Stop Filling Seats. Start Solving Problems.
- Jul 13
- 3 min read
Written by Kristin Hughes
The recruiting industry has changed dramatically over the last decade, and not just because of technology. What concerns me most is how transactional hiring, and human behavior in general, has become.
Everyone is moving faster. Hiring managers need positions filled yesterday. Recruiters are measured on speed. Candidates are applying to dozens of jobs with a single click. Time has become our most valuable resource, and because of that, many organizations have unintentionally sacrificed something much more valuable: relationships.
Instead of asking, "What challenge are you trying to solve, and why?" the conversation often starts with, "I need to fill a seat."
Those are two very different conversations.
When hiring becomes purely transactional, everyone misses the bigger picture. A job description doesn't tell the full story. A resume doesn't explain someone's motivations, strengths, or long-term goals. And filling an opening quickly doesn't always solve the business problem that created the opening in the first place.
I believe this trend will continue unless we intentionally change the way we approach recruiting. The organizations that will be most successful aren't necessarily the ones moving the fastest, they're the ones willing to slow down just enough to understand the people behind the opportunity. The why behind the request.
My View on How to Fix It
A trend I'm hearing from TA folks, and seeing pop up as a conference topic is the idea of becoming an "Advisor" instead of an "order taker." I like how Brian Fink puts it better:
"Stop Being a Waiter. Start Being a Doctor."
Brian Fink is one of the most respected voices in Talent Acquisition today, and he has some of the best metaphors and analogies for relating hiring to human behavior. You can read his full article here (and I'd recommend following his writing, period): thebrianfink.medium.com
I love any metaphor that lets you visualize a familiar scenario in a totally new light, it makes asking uncomfortable questions, or examining our own behavior, a little easier to take. And this one does exactly that.
Think about the doctors who don't really listen, the ones who just prescribe a bunch of pills that don't work, and three months later you're back in the office and the pain has gotten worse. Now think about the doctor who fights you on your symptoms, digs deeper, and is willing to work a little slower so you can actually solve the real problem, once you figure out what that is.
Translate that to hiring: when a client or manager says they need another developer, project manager, or systems engineer, our first response shouldn't be, "I'll send resumes this afternoon." It should be, "Tell me what's happening. What's driving this need? What's working today? What's not? What happens if we don't fill this role?"
At Odyssey, we believe the best partnerships begin with curiosity, not assumptions. We encourage honest conversations about what's really happening, not just what position needs to be filled, but the business challenges, team dynamics, and goals behind the request. Those conversations let us solve problems instead of simply processing orders.
One of my favorite stories from our team comes from Ben, who shared on our podcast how a long-term client relationship started with a single placement. It wasn't because we filled the role faster than the competition, it was because we invested in understanding the client, earned their trust, and kept showing up as a partner instead of a vendor. One successful placement became another, then another, and eventually a relationship built on years of mutual trust.
Check out the story here:
That same philosophy applies in reverse, to candidates applying for jobs.
Rather than treating people like another profile in a database, we should understand where they want to go, what motivates them, and whether an opportunity genuinely aligns with their career. Sometimes the best advice isn't encouraging someone to make a move, it's helping them realize the timing isn't right. Talking them out of something that you know does not align with their long-term career goals. That honesty builds trust, and trust is what creates long-term relationships. That’s an advisor.
Where This Leaves Us
Technology will continue to evolve, and that's a good thing. But the future of recruiting won't be defined by who can send resumes the fastest. It will be defined by who understands people best.
At Odyssey, we believe recruiting works best when technology supports relationships, not replaces them. Because in an increasingly fast-paced world, integrity, trust, and genuine partnership are still what make the difference.
If this is resonating with you, let's have a conversation about how to solve your problems, not just fill your empty seats.
***Link to my article from 1 year ago that talks about this shift from staffing to solution providers, and how Odyssey has been here for 20 years.
