Employee burnout is real. According to a recent Gallup poll, 76% of employees experience some form of burnout at various times in their careers. In a survey conducted by job board Monster, it was reported that 69% of people working from home during the pandemic are experiencing a form of burnout. The stress, anxiety and fear caused by Coronavirus-19 coupled with noise levels, life-balancing acts of managing childcare and meal prep, along with makeshift home offices, fatigue from video conferencing, and feelings of isolation are putting many people into a state of high alert and high alarm. But employee burnout is not a by-product of the pandemic; its presence has been evident for decades.
In 2016, the General Social Survey revealed that 50% of their respondents claimed to be burnt out or near exhaustion from the demands of their job. This percentage showed an increase of 32% from just twenty years previous. Disrupted sleep patterns, increased consumption of alcohol and caffeine beverages, decreased time spent exercising, fear of losing one's job, and moodiness have been identified as signs of burnout.
The world of work is changing. So is the world of hiring. And in 2021, that change is happening faster than ever, with a new push for digital hiring technology alongside an increasing demand to keep hiring personal.
That presents a dilemma for businesses.
On one hand, businesses need to be efficient in hiring. On the other hand, it’s difficult to making hiring personal—and streamlined—when there are so many potential candidates. Lack of efficiency leaves your business in the dust, but a lack of personal touch may drive away candidates. And either way, business competitiveness rests on striking a balance in this gray area. Today’s podcast offers tools to help businesses like yours find the happy medium.
The coronavirus continues to impact almost every individual aspect of our lives, but some of the most profound changes can be seen in our health. In 2017, 3 in 4 Americans reported at least one symptom of stress. Americans are now suffering even higher stress levels than they reported at the start of the pandemic. And when people are stressed, they’re not focusing on their work—they're focused on pulling through.
That has a profound impact on the workplace—not just in productivity, but also in climate. And in a time when employees increasingly turn to their employers for health support, wellness is no longer just an employee perk. It’s a critical competitive benefit and a crucial investment in long-term success. Workplaces that go above and beyond to support employee wellness will be the ones that rise to the top in 2021 and beyond.
Today I’m welcoming Tim Visconti, CEO and Tim David, COO, of PeopleLift to talk about recruiting and how the landscape and the approach has changed. What are the new tools, the new rules, and the new objectives? How can we optimize and humanize candidate experience during an often largely remote and digital hiring process? We’re going to talk about the best new practices that can put organizations in front as far as recruiting.