Sark Recruiting was created after many bad experiences with other recruiting firms that promised a lot and delivered very little. The biggest issue was the general lack of candidates these firms were able to produce. There was no measurable difference in the number of hires before hiring the agencies, using general office staff to take on the task of hiring, and after using the agencies to source employees. The only difference was that the agency was now getting a commission every time an employee was hired. 

After noticing this, the in-house staff began experimenting with different hiring methods and philosophies. After some time, a clear path to success began to emerge that was producing 10 times the results of years past. Sark Recruiting is the result of the idea of putting this process to use for other companies to benefit from.

Here is what was learned:

1. Speed of hire is king: the faster you move, from first contact to interview to onboarding, the more success you will have in acquiring the staff you are after. 

2. Phone calls are greater than emails or gathering resumes. When someone is looking for a job, an immediate conversation with a human being, who can guide them down the path, right from the start, is the best converter. 

3. It is not enough to just follow up within 24 hours; when we say speed, we mean it. Don't even allow phone calls to go to voice mail, if possible. Emails, submitted resumes, etc. should be followed up on within 10 minutes, and the candidate should be on the phone with a recruiter ASAP.

4. Recruiters are NOT bankers and should NOT work a banker's hours. People look for jobs at all hours of the day and night. If you restrict your availability to Monday–Friday, 9 a.m.–5 p.m., you will be competing with every other business for candidates. A noticeable improvement was observed when we extended our hours past the normal working day.

5. Daily follow ups with candidates and hiring managers is a MUST. 

6. You can always remove a poor choice after hiring, but you can't always hire a good candidate after you have passed on them. Sometimes a seemingly bad choice can surprise even the most seasoned hiring manager and become a superstar within the organization. We do not recommend hiring everyone who comes through the door, but we do recommend erring on the side of hiring a seemingly less-than-perfect fit as opposed to waiting for a perfect fit. We also offer a free replacement, if requested within 30 days of the hire date, to make this process easier for our clients.

Our mission is to take these lessons and put them to work for other organizations to meet their hiring needs.