How your recruitment process impacts your company's reputation and bottom line
As the world of work continues to evolve, the expectations around the employee experience have undergone a significant transformation. Candidates, job seekers, and employees are no longer willing to tolerate subpar recruitment processes.
This is why I was excited to welcome David Pullara, CM, MBA, BBA to the foHRsight podcast, to chat about his new book Tom Talent and the Terrible, Horrible, No-Good, Very Bad Recruitment process. We got real about the impact of unacceptable recruitment practices (hello, ghosting and exploitative case studies!) on companies’ reputation and bottom line.
David’s book takes its name as a playful homage to the classic children's book, "Alexander and the Terrible, Horrible, No Good, Very Bad Day" by Judith Viorst. The content, however, is far from a children's story. Instead, it offers a satirical take on the challenges and frustrations that often accompany the recruitment process.
In today's interconnected world, those seeking job opportunities are also active consumers, making their expectations for seamless and positive experiences even higher. A company's recruitment process, whether consciously or not, sends a powerful signal about the overall health of the organization.
Data shows that a poor recruitment experience for candidates affects the bottom line
Backing the insights shared in “Tom Talent”, is a survey conducted by a consumer and data insights company involving over 9000 participants. The survey delves into the impact of a negative recruitment experience on an individual's willingness to apply to other roles within the same company. The staggering result is that 83.5% of respondents would be influenced by a terrible recruitment process when considering future applications at the same company. 33.2% would think much less of the brand and / or avoid purchasing their products / services when possible!
These statistics underscore the tangible consequences of a flawed recruitment process, extending beyond the immediate hiring decision: the damage to a company's reputation and bottom line is significant and warrants attention not just from HR leaders and recruitment professionals but from the entire executive team.
The role of technology in creating a more human recruitment experience
As we discuss, technology has a major role to play in shaping and enhancing recruitment processes. If technology is causing unnecessary friction and frustration, it's time to consider alternatives that streamline the process and provide a more positive experience for candidates. Applicant Tracking Systems can be augmented by Gen AI and other “plug-in” tools to scan resumes, auto-reply to candidates, mine LinkedIn data and more, so that human recruiters and leaders can do what they do best: build relationships with candidates.
A shift in mindset around recruitment
The overarching message is clear: the recruitment process needs a strategic overhaul. It's not just about fixing what's broken; it's about reshaping the entire mindset around recruitment. The survey data reinforces the urgency of this transformation, indicating real-world losses in terms of potential talent and long-term organizational reputation.
To listen to the full episode: