HR specialist John Sullivan says companies treat monitoring customer satisfaction as a science. They know the exact cost of getting, upsetting and losing a customer.
But when they hire workers, they deliver a poor candidate experience. This costs them dearly.
I estimate that the average professional candidate voluntarily spends more than $1,000 worth of their own time and money in preparing for and participating in an organization’s hiring process. Given that level of investment, they deserve to be treated like good customers.
Sullivan’s How candidate abuse Is costing your firm millions of dollars in revenue has the details. He also provides a list of 20 negatives from poor hiring practices.
Two stand out.
- First, abused candidates become enemies. Not only will they not buy the company’s products, but they actively lobby against others buying those products. This is especially harmful to companies operating in business-to-business markets where each transaction is large.
- Second, the best candidates – which also means the best employees – don’t need to put up with being jerked around by dumb processes. They’ll walk away from stupidity. So over time a company with poor hiring practices will only get second-rate people.