A lot has been said on how HR managers should manage employees who are struggling with stress at work, but what should HR managers do to deal with their own stress? Job stress can be a productivity killer that leads to hampering quality of work and losing focus. So, it is important to know the fine line between stress and success.
Stress is an inevitable part of life, but the way you handle it could make a huge difference. The first step to overcome stress is to acknowledge what triggers it. In the workplace, HR managers might be the most stressed individuals because they have to deal with the human side of a business. In times of uncertainty like today, changes and challenges in the talent landscape can bring leaders on the brink of burnout.
Here are four main stress triggers for HR managers and what you can do to overcome them.
1 . Lack of applicants
Despite many people losing their jobs during the pandemic, shortage of applicants remains prevalent. This can happen in a position or industry where the workforce demand outweighs the supply. Dealing with such a situation may stress you out.
If the number of candidates applying for a vacancy is not what you expected, then you can opt to hire based on abilities. This means recruiting candidates based on their skills instead of previous experience or education. Revisit your job ad and rethink criteria that are centered on a degree or professional title, then tweak or highlight the abilities required for the role. Consider what candidates can accomplish rather than what they have done in the past. Prioritizing skills above formal degrees can help candidates envision themselves in that job and encourage them to apply. Another advantage of skill-based recruiting is that it allows you to attract a more diversified pool of candidates from a variety of backgrounds.
2. Difficulty in filling out senior level roles
Hiring for senior level roles is typically more challenging than hiring junior ones. The executive talent pool is much smaller and you need to step up your game to find the right person. Most tenured professionals are already settled in the company they have been working for years. With good compensation and job stability, it makes sense that senior employees are reluctant to move on and start again at another organization.
Work at a more advanced level in your hiring strategy. Advertising vacancies at job websites might work well in attracting fresh graduates, but you cannot do the same to veterans. You can source prospective candidates through professional sites or networks such as LinkedIn and connect with them in person. Personalize your approach when reaching out to them and provide a good reason why they want to join your company. Recruiting senior employees is not always about offering bigger compensation because they might have already been making good money. So, you need to offer more than financial benefits and consider other perks such as healthcare benefits or pension plan.
3. Not getting enough time to process a task
Hiring new roles takes time and sometimes the business just cannot wait. A lack of qualified candidates may result in a prolonged hiring process. The recruiting procedure may be excessively lengthy, or you may be unable to reach an agreement. Not getting enough time to accomplish a task properly can leave you under a lot of stress.
When hiring for difficult-to-fill positions, it is normal to take a longer time. Explain this to the HR team and set expectations from the beginning. Tell them what a reasonable schedule is. It is wise to emphasize the necessity of recruiting carefully for positions because a bad hire may cost a lot of money. From creating job posts, discovering candidates and sending them notifications about the hiring process, let the automation do the job. Allow technology to function for you so you can focus on the interview and onboarding new employees.
4. Short on budget
Working with a shoestring budget while the company is also understaffed can easily lead you to stress. HR managers are responsible to recruit top talents while paying close attention to the organization’s financial situation.
If the finance issue is a major source of concern for you, evaluate how much the vacant position is costing you. All of this leads back to improving your recruitment efforts by concentrating on competencies, attracting candidates with perks, and leveraging technology.
HR managers are no exception to stress. If you’re experiencing this, acknowledge that the feeling is normal; you are not expected to be perfect. Take time to learn from the experiences of others so you will know that you are not alone. There is no mountain too high and there is no problem too impossible to overcome.