Canadians workers are burning out — and that includes HR and recruitment teams.

While implementing happiness and well-being programs is a step in the right direction, mitigating long-term stress and burnout means alleviating some of these ongoing stressors like tedious and repetitive tasks that lead to poor employee engagement.

Automation can help.

Increasingly, HR leaders are integrating automated recruitment processes. Not only do these processes promote better candidate experiences, but they immediately curb some of the repetitive — and time-consuming — tasks. With those tasks managed, recruiters can focus on high-value business-building projects while creating greater balance in their day-to-day. 

Consider automating these high-burnout-potential tasks 

From resume screening to interview scheduling to candidate screening, there are many recruitment processes that can be automated. To determine where your team should start, consider what’s taking up the bulk of your team’s time — and what doesn’t necessarily require a human touch. Some areas to consider?

Resume screening 

The average recruiter spends 15 hours per week sourcing one role. By automating resume screening via RPA bots or Applicant Tracking Systems (ATS), your team can screen and compare resumes, send notifications to select candidates, and validate licenses or other key documents. With relevant candidates identified, recruiters can initiate an added filter based on keywords or other qualifiers, or can manually dive into remaining resumes, without having to weed out job seekers who miss the mark. 

Interview scheduling 

Thirty-seven percent of recruiters say they’re “most challenged” by interview scheduling — and the back-and-forth can take significant time, unnecessarily. Using the Indeed Hiring Platform you can enable qualified candidates to self-schedule — and even reschedule — removing this sometimes-tedious task for good. You can also layer in automated follow up and reminders to help curb “ghosting,” which can take from HR’s already-limited time

Candidate engagement

If you don’t engage candidates within three weeks of an interview, 87% say they lose interest in the role — three in four lose interest after just two weeks. Unfortunately, though, ongoing candidate engagement can fall by the wayside if recruiters’ time is constantly divided across competing tasks.

By automating candidate check-ins, follow up interviews, reference checks, and other late-stage tasks, you can keep talent moving forward without burdening HR and recruitment teams. It’s a win/win — candidates feel connected to your organization while recruiters mitigate the risk of losing top talent should hiring processes slow or stall. With the right automated engagement touchpoints in place, you’ll lessen the risk of recruiters having to start over with a specific open headcount — a significant stress for any HR professional.

The next step: curbing recruiter burnout with automation Automation can be a critical step towards reducing recruiter burnout and promoting greater well-being among your HR team. Whether it’s resume screening, candidate assessments, interview scheduling, or simply keeping talent engaged and moving ahead, automated processes can promote forward momentum and a more efficient candidate experience. At the same time, these processes immediately eliminate repetitive tasks that keep your teams bogged down — and burned out.

Consider where your team is spending too much time — and what doesn’t require their professional eye — and start there. Even removing a single, repetitive task from your team’s task list can save countless hours and eliminate significant, ongoing stressors.