What causes ‘burnout‘ and why do so many people fail in recruitment?

And why do so many promising recruiters, seemingly on a positive trajectory, give up and move on?

Understanding this and acting on it is a fundamental competency for any recruitment leader, and, in my experience, it separates the great recruitment businesses from the ‘also -rans’.

Most recruitment owners somewhat understand the classic reasons for recruiter turnover. (But sadly, less often will they  act to remedy them)

1) We hire the wrong people with the wrong mindset and attitudes

2) We don’t offer enough training, mentoring and support in the crucial first six months.

3) We allow recruiters to stop growing and learning, which burns them!

This short video identifies the management skill that will reverse high staff turnover and drive retention and productivity.

(Less than three minutes).

Good recruiters are not afraid of hard work. They do complex things with confidence and courage. But in the end, it’s self-esteem that counts. And you get that from incremental gains in success, improvement, and affirmation.

The word ‘burnout‘ is bandied about so casually in recruitment. Some people use it as though it is interchangeable with the terms ‘tired’, ‘busy’, or ‘stressed’.

It is not. Or rather, it could include those things, but they do not cause it!

A recruiter buzzing on the extreme high of a record quarter, with dozens of placements and a million things to tie up, may well be tired, busy, and even somewhat stressed.

But trust me – they will not be burnt out!

After a short break and a breather, they will sprint back to the fray!

Burnout means ‘I can’t stand this relentless failure.’

Burnout is driven by the high percentage of jobs recruiters take – but do not fill.

People leave because they feel they have stopped learning and improving. (Solution here!)

Coaching and mentoring, and developing people are, in fact, retention!

The Agency Recruiter job is only worth doing if you get enough positive feedback. The thrill and the satisfaction of making the match.

A Billing Manager’s responsibility is to ensure people constantly evolve and improve fill rates because that drives profitability, remuneration, staff satisfaction, and stability.

Successful people are (generally) vastly happier people at work.

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The Savage Recruitment Academy announces new features and functionality!

From next month the SRA will be powered by a state-of-the-art Learning Management System (LMS) that will allow users to navigate over 180 videos and 50+ hours of recruitment training content.

Subscribers will automatically gain access to the new platform with the added functionality at no extra cost.

New features for the Savage Recruitment Academy will include:

• A new ‘Netflix style’ layout, allowing you to browse courses based on category and skill level
• Unpacked versions of every Savage Masterclass, allowing you to quickly navigate to content relevant to your training needs
• Tracking your learning history. Pick up from where you left off with any in-progress courses
• Full reporting for team leaders. Track your  utilisation of the academy

To celebrate the launch of the new platform, we’re adding the full suite of Greg’s Sixty Savage Second videos. These 50+ short sharp courses are more relevant than ever, perfect for kicking off a team meeting or for learners looking for short pieces of recruitment wisdom.
Sign up now to get all the new features from February 23 onwards

Plus, new content every quarter.

Sign up HERE now

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