecting Company Growth Goals 

It is not uncommon for recruiters to scramble for new employees to replace old talent. However, this often leads to recruitment teams spinning their wheels and panicking about replacing people, rather than focusing on the company’s long-term growth. In cases such as these, recruitment can be like putting a plaster on a broken limb: It provides a short-term solution that delays dealing with the bigger issue. Ultimately, this only results in more work. 

How Recruiters Can Perform Under Pressure 

Recruiters have the challenging job of speaking with thousands of job seekers every single year. It is a demanding job that can quickly become overwhelming if the appropriate management strategies are not put in place. Below are some of the ways recruiters can perform well under pressure. 

Stay Up-To-Date With Industry Changes

In the world of recruiting, things are constantly changing. Whether it’s the technology used, the legislation required or the best hiring strategies to employ, one of the most effective ways to manage the pressure is to stay up to date with industry changes. 

Another reason to stay up to date: Recruitment continues to evolve at a rapid pace. A great resource we recommend is LinkedIn’s Global Recruiting Trends Reports. They explain everything you need to know about the industry in a clear and concise way, so you can find out what you need to know and then get back to work. 

Get Organized 

There are only so many hours in the day and you want to use them as productively as possible. Organization is the key for any recruiter and will ensure even the busiest periods are more manageable. 

It might seem obvious, but keeping your calendar completely up-to-date remains one of the most effective ways to stay on top of things. In addition to the organizational and timekeeping benefits, ticking tasks off as they’re completed is extremely satisfying. In fact, according to Trello, “when we experience even small amounts of success, our brains release dopamine, which is connected to feelings of pleasure, learning and motivation.” So, getting organized won’t just help you perform well under pressure, it will also keep you motivated. 

Focus on the Individual 

Often, when recruiters are faced with a high volume of demand, their process can become rushed. As we mentioned earlier, this can result in low quality hires. However, no matter how busy your job becomes, you can’t lose sight of the individual. If you’re not focusing on the individual, you could lose out on attracting the best candidates.

So much of recruitment relies on your efforts to build relationships. Delivering an omnichannel experience is a great way to stay in touch with candidates, get to know them and find the right person for the job. If you learn to focus on the individual, you’ll become an even better recruiter. 

Take Time Out 

According to the Society for Human Resource Management, the “recruiter’s role of serving others at the expense of expressing themselves and the constant interactions with many other people are additional factors that can lead to emotional fatigue and burnout.” 

If you want to manage the many demands and pressures of being a recruiter, let alone manage them during the pandemic, taking time out is essential. Whether it’s a half day away from work, a long weekend or a proper holiday, taking time off helps manage demand and provides the rest you need. 

Final Words 

Recruitment will always be a busy industry, with working under pressure a given. However, there are strategies you can use to cope. We hope this article has provided some helpful tips for managing your workload, connecting with potential candidates and taking care of yourself during busy periods. 

Performing under high pressure is always challenging. However creating proactive steps to manage these demands will prove to be one the best paths to your success and satisfaction within the role, too.

The post Coping with Transformation and Performing Under High Pressure as Recruiters appeared first on RecruitingDaily.

High Turnover Rates Cause High Pressure

A high turnover rate refers to the number of workers who opt to leave an organization. This could be for a number of reasons, including: 

• • • Lack of progression 
    • Job dissatisfaction 
    • Low wages 
    • No learning and development opportunities 
    • Issues with management 
    • Lack of professional support 
    • No flexibility around working hours 

High turnover rates, especially those caused by the pandemic, put a huge amount of pressure on recruiters. Having to fill the roles of the departing employees can affect recruiters in the following ways: 

Mental Health and Wellbeing 

Since the coronavirus pandemic began, many people quit their jobs in what has become known as “The Great Resignation,” in which employees search for roles that offer more fulfillment. While this has been rewarding for many people, for those working in recruitment it has caused a surge in demand and put many recruiters under significant pressure. 

This surge in demand has made it incredibly difficult for recruiters to balance their existing commitments with an ever-increasing workload. As a result, many high performers are experiencing burnout, mental health struggles and even, in some cases,  an unhealthy reliance on substances.

“As many people know, high achievement can be a double-edged sword. While it comes with motivation, hard work, creative thinking and, often, success, it also can also lead you down a path toward substance abuse and other addictive behaviors. For many high achievers, substance abuse isn’t the problem — it’s simply a way to cope,” explains Kayla Gill, content director at LuxuryRehabs.com 

“Treating the underlying causes that can lead to addictive behavior, and learning about how your body handles substances, can be an invaluable way to find healing,” Gill said. “The more you know about yourself, the more easily you can break old patterns and discover a more successful, motivated and capable version of yourself.”

Low Quality Hires 

It can be difficult to find that perfect fit when you’re utterly overloaded with work and feeling under pressure. When recruiters are balancing high volumes of demand alongside the panicked requests for organizations to fill roles as quickly as possible, lower quality hires are inevitable. 

Neglecting Company Growth Goals 

It is not uncommon for recruiters to scramble for new employees to replace old talent. However, this often leads to recruitment teams spinning their wheels and panicking about replacing people, rather than focusing on the company’s long-term growth.

In cases such as these, recruitment can be like putting a plaster on a broken limb: It provides a short-term solution that delays dealing with the bigger issue. Ultimately, this only results in more work. 

How Recruiters Can Perform Under Pressure 

Recruiters have the challenging job of speaking with thousands of job seekers every single year. It is a demanding job that can quickly become overwhelming if the appropriate management strategies are not put in place. Below are some of the ways recruiters can perform well under pressure. 

Stay Up-to-date with Industry Changes

In the world of recruiting, things are constantly changing. Whether it’s the technology used, the legislation required or the best hiring strategies to employ, one of the most effective ways to manage the pressure is to stay up to date with industry changes. 

Another reason to stay up to date: Recruitment continues to evolve at a rapid pace. A great resource we recommend is LinkedIn’s Global Recruiting Trends Reports. They explain everything you need to know about the industry in a clear and concise way, so you can find out what you need to know and then get back to work. 

Get Organized 

There are only so many hours in the day and you want to use them as productively as possible. Organization is the key for any recruiter and will ensure even the busiest periods are more manageable. 

It might seem obvious, but keeping your calendar completely up-to-date remains one of the most effective ways to stay on top of things. In addition to the organizational and timekeeping benefits, ticking tasks off as they’re completed is extremely satisfying.

In fact, according to Trello, “when we experience even small amounts of success, our brains release dopamine, which is connected to feelings of pleasure, learning and motivation.” So, getting organized won’t just help you perform well under pressure, it will also keep you motivated. 

Focus on the Individual 

Often, when recruiters are faced with a high volume of demand, their process can become rushed. As we mentioned earlier, this can result in low quality hires. However, no matter how busy your job becomes, you can’t lose sight of the individual. If you’re not focusing on the individual, you could lose out on attracting the best candidates.

So much of recruitment relies on your efforts to build relationships. Delivering an omnichannel experience is a great way to stay in touch with candidates, get to know them and find the right person for the job. If you learn to focus on the individual, you’ll become an even better recruiter. 

Take Time Out 

According to the Society for Human Resource Management, the “recruiter’s role of serving others at the expense of expressing themselves and the constant interactions with many other people are additional factors that can lead to emotional fatigue and burnout.” 

If you want to manage the many demands and pressures of being a recruiter, let alone manage them during the pandemic, taking time out is essential. Whether it’s a half day away from work, a long weekend or a proper holiday, taking time off helps manage demand and provides the rest you need. 

Final Words 

Recruitment will always be a busy industry, with working under pressure a given. However, there are strategies you can use to cope. We hope this article has provided some helpful tips for managing your workload, connecting with potential candidates and taking care of yourself during busy periods. 

Performing under high pressure is always challenging. However creating proactive steps to manage these demands will prove to be one the best paths to your success and satisfaction within the role, too.

The post Performing Under High Pressure as a Recruiter appeared first on RecruitingDaily.

It’s no secret that the workforce is changing quickly. The traditional office space has been replaced by a mix of remote work and on-site collaboration with more companies moving towards this remote model every day. The trend isn’t just about saving money — it’s about attracting talent in an increasingly competitive global market for top performers.

To fully attract and retain talent effectively, it’s important to examine the remote workplace trends that happen today and adjust your HR team accordingly.

Remote and Hybrid Working Environments — The New Norm

All-remote and hybrid working environments are becoming the new normal for businesses. It’s no longer a question of whether you should allow your employees to work remotely, but how to implement it successfully. For organizations still adjusting to the pandemic, sustaining an all-remote workforce continues to pose challenges that can impact the structure and performance of your company.

The ultimate goal for most businesses is to enable employees to get their work done without jeopardizing the business’s success, no matter where they are or what time zone they’re in. However, several vital challenges can arise when establishing an effective remote working environment.

This includes productivity loss due to lack of communication tools, poor management, and burnout with little flexibility. For all-remote companies to survive and thrive, it takes dedicated commitment from team members across all departments.

Heavy Reliance on Video Conferencing Technology

As the popularity of remote working arrangements continues to grow, remote technology improves as a result. Most companies now rely heavily on video conferencing technology, such as Zoom and Microsoft Teams.

Video conferencing allows employees to communicate in a more personal and productive way. It also allows companies to connect with talent across the country, or to potential employees who may otherwise be unavailable due to their geographic location. As part of the remote work package, companies are increasingly offering video conferencing equipment and software licenses so that workers can stay connected from wherever they choose to work.

From now on, video conferencing technology will continue to play a significant role in enabling companies and workers alike.

New Initiatives to Drive Employee Engagement and Retention

As modern workplaces adapt their strategies to building better-performing teams while reducing turnover, new initiatives are being implemented to keep remote workers engaged and happy. Below we’ll address a few of these initiatives:

Offering company-wide support for wellness programs and services

Offering a company-wide support program can be a way to show employees that you care about their wellbeing. By providing both physical and mental support, companies create an environment where remote workers feel supported in all areas of life. Another way to support wellness is offering gym memberships, fitness classes, or catering healthy food delivery options.

Offering incentives for employees who want more flexible hours

Remote working arrangements give organizations the ability to offer additional flexibility to their employees. One way to take advantage of this flexibility is by providing incentives. This could be in the form of more vacation time, a flexible office location, or a cash bonus for working from home and managing employee work expenses.

Encouraging remote workers to attend company events and meet-ups

Even if your employees work remotely, it can be beneficial to join in on company meetings or conferences. These virtual opportunities allow employees the chance to connect with their colleagues on a deeper level. To facilitate these connections, companies are now offering programs to cover travel costs so that all employees have an equal opportunity to participate in group activities together.

Offering training and professional development opportunities

Remote work makes it easier to hire people with niche skillsets who may not have been available locally. This allows companies to cultivate these unique skills further by offering additional learning resources such as online courses, seminars, tutorials, etc.

These initiatives can help employees feel like their organization cares enough to assist in their growth while also adding value to the business. When employees are supported emotionally and professionally, they tend to stay much longer because they care deeply about being part of your team’s success.

In Summary

The future of work will likely be increasingly remote. To prepare for this, companies need to invest in digital tools and technology to have a flexible workforce. They also should look for opportunities to provide professional and mental health support to all employees as they can continue to work in isolated settings. By doing this, companies can retain their talent while also positioning their company for scale.

The post A Comprehensive Rundown of the Remote Future of Work & Retention appeared first on RecruitingDaily.