Frankensystem syndrome: 3 hidden HR problems that may be holding you back

It seems like every day we’re seeing stories on social media about candidates being forced to suffer through months-long interview processes only to then be ghosted with no explanation.

Have recruiters lost their senses and suddenly stopped caring about candidates? Of course not. It may simply be that social media is putting a spotlight on the mistakes that used to happen behind the scenes and are now finally in plain view.

The question, then, is what’s causing these poor candidate experiences?

3 common HR problems in 2024

On social media, HR often gets the blame. But, the more likely culprit is often mechanical—or rather, digital. 

As an influx of tech has infiltrated the hiring process over the last few decades, HR has had to constantly adapt to this new digital transformation. As a result, most HR teams have been forced to use a hodge-podge of unreliable, siloed systems that sabotage their strategic work. We call these monstrosities “Frankensystems,” and they wreak havoc across the entire HR lifecycle. So, how can you tell if you have a Frankensystem? And how do they work?

2 types of Frankensystems—and their dangers

Frankensystems come in two models. 

There are Frankensystems of your own making, where you’ve cobbled together a litany of different point solutions. And then there are the “all-in-one” Frankensystems that are sold as unified solutions but are simply a patchwork of dozens of poorly integrated parts.

Regardless of which Frankensystem you’re wrestling with, the HR silos they create between candidate and recruiting data are the same (and they’re most likely costing you more than you think). In fact, the average cost-per-hire in the US is $4,000 and 24 days per worker.

Here are three HR problems caused by a Frankensystem you should look out for:

HR problem #1: Hiring managers are blocked from key data

One of the most common problems caused by a Frankensystem is when hiring managers can’t access the information they need to make new hires.

Hiring managers dealing with point-solution Frankensystems often have no way to access the pipelines, reports, or data that they need. Usually, this is because they’re using a standalone ATS that isn’t connected to their HRIS. If you have a point-solution Frankensystem, chances are that it’s working off static permissions which are frequently out of date and require constant manual upkeep. 

As a result of this incomplete data, many HR teams will limit access to their data altogether, making it impossible for hiring managers to get ahold of the resources they need. If your hiring managers can’t close offers with top talent because they’re too busy doing administrative tasks, you might have a Frankensystem on your hands.

HR problem #2: No single source of truth

Disconnected ATS and HRIS systems also tend to cause a cascading effect of data discrepancies.

Hiring is one of the most cross-functional processes in a company, spanning finance, recruitment, HR, IT, and all the hiring managers requesting new roles. When every stage of your hiring happens in different systems, you have no single source of truth for your data. 

This can have far-reaching consequences—like leaving stakeholders all over your organization with more questions than answers. For example:

• How many roles has Finance approved? 
• When can they be hired? 
• How many candidates have signed their offer letters?
• Do new hires have the right laptop and software?

Without a headcount source of truth that stretches from applicant to fully onboarded employee, teams spend hours downloading, filtering, and verifying recruitment metrics. As a result, it takes several extra days or weeks to get offers approved and processed, and your perfect candidate ends up signing somewhere that doesn’t have a monster lurking in the shadows.

If your headcount planning and recruiting systems aren’t in sync, you guessed it: You may be suffering from a Frankensystem.

HR problem #3: The data entry treadmill 

One of the most hidden, yet most detrimental, problems caused by a Frankensystem is what we call “death by a thousand cuts.”

Have you ever been required to enter information in your HR system only to have to re-enter again across multiple other systems? As candidates move through the hiring process, HR often has to re-enter data over and over again into every tacked-together application. 

All-in-ones have tried to solve this, but as a result they often offer very rigid and generic pipeline stages and candidate templates. Neither type of Frankensystem can scale.

To solve these problems, different hiring managers tend to adopt different processes. This creates an inconsistent candidate experience and makes it impossible to effectively measure and report on your recruiting effectiveness.

If your recruiting process becomes messier and messier the more you hire, you may want to check for a Frankensystem in your closet.

Fixing your Frankensystem

These three issues may seem merely inconvenient, but they’re only symptoms of the real damage Frankensystems can cause. When left unchecked, Frankensystems rot your organization from the inside out by attacking your most valuable asset: your people.

With HR playing a constant game of whack-a-mole with admin tasks, data errors, and out-of-sync systems, there’s often no time left to be strategic.

If you’d like to improve candidate experiences, build high-performing teams, and grow your business, your first step should be to diagnose and address your Frankensystem.

Find out how you can remedy your Frankensystem with our Talent Effectiveness guide, where you can learn how to make better hires faster, uplevel your talent year-round, and get ahead of employee turnover.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.