The COVID-19 pandemic transformed how (and where) millions of people across the world worked. This created huge challenges for HR teams, and the disruption hasn’t stopped since.
During the pandemic, employees started to re-evaluate what they wanted out of their jobs, and this triggered the ‘Great Resignation’. These sky-high attrition rates have challenged HR teams by putting extreme pressure on their recruitment practices and processes.
In this incredibly challenging context, it is no surprise that research by Findem and KarmaCheck found that 90% of HR teams are missing at least one of their hiring goals and 71% are missing out on key hires.
The main reason for this, according to the survey of 312 HR leaders in the US, which was shared exclusively with UNLEASH , is process inefficiencies and tech challenges.
All of this is contributing to a burnout crisis within HR. 73% told Findem and Karmacheck they are burnt out because of recruiting and hiring challenges. 22% say they are burning out daily and 61% said their stress levels are making them consider quitting their current job.
Half noted they had resigned from previous jobs because of burnout – 88% of these due to inefficient processes often linked with bad technology.
It’s time to improve recruitment tech
Talking about the findings, Findem CEO Hari Kolam shares exclusively with UNLEASH: “If there’s one thing we’ve learned from this research, it’s that talent teams will need to lean heavily on tech in 2023 to temper some of the crisis-level burnout taking place”
95% of those who had previously quit due to stress, said they would have stayed in their role if their employer had introduced more and better tech.
86% of the HR leaders surveyed by Findem and Karmacheck said they plan to purchase more tech in 2023; this is despite economic challenges linked with a looming recession.
This begs the question: what type of tech does HR need for hiring success in 2023 and beyond?
Kolam adds: “HR technology will especially play a larger role in sourcing and candidate engagement, which are both time-intensive tasks that don’t necessarily call for much human involvement and where talent teams want to see more automation.
“With some of that offloaded, HR teams can dedicate more time to the important parts of the hiring process that require a human touch, such as getting on phone or video with candidates, interviewing them and doing what it takes to close them.
“Technology adoption is going to spike this year because it’s the best and only option for HR teams to operate with the most productive efficiency.”
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