Anyone else going through a major burnout right now?

Navigating the Burnout: A Closer Look at the Challenges Facing Recruiters Today

In today’s fast-paced and demanding recruitment landscape, professionals across industries are grappling with the toll of burnout. Particularly within the realm of internal recruitment for large organizations, maintaining enthusiasm and resilience has become increasingly challenging in recent times.

The Role of an Internal Recruiter in a Large-Scale Manufacturing Company

Consider the experience of a seasoned internal recruiter supporting a broad, nationwide manufacturing company. With five years of dedicated service, this individual has built a reputation for excellence—developing strong relationships with candidates and managers alike, and consistently receiving positive feedback. Up to recently, this role was fulfilling and invigorating, even in the face of a high-pressure environment.

Impact of the Pandemic on Hiring Dynamics

However, the global COVID-19 pandemic radically altered the recruitment landscape. Organizations faced unprecedented hiring challenges, straining recruitment teams to meet fluctuating demands. Despite these obstacles, many recruiters persisted, adapting to new processes and expectations. Yet, in recent weeks, a palpable shift has caused exhaustion and frustration to mount.

The Onset of Burnout

The individual recounts a series of emerging issues: increased rudeness from candidates, erratic behavior from managers, diminished response rates, and an overall inability to keep pace with open positions. These stressors culminate in a sense of overwhelming fatigue—a desire to abandon the profession altogether.

Recognizing Common Challenges in Recruitment

Such experiences are not isolated. Many recruiters are facing similar struggles, including:

• Candidate disengagement or disrespect
• Managerial indecisiveness or unrealistic expectations
• Volatile responses and communication gaps
• Mounting workloads with limited resources

These factors contribute significantly to professional burnout, impacting mental health, job satisfaction, and overall performance.

Strategies for Overcoming Burnout

Addressing burnout requires a multifaceted approach:

1. Self-Care and Boundary Setting: Establish clear boundaries to prevent work from encroaching on personal time. Prioritize mental health through regular breaks and stress management techniques.

2. Seek Support and Community: Engage with professional networks or internal support groups to share experiences and gain advice.

3. Process Optimization: Leverage technology and recruitment tools to streamline workflows, reducing unnecessary stress.

4. Reevaluate Goals and Expectations: Adjust targets when necessary and communicate challenges with leadership to set realistic expectations.

5. Professional Development: Invest in learning new strategies or skills to increase confidence and effectiveness.

Conclusion

Burnout among recruiters is a pressing issue, amplified by the extraordinary circumstances of recent years. Recognizing the signs early and implementing proactive measures can help professionals regain their footing. If you find yourself struggling, remember that you’re not alone—support systems and strategies are available to help navigate these challenging times.

Final Thoughts

The recruitment industry is vital and demanding, but taking care of oneself is paramount. As organizations and individuals work together to adapt in these evolving times, fostering resilience and well-being will ensure sustained success and fulfillment in our careers.

“Oh, I thought they would at least negotiate.”

Understanding Expectations and Professional Standards in Job Candidate Negotiations: A Cautionary Tale

In the competitive landscape of talent acquisition, clear communication and professional conduct are crucial for both candidates and recruiters. Recently, a situation unfolded that highlights the importance of negotiating appropriately and maintaining professionalism throughout the hiring process.

The Scenario:
A client was seeking to fill an accountant position and identified an ideal candidate who met all qualifications and the compensation parameters. The candidate’s salary expectations were initially below the company’s maximum budget. After discussions, the client was impressed enough to offer the candidate the full budgeted amount, which the candidate verbally accepted.

Progressing efficiently, the written offer was sent on a Tuesday. However, by Friday, the candidate responded with a counteroffer that was $12,000 above the initial offer. This increase exceeded the agreed-upon compensation range despite transparent disclosure of the company’s pay scale and market standards.

The Outcome:
Confronted with the candidate’s unexpected counterproposal, the client decided to rescind the offer and pursue other candidates. Subsequently, the candidate contacted the recruiter multiple times, expressing disappointment and lamenting, “I thought they would at least negotiate.” This reaction underscores a common misconception about the negotiation process.

Key Takeaways for Job Seekers and Recruiters:
1. Negotiations Should Occur Before Acceptance:
It is essential for candidates to understand that verbal acceptance of an offer is not a license to negotiate after the fact. The appropriate time to discuss compensation adjustments is during the negotiation phase, prior to verbal or written acceptance. Accepting an offer verbally or in writing generally signifies agreement to the proposed terms.

1. Transparency and Range Adherence:
   Employers often have established compensation ranges based on market research and internal budgets. Candidates should express their expectations clearly and be prepared to accept offers within those parameters. Surprising counteroffers outside the agreed range can jeopardize the offer and damage professional relationships.

2. Professional Conduct Matters:
   Reaching out to a recruiter or employer after an offer has been rescinded, especially with comments like “I thought they would at least negotiate,” demonstrates a lack of professionalism. Such behavior can result in being blacklisted from potential opportunities in the future.

3. The Risks of Verbal Commitments:
   While verbal agreements can carry weight, they are subject to written confirmation. Candidates should ensure clarity and mutual understanding before confirming acceptance to avoid misunderstandings or misaligned expectations.

Conclusion:
This case serves as a reminder to all parties involved in the hiring process: clear communication, proper negotiation timing, and professionalism are critical. Candidates should approach offers with careful consideration, and recruiters should maintain transparency to foster trust and successful employment relationships.

By adhering to these principles, both employers and candidates can ensure a smoother, more transparent hiring experience that benefits everyone involved.

I opened a job posting for a recruiter role…

Navigating High-Volume Recruitment: Lessons from a Recent In-House Hiring Campaign

Recruitment in a competitive, high-cost-of-living market presents unique challenges, especially when seeking top-tier talent for crucial roles. Recently, I conducted an in-house hiring process for a Recruiter position based in New York City—a location known for its demanding cost-of-living factors. The role offered an attractive compensation package, including a base salary of up to $180,000, equity, a signing bonus, and an annual bonus of 25%. Despite these incentives, the response from candidates was overwhelming.

The Response: A Flood of Applications

Within just a few days, over 700 applications flooded the inbox. While this volume demonstrates strong market interest, it also underscored the fierce competition for such roles. This influx of applications quickly became a source of concern, particularly considering the background of many applicants. A significant number of highly qualified individuals had been unemployed or underemployed for over a year, highlighting the importance of implementing fair and effective screening strategies.

Initial Screening and Filtering Challenges

To manage the volume, we established two non-negotiable criteria early in the process:

1. Job-Hopping Restrictions: Applicants with frequent job changes—excluding contract work or layoffs—were disqualified.
2. Experience and Commitment: Candidates needed at least 8 years of relevant experience, with a demonstrated commitment of at least 2 years in previous roles within the last four years.

This rigorous filtering eliminated approximately 600 applicants, leaving us with around 50 strong candidates. Along the way, we also encountered a common issue: poorly formatted resumes. Many submissions included excessively long resumes (up to five pages), colorful backgrounds, embedded pictures, inconsistent fonts, and grammatical errors—all of which hindered efficient review.

Refining the Candidate Pool

The remaining 50 candidates all possess pertinent industry expertise, making the next phase critical. To further narrow down the pool, some strategies include:

• Conducting structured behavioral interviews to assess cultural fit and motivation.
• Implementing skills assessments relevant to the role.
• Checking references to verify experience and commitment.
• Analyzing online professional presence, such as LinkedIn activity, while maintaining fairness and respecting privacy.
• Prioritizing candidates whose career trajectories demonstrate stability and a clear pattern of growth.

Reflections on the Recruitment Process

The experience also brought to light the importance of clearly communicating job expectations and screening criteria upfront. We encountered various misconceptions and opinions during this process—some helpful, others less so. Notably, debates arose around reducing salaries, scrutinizing social media activity, and judging candidates for job changes.

It’s vital to apply objective criteria rooted in the role’s requirements rather than subjective judgments or social stereotypes. For instance, frequent job changes often stem from layoffs or organizational restructuring, especially evident during recent economic shifts. Recognizing legitimate reasons for mobility, such as layoffs, is crucial in maintaining fairness.

Lessons Learned and Moving Forward

Ultimately, transparency, fairness, and a structured approach are key to effective recruitment, particularly when faced with high application volumes. From this experience, I’ve learned the importance of clear screening criteria, professional resume standards, and respectful candidate engagement. While the process can be overwhelming, a disciplined approach ensures that the best-fit candidates rise to the top.

Final Thoughts

As hiring managers and HR professionals, embracing these lessons can improve not just the efficiency of recruitment efforts but also the quality of hires. Ensuring a fair, respectful process benefits both organizations and candidates—leading to more successful, long-term placements.

Note: If you’re a candidate reading this, remember to tailor your resume to industry standards and clearly demonstrate your commitment and stability. For hiring professionals, maintaining transparency and fairness is essential to attracting great talent.

I’m finally leaving agency!

Embarking on a New Career Journey: Transitioning from Agency Work to a Talent Acquisition Leadership Role

After careful consideration and with encouragement from insightful communities, I am excited to share that I have successfully transitioned from my previous position at an agency to a Talent Acquisition Manager role at a reputable organization. This move marks a significant milestone in my professional journey, offering new opportunities for growth and a healthier work-life balance.

Reflecting on the process, I want to emphasize the value of community advice and shared experiences that helped me navigate this change. If you find yourself contemplating a similar shift, I encourage you to pursue it with confidence—sometimes, the best decisions stem from honest self-assessment and a willingness to embrace change.

For those planning their own career transitions, here are some key insights to consider:

1. Research and Preparation: Understand the new role thoroughly, including required skills and organizational culture. Tailor your resume and cover letter to highlight relevant experience.

2. Leverage Your Network: Connect with industry professionals and seek advice or mentorship. A strong network can provide valuable guidance and open doors.

3. Embrace Continuous Learning: Be open to acquiring new skills or certifications that align with your new career path.

4. Manage Expectations: Transition periods can be challenging; set realistic goals and give yourself time to adapt.

5. Prioritize Well-Being: A move can be stressful, so ensure you maintain a healthy work-life balance from the outset.

If you are considering a similar transition or have questions about the process, I welcome your comments and advice. Sharing experiences fosters a supportive community where everyone can gain from collective knowledge.

Here’s to new beginnings, professional growth, and achieving a more fulfilling work life. If you’re contemplating making a change, remember—sometimes, you just need to take that leap.

Whatever happened to TRUE short-term temp positions?

The Evolution of Temporary Employment: From Short-Term Fill-Ins to Ongoing Roles

Over the past decade and a half, the landscape of temporary employment has undergone significant transformations. Reflecting on the past, it was common for individuals seeking short-term work to conveniently connect with staffing agencies that facilitated swift placements with minimal hassle. These assignments, often ranging from a single day to a week—and occasionally longer—were straightforward, with the primary goal of filling immediate staffing needs without unnecessary complications.

In those earlier days, the process was remarkably simple. Once an agency verified a candidate’s qualifications, they would promptly deploy them to client sites as temporary replacements—whether covering for sick colleagues or handling seasonal spikes in workload. Such roles were genuinely short-term, with clear end dates, and both clients and workers appreciated the efficiency of this system.

Fast forward to the present, and the experience seems markedly different. For job seekers looking to re-engage with temp work, the current market appears to offer a far more complicated and less transparent process. Many staffing agencies now present what they label as “temporary” positions, but these opportunities often extend indefinitely without a specified end date. These roles resemble ongoing hourly jobs, typically unpaid beyond the base hourly rate and lacking benefits, blurring the lines between temporary and permanent employment.

A common frustration today is the insistence from agencies to lock candidates into commitments—asking if they can agree to terms like 12-week durations, even if the role is ostensibly temporary. Additionally, the interview process has become more rigorous; rather than a simple assessment of whether a candidate can perform the job, applicants are frequently required to undergo multiple rounds of interviews—sometimes two or three—for what are supposed to be short-term roles. This level of scrutiny is reminiscent of permanent hiring procedures, which can feel unnecessary and time-consuming for temporary placements.

This shift raises important questions: Are job seekers using the wrong agencies, or has the nature of temporary work fundamentally changed? If short-term temporary roles are now effectively long-term commitments requiring multiple interviews, the practical benefits of temp work diminish considerably. In fact, some might consider pursuing permanent positions even if they anticipate quitting shortly thereafter, as the distinction between temporary and permanent seems increasingly trivial.

The evolving landscape suggests that job seekers need to adapt their expectations and strategies. Understanding how staffing agencies operate today can help in making informed decisions about whether temporary work still offers the flexibility and simplicity it once did—or if alternative approaches are more effective in achieving employment goals.

In conclusion, the concept of “true” short-term temp positions has significantly shifted over the years. The era of quick, hassle-free temp placements appears to be fading, replaced by roles that often resemble longer-term commitments with complex processes. Job seekers should remain vigilant and discerning in navigating this new environment to find opportunities that genuinely align with their needs and expectations.

An annoyed rant from an IT recruiter

Navigating Recruitment Challenges: A Candid Perspective from an IT Recruiter

The current job market has been challenging for both employers and candidates alike. As an IT recruiter, I recognize that the hiring landscape is fundamentally broken right now, and it’s essential for candidates to prioritize what’s best for their careers. That said, my goal is always to facilitate successful placements, not to act as an obstacle.

Recently, I encountered a situation that exemplifies some of the frustrations recruiters face, and I think it’s worth sharing to shed light on common issues that often go unnoticed.

The Candidate’s Journey: From Engagement to Silence

I had the privilege of connecting with a highly qualified candidate for a senior managerial role that offered a six-figure salary. After an initial screening, I reached out via email to gauge their interest in a follow-up conversation scheduled for the next day. The candidate agreed, and the subsequent call was productive and positive.

We planned to continue the discussion later that day, and again, the candidate confirmed. However, as the hours passed, I didn’t hear back. Recognizing that people get busy, I sent a reminder email in the evening, mentioning that the hiring manager was eager to meet them. I waited through the weekend, and when there was still no response by Monday, I reached out again. By Tuesday, despite multiple attempts—emails and a phone call—the candidate remained unresponsive.

The Frustration of Unreturned Communications

My intention was to move this promising candidate through the interview process swiftly—aiming for a decision within four business days. Yet, the lack of courtesy or professionalism in not providing even a brief update is discouraging. It leaves recruiters in a difficult position and affects the overall candidate experience.

A Call for Professional Courtesy

To all candidates navigating the job search: if you find yourself no longer interested or have decided to pursue other opportunities, I completely understand. While switching jobs is part of career growth, I kindly ask for basic professionalism—just a simple message to close the loop. Ghosting not only hampers the hiring process but also impacts the candidate’s reputation, which can be beneficial for potential future opportunities.

Conclusion

The current market demands patience and professionalism from all parties involved. Recruiters are here to help you find the right fit, but mutual respect and communication are key. Candidates should feel empowered to make the best decisions for their careers, but a little courtesy goes a long way in maintaining a positive professional environment. Let’s strive for better communication, for everyone’s benefit.

Why ghost after final round?

Understanding the Silence: Why Companies Often Go Silent After Final Interviews

Navigating the job application process can be a lengthy and emotionally taxing journey. Applicants invest significant time and effort, especially during the crucial final stages of interviews. However, many candidates find themselves puzzled and frustrated by a common phenomenon: the sudden absence of communication following final interviews.

The Reality of Final Round Interviews

In many cases, candidates who reach the final stages of a hiring process engage in extensive interviews—sometimes spanning multiple days and involving numerous stakeholders. For example, a candidate might dedicate upwards of eight hours across various interview formats, including meetings with department managers, peer teams, and executive leadership. These comprehensive assessments often aim to ensure the candidate aligns well with the organization’s needs and culture.

The Expectation of Communication Post-Decision

Given the significant investment of time and effort, candidates typically anticipate closing the process with a clear outcome. Hiring managers often provide estimated decision dates, signaling a commitment to follow-up. Unfortunately, it is not uncommon for these deadlines to pass without any further contact. Candidates are left wondering: did I not make the cut? Did my application fall through the cracks?

The Frustration of Being ‘Ghosted’

This silence can evoke feelings of disappointment and confusion. While it’s understandable that organizations may have unforeseen circumstances—such as internal delays or changes in hiring priorities—the absence of even a generic rejection communicates a lack of professionalism and respect. Many applicants express the desire for at least a courteous acknowledgment, even if the outcome isn’t favorable.

Why Does This Happen?

Several factors contribute to this disconnect, including:

• Internal Process Delays: Organizational changes, leadership shifts, or administrative backlogs can delay decision-making.
• Overlooked Communications: With busy schedules and high applicant volumes, follow-up emails sometimes get lost or overlooked.
• Lack of Standardized Procedures: Not all hiring teams have a formalized process for notifying candidates of decisions, especially rejections.

Moving Forward: What Can Candidates Do?

While it’s ultimately the employer’s responsibility to communicate transparently, candidates can take proactive steps:

• Follow Up Respectfully: A polite email after the decision date has passed can reiterate interest and inquire about the status.
• Maintain Perspective: Recognize that silence often reflects internal issues or changes rather than personal shortcomings.
• Focus on What You Can Control: Continue applying to other opportunities and refining your interview skills.

In Conclusion

The phenomenon of being ‘ghosted’ after final interviews is an unfortunate reality for many job seekers. While organizational communication practices vary, fostering transparency and respect should be a standard part of professional recruitment. Candidates deserve clear, courteous updates—and organizations stand to benefit from maintaining open lines of communication throughout the hiring process.

Recruiters posting selfies on LinkedIn

The Surge of Selfie-Driven Posts by Recruiters on LinkedIn: An Industry Perspective

In recent times, LinkedIn has become a vital platform for professionals across various industries to share insights, celebrate achievements, and network. However, an emerging trend has caught the attention of many users: recruiters frequently posting personal selfies depicting leisure activities, holidays, or social outings alongside messages related to recruitment.

This phenomenon often features recruiters, predominantly from certain demographics, sharing images of themselves dressed up for vacations or nights out, with accompanying captions such as, “Just returned from an award trip to Ibiza—looking for IT contractors!” or similar posts. These updates tend to garner a high volume of engagement, often from peers within their industry, such as colleagues or acquaintances.

While personal updates can humanize professionals and foster connection, some observe that these posts may lack the relevance or professionalism expected on a platform like LinkedIn. Critics argue that such content can be perceived as distractive or insubstantial, especially when the primary goal appears to be recruitment promotion under the guise of personal sharing.

Interestingly, this trend seems to be more prevalent among certain groups, with some noting a pattern involving specific demographics, such as British women, though this observation may reflect personal bias or anecdotal experience. Comments often include engagement from individuals across various regions, sometimes focusing on the recruitment call-to-action embedded within the post.

It’s worth considering why this approach resonates or rubs some people the wrong way. On one hand, it reflects a modern, social-media-driven style of personal branding; on the other, it raises questions about relevance, professionalism, and the purpose of sharing personal content in a professional context.

Ultimately, LinkedIn’s diverse user base encompasses a wide range of sharing styles. While some professionals may find value in such posts for humanizing their brand or showcasing their personality, others prefer content that remains strictly career-centric. As with any social media strategy, understanding your audience and maintaining authenticity is key.

Whether these selfie posts are a passing trend or indicative of a broader shift in professional networking remains to be seen. What is clear is that striking the right balance between personal expression and professional relevance is essential for meaningful engagement on platforms like LinkedIn.

Hired a UX designer who turned out to just UI focused.. how to aim for someone with problem-solving skills?

Selecting the Right UX Professional: Moving Beyond UI Focus to Problem-Solving Expertise

Hiring the ideal UX designer is a critical step in ensuring the success of user-centered projects. Recently, however, a scenario underscored the importance of evaluating candidates not just for their design skills but for their problem-solving capabilities and strategic thinking. Here’s an in-depth look at this challenge and guidance on how to better identify the right candidate for your needs.

A Cautionary Tale: When Design Focus Overshadows User Experience

In a recent experience, a company hired a UX designer based on a promising interview performance. The candidate showcased a refined portfolio, emphasized the significance of user research and usability testing, and appeared knowledgeable. However, after 12 weeks on the job, it became evident that the candidate’s work was narrowly focused on aesthetics—primarily making things look visually appealing—rather than addressing core user problems.

The issues surfaced during client meetings, where the designer’s responses were limited to superficial adjustments, such as color changes or layout tweaks. When questioned about design decisions, the responses centered on visual aspects rather than the underlying user needs or data-driven insights. Moreover, there was little evidence of research, testing, or engagement with user flows, which are essential components of effective UX work.

Understanding the Gap: From UI to UX Problem-Solving

This experience highlights a common pitfall in the hiring process: conflating UI design skills with comprehensive UX expertise. While proficiency with tools like Figma and a keen eye for aesthetics are valuable, successful UX design also requires:

• Analytical thinking and problem-solving skills
• A deep understanding of user needs and behaviors
• Experience with research methodologies, testing, and data analysis
• Ability to translate insights into functional, user-centered solutions
• Effective communication and collaboration with stakeholders and clients

Strategies for Hiring the Right UX Talent

To avoid similar issues in future hires, consider refining your interview and evaluation practices. Here are some recommendations:

1. Behavioral and Situational Interview Questions
2. Ask candidates to describe specific instances where they identified a user problem and how they approached solving it.

3. Example: “Can you tell me about a time when user research led you to change your initial design concept? How did you handle it?”

4. Assess Problem-Solving and Critical Thinking

5. Present real or hypothetical project scenarios related to your dashboard project.

6. Request that candidates walk through their process for understanding the problem, gathering insights, and arriving at solutions.

7. Evaluate Research and Testing Knowledge

8. Inquire about their experience with usability tests, user interviews, surveys, or analytics.

9. Ask for examples of how data influenced their design decisions.

10. Portfolio Review Focused on Problem-Solving

11. Analyze their past work for evidence of user research, challenges faced, and how those were addressed.

12. Look beyond visual design and assess the reasoning behind design choices.

13. Practical Exercises or Assignments

14. Provide a brief project brief and ask candidates to develop a problem-focused UX solution, explaining their approach and reasoning.

15. This can reveal their ability to think critically and solve problems effectively.

16. Collaborative and Communication Skills

17. Observe how candidates articulate their thought process and work with stakeholders, which is vital for implementing user-centered solutions.

Moving Forward

Given your current situation, it may be necessary to revisit your hiring criteria and process to better align with the essential skills your project demands. While you might need to consider hiring another professional, these practices can help ensure that future candidates are evaluated more holistically—balancing aesthetic capabilities with strategic problem-solving and research expertise.

Investing time in refining your interview questions and assessment methods will ultimately lead to a more competent team capable of delivering designs that truly solve user problems, adding greater value to your projects and clients.

Conclusion

Effective UX design extends beyond visually appealing interfaces—it’s fundamentally about understanding user challenges and crafting solutions rooted in research and data. By emphasizing problem-solving skills and critical thinking during your hiring process, you can select professionals who not only design beautiful interfaces but also deliver meaningful, user-centered experiences.

Lost My Entire LinkedIn Network Overnight… Thanks, Hire EZ

Experiencing a Sudden LinkedIn Account Ban: A Cautionary Tale for Professionals Using Third-Party Tools

In today’s digital landscape, many professionals leverage tools and extensions to enhance their networking and outreach efforts on platforms like LinkedIn. However, these integrations come with inherent risks, particularly when they violate platform policies. I want to share my recent experience with the platform to help others avoid similar setbacks.

The Incident

A few months ago, I began using Hire EZ, a Chrome extension designed to streamline the process of managing LinkedIn connections and outreach. While initially beneficial, approximately one week ago, I found myself locked out of my LinkedIn account—permanently banned. The platform flagged my account for “unauthorized activity,” which was perplexing, as I had not used any other third-party tools besides Hire EZ.

The Aftermath

Despite submitting an appeal to LinkedIn, my efforts to recover the account were unsuccessful. Throughout the process, Hire EZ representatives assured me that their tool complies fully with LinkedIn’s terms of service. However, the account ban suggests that either the tool violated platform policies or the activity was deemed suspicious enough to warrant a permanent ban.

Lessons Learned

Losing years of professional connections, messages, and the ability to engage with my network overnight was a significant blow. This experience underscores the importance of exercising caution when integrating third-party extensions with your primary professional accounts. The convenience of these tools must be weighed against the potential risks of violating platform rules and jeopardizing your online presence.

Final Thoughts

For professionals who depend heavily on LinkedIn, it’s crucial to prioritize account security and compliance. Before using any third-party extension or automation tool, thoroughly review LinkedIn’s terms of service and ensure that your practices align with their policies. When in doubt, it’s often better to avoid tools that could threaten the sanctity of your account.

Disclaimer: This post is based on personal experience and serves as a cautionary tale. Always perform due diligence before integrating new tools into your professional workflow.