Load Balancing is kind of like this...

Interview load balancing is something that’s tracked often. We even track it in our own platform’s metrics. After all, it’s important to make sure that no one person does all the interviewing or scheduling. This makes sure that no one gets burned out or is working at a lighter load than everyone else.

When it comes to load balancing job requisitions (reqs), however, there’s a distinct lack of tools available.

We don’t have all the answers, but there are a couple of ways that you can balance the load that you have coming in:

Why is load balancing the job req workload important?

At first glance, this sounds like a great problem to have! After all, in most instances, open reqs means that your company is going through a high growth period and has a lot of opportunity opening up!

However, if you don’t have a system in place to make sure that your entire team is taken care of, the problem only gets worse. In fact, 40% of surveyed current employees want to quit due to burnout. A high and unbalanced workload is one of the factors that can lead to that.

Therefore, it’s super important to make sure that your team is balanced throughout all aspects of the hiring process, but it’s pretty difficult to come up with a completely fair way to do so.

While most teams preview what job reqs they’re going to have open for that quarter and hire accordingly, the best-laid plans can go awry.

Here are three ways you can potentially balance your job req workload:

A Points System

One way to balance reqs for recruiters is by assigning each job opening a certain number of points based on the req’s difficulty. For example, a historically high-turnover position– such as an SDR– that requires a lower amount of prior experience and is generally easier to fill would be assigned a lower number of points. A senior software engineer, however, is historically more difficult to fill and would be assigned a higher number of points.

Using this point system, managers are quickly able to have full visibility into not only the number of reqs coming in but also the difficulty of each req. Using this information, they can then assign reqs to individual recruiters and RCs and be able to load balance that way.

This all sounds great in theory, but there are some worries: a point system can be pretty subjective. Every person has a different definition of what’s overwhelming to them, so someone with two lower point reqs might feel just as overwhelmed as someone with 3 higher point reqs.

Additionally, a system like this doesn’t allow recruiting coordinators to build close relationships with one recruiter nor does it enable them to specialize in one type of department. This can make it difficult if a recruiter goes on vacation and the hiring manager isn’t sure who to turn to to ask questions about the open position.

A Queue System

Points can potentially be arbitrary, but a queue isn’t. In this system, each req that comes through gets automatically assigned to a recruiter in a round-robin system. Using a queue and ticketing system for reqs enables everyone to have a centralized view into the hiring process and how long it takes to fill each role.

However, this system doesn’t take into account more complex roles and the additional time associated with them. This means that some members of the team could potentially be shouldering a higher workload than others.

This system also relies on great communication throughout the entire team. For example, a recruiter needs to really communicate how they’d like the interview structured to the RC team otherwise an RC that doesn’t have experience scheduling for that type of interview might schedule it differently than desired.

Load Balancing by Segmentation (Location, Department, Recruiter, etc.)

Segmenting reqs based on different characteristics is a great way for recruiters and RCs to get really specialized in one type of role and the scheduling for that role. It’s also a great way for the same recruiters and RCs to work closely together and build strong relationships. After all, RCs typically become recruiters after their promotion (if they don’t become managers) and this close relationship is critically important for their career growth.

At the same time, different locations and different departments (and even different recruiters) may have vastly different quantities of open positions and interviews. This means that a small amount of recruiters and RC groups might be shouldering a significantly higher portion of the workload than other groups!

Load balancing continues to be something that’s difficult to manage but it’s important for team synergy and career growth. Whichever method you choose to balance, it’s most important to make sure that your team has great communication and feels comfortable to speak up when they need help!

This topic is a result of a discussion in our Talent Innovators’ Community. Interested in learning more? Join our community here: https://www.goodtime.io/community.