Rhona Barnett-Pierce


Image of Rhona Pierce, a Black woman, and the words: 4 Ways To Support Your Recruiting Team

4 ways to support your Recruiting Team

As a talent acquisition leader, you know firsthand that recruiting is a fast-paced, high-pressure role that can take a toll on your team’s mental health. In just one day, a single recruiter can experience a wide range of intense emotions, from excitement and satisfaction to frustration, stress, rejection, and self-doubt. This emotional rollercoaster can be mentally and emotionally taxing, and it’s crucial that we, as leaders, proactively support our recruiting teams.

Woman pointing at her chest and the words I Have All These Feelings

By learning how to support your recruiters emotionally, you’ll create a more resilient, engaged, and productive team. Your recruiters will feel valued, understood, and better equipped to handle the high-pressure nature of their role, leading to improved hiring outcomes and a stronger talent acquisition function.

Today, I’m going to walk you through actionable strategies you can implement to create a supportive environment for your recruiting team.

Strategy 1: Normalize Open Communication About Emotions of Your Recruiting Team

Creating a safe, non-judgmental space for your recruiters to share their feelings and challenges is crucial. Schedule regular check-ins and one-on-one meetings to discuss the emotional aspects of the job, not just the tasks and metrics. Share your own experiences and coping strategies to show vulnerability and relatability, encouraging your team to do the same.

Strategy 2: Monitor Workload and Support Mental Health of Your Recruiting Team

The truth is, most recruiters aren’t going to tell you they have too much on their plate. Recruiters are used to juggling so much that it’s hard for them to realize when they are on the brink of burnout. That’s why it’s important for you to regularly assess the workload and emotional strain on each recruiter, ensuring a fair distribution of tasks and adjusting assignments as needed to prevent overwhelming individual team members.

Provide additional resources, such as temporary staffing or technology solutions, to alleviate pressure during peak hiring, demonstrating your commitment to your team’s well-being. However, it’s not just about managing workload; it’s also crucial to support your recruiters’ mental health.

Support your team’s mental health

Offer employee assistance programs (EAPs) that include counseling services and mental health support, ensuring your team has access to professional help when needed. Share information about mental health resources, such as helplines, online support groups, and stress management tools, empowering your recruiters to prioritize their emotional well-being.

Encourage your team to utilize these resources and prioritize their mental health. Lead by example and create a culture where seeking help is seen as a sign of strength, not weakness. By providing comprehensive support and resources, both in terms of workload management and mental health support, you’ll foster a healthier, more resilient recruiting team that can better navigate the emotional challenges of their role.

Building on the importance of support and recognition, let’s explore how celebrating wins and acknowledging efforts publicly can further boost your team’s morale and resilience.

Strategy 3: Celebrate wins and acknowledge efforts publicly 🎉

Regularly recognize and celebrate the successes and achievements of your recruiters, both big and small. Acknowledge your team’s emotional labor and resilience, even in the face of setbacks or challenges. Implement a rewards and recognition program that values the emotional contributions of recruiters, boosting morale and showing appreciation for their hard work.

Recognizing the efforts of your team is crucial, but it’s equally important to lead by example when it comes to self-care and work-life balance.

Strategy 4: Model Healthy Coping Strategies and Work-Life Balance for Your Recruiting Team

Lead by example in managing stress, setting boundaries, and prioritizing self-care. Share your own techniques for maintaining emotional well-being and encourage your team to do the same. Promote a healthy work-life balance by encouraging recruiters to take breaks, disconnect from work outside of office hours, and engage in activities that promote mental and emotional health.

By implementing these strategies consistently, you’ll create a supportive and emotionally intelligent work environment that enables your recruiting team to thrive, even in the face of the intense emotions they experience daily. Your recruiters will feel valued, resilient, and better equipped to deliver outstanding results for your organization.

If you have any questions or would like to discuss this further, please don’t hesitate to reach out. I’m always here to support you in creating a thriving talent acquisition team.

Talk to you next week!


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