This week we’re talking about building a good Candidate Experience and Preventing Employees’ Burnout. Join us by watching the full episode below. We’ve prepared a copy of the episode for you as well!
I scream, you scream, we all scream for… CandE. Today I’ll share an essential checklist to make sure you’re doing all you can to provide a positive Candidate Experience. And then we’ll share a hot piece of content exploring burnout myths. Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career!
Let’s check out the first article I picked.
I wrote a piece on how to create a positive Candidate Experience. I still recommend you read it but I took some very quick notes from it, and here’s your checklist:
Now, onto our second piece of content.
Let’s draw a tarot card to see your energy for the past year, shall we? Oh! Look! X of swords. Looks familiar? Buddy, the odds are – you’re toast. Did you know that 76% of employees experience burnout at least sometimes?
We read “Employee Burnout: The Biggest Myth”. Perhaps you remember how in a previous episode we stated how hiring more people from an underrepresented group doesn’t automatically translate into benefits. Well, let me share another counter-intuitive gem: working fewer hours doesn’t necessarily mean that you won’t burn out. Sure. If you work more than 50h a week your risk of experiencing burnout increases, but taking a vacation, a day off, or even burning a sick day just to survive won’t solve your problem. It’s more about how you’re managed and how you perceive your workload.
15 factors were identified. Which ones made the top 5?
A manager can be the cause for all this, but also the cure. Train your managers properly. Employees who frequently experience burnout are 2.6 times as likely to be actively seeking a new job.
You can’t mistreat your candidates and expect their reviews on your Glassdoor page to be… you know. Good.
Shoutout to a company I won’t name. If you asked me to express how I feel in just two words they’d probably be… Serenity now! That’s right, I’m furious. There are no excuses for this behavior, since the consequences could have been life-altering for this candidate. You welcomed them to the pre-employment step, and when they told their boss about this opportunity at your company you called the candidate and told them the position was “on hold” without an end in sight. They could have easily lost their job over this. You should be ashamed of yourself.
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