Tips for Managing Recruiter Stress to Lower Workers’ Comp Risk

For temporary staffing firms, controlling workers’ compensation costs is an integral part of building a sustainable business. While accounting for the hazards employees face while on assignment, it can be easy to lose track of the stress that recruiters can experience. Helping recruiters to manage stress is an important part of a staffing firm’s risk management practices.

Why are recruiters so stressed out?

The staffing industry is a dynamic and exciting place to work. But dynamism and excitement often bring their share of stress for the recruiters tasked with finding fresh candidates to meet client demand. Recruiters face significant pressure as they try to balance the unique expectations of each candidate, often urgent demands from clients, and the pressure to constantly contribute to the growth and success of the firm. Finding qualified candidates, waiting for job orders to come in, or struggling to meet quotas can drive a recruiter to develop stress-related illnesses.

Why is stress a workers’ comp issue?

Psychiatric injury is a recognized form of workplace injury under the workers’ compensation laws of many states, including California. Everyone can handle a certain amount of day-to-day stress without serious consequences, but over time, high levels of stress can lead to cumulative injury in the form of depression and anxiety. It can also cause or worsen other serious health problems, like heart disease.

When an employee seeks the help of a physician for stress-related illness, he or she may file a workers’ compensation claim. Even if such a claim lacks merit—for example, the employee’s stress is mostly related to family problems—the employer and the insurance carrier will need to spend resources resolving the issue. But many such claims do have merit and will need to be administered in good faith.

Simple steps to prevent serious cases of workplace stress

Temporary staffing firms can take concrete steps to help their recruiters manage the day-to-day stress of their work. Some of the steps an employer can take include:

  • Encouraging open dialogue between recruiters and managers about sources of stress.
  • Training managers to treat signs of stress, like angry outbursts or depressed moods, as problems that should be addressed constructively.
  • Giving employees access to resources to address pressing issues, like drug or alcohol dependency, that can aggravate workplace stress.
  • Train employees in simple self-help methods for reducing stress, like changes to diet, breathing exercises and taking walking breaks.

Steps like these can help a firm not only control against avoidable worker’s compensation claims but also foster a happier and healthier environment among its recruiters.

Gunnin is the staffing industry’s risk management resource.

Gunninis proud to serve the risk management and workers’ compensation needs of the temporary staffing industry. We can help your firm evaluate its current practices and develop a plan for making its risk management program do more. Call Gunnin today to talk to one of our experienced professionals about how we can help your firm succeed.

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