In tough hiring markets, burnout among recruiters can be a major problem, but there are some strategies that can be employed to help mitigate it. Recruiters should start by examining how they prioritize their tasks within the recruitment process for the day, looking for opportunities to reallocate work more efficiently. Employers should also strive to provide a sense of purpose and ownership of the hiring process to recruiters, a practice commonly seen in younger companies that do not have well-established teams. To prevent burnout, employers should strive to make sure that recruiters can stay informed and connected with colleagues and be prepared to offer additional support when needed. Finally, employers should examine their recruitment and workforce strategies to ensure that candidate pipelines are accurate and reflect the current needs of the organization.