If it Ain’t Broke…Don’t Fix It (But It’s Broke)

If it Ain’t Broke…Don’t Fix It (But It’s Broke)

Doug Douglas – National Engagement Manager at Stark

January 31, 2012

I live in the center of Texas, and we have an expression that I’ve heard my entire life that says, “If it ain’t broke, don’t fix it.” Basically, just leave “well enough” alone because in trying to “fix” it, you might just make it worse.

I can certainly identify with trying to make things “better.” In August of 2011, I was diagnosed with cancer. I had three major surgeries within a month’s time where 16 tumors were removed. I’ve been receiving treatments since then, and yesterday received the news that they are working and things are looking very good! Now, I didn’t plan to have cancer – and I certainly didn’t want to have cancer. My body was broken and was in need of some “fixing.” So, as unpleasant as it was, I endured the surgeries, the tests, the scans, the treatments, and so on in order to be better. And now, 5-6 months later, it was worth the ordeal to get to this point!

Recruiting – while not life threatening – is broken and in need of being fixed. Corporate Recruiting, Contingency Recruiting, Recruiting Recruiting – they all need some work done. Processes need to be improved so that a company can attract the BEST candidates, and not just the ones who are interested in working for you. Technology can be used to address major gaps and mistakes that organizations are making in their recruiting strategies. Companies can’t stand calling on recruiting firms to assist because they feel like they are overpriced and under-served, leading to an adversarial relationship instead of a true partnership.

Did you know that 89% of those who lose or leave a job within 18 months of being hired did so because of attitude – not skills or knowledge. But what do most recruiters screen for? Skills and knowledge. It’s the fit within the company, the behaviors, drivers, and personality that can make or break the success of a new hire. Yet companies continue to ignore this piece of the candidate.

Contingency Recruiting has a world of problems with their model. “Let me go work on this search for you and then pay me 25% of the hired person’s salary if I find the right person for you.” Simultaneously doing the same with 6, 7, 10, 15 other companies. In this model:

  • The easiest to fill will get the most attention.
  • The recruiter is going to spend 48-72 hours working on this and then move on to the next one.
  • The recruiter is going to send you the most expensive candidate they can find (not necessarily the most qualified) so their fee will be as much as possible.
  • The recruiter is counting on filling 1 position out of those 6,7,10, 15 – and making enough on that one fee – to pay for the time and effort on the others that went unfilled.
  • There is no accountability for the recruiter to care that your position went unfilled.
  • It’s a race to submit first before other contingency recruiters submit their candidates. This means no one is taking the time to care if the candidate will fit within your culture, has the correct motivations and drivers. It’s simply, “Do they have enough of the bullet points on the job description covered for me to submit them?”

For the Corporate Recruiter, you have your share of fixes that need to be addressed as well:

  • Your job descriptions are uninformative.
  • Your salary range is hidden.
  • Candidates fall into a black hole when they apply for your jobs, never to hear from anyone within your organization.
  • The application process is long and burdensome.
  • You have 50-60 openings that you are working on at any moment, so you don’t have the time to look at cultural fit, motivators, drivers, personality as well.

This is “broke.” There is a better way! Stark believes in challenging the status quo. We do so by:

  • Partnering with you and working that search until it is successfully filled.
  • Providing a fixed fee before the search begins so the salary of the hired person will not impact our bottom line. This fixed fee typically saves you 50% or more than you will pay under that old model.
  • We care about the “whole candidate.” His/her skills, experience, education, certifications – but also their motivators, drivers, personality and how they will mesh within the team you already have in place. We do this through our SourceMatch technology.
  • We would like to have key people that you would work with consistently so they will know your company, managers, your likes and dislikes, and ultimately make the process smoother and easier for all involved.
  • Helping your brand in the marketplace through processes and workflows that make it easy for candidates to apply, as well as keep them informed throughout.
  • Real time metrics and data provided to hiring managers and HR so they can see where at search is at any time.

There is such a difference between the service you receive when you are seen as a vendor, and when you are seen as a partner. At Stark, we always desire to be a partner to our customers – looking out for your best interests and working alongside you to a successful end. When you discover the Stark difference, you’ll realize just how much better things could be! We are rated in the top 1% of all staffing firms in the US, and received that rating by not only our customers, but also our candidates!

Recruiting is broke. It’s scary to try something new sometimes, but we have example after example of how our model works and our customers love it! Why don’t you let me help you fix it?


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