HR Customer Story: Protecting the Investment in Job Candidates

A key issue many staffing organizations grapple with is candidates who drop out of the process of their own volition, particularly when they are attractive, if not ideal, candidates. This results in a twofold problem: lost time and money spent, and top talent that got away. HfS believes there is a clear opportunity to solve this vexing issue, and it starts by looking within at causal factors the business can control.

This POV, based on a detailed discussion with a global staffing leader at two Fortune 250’s, details the following four steps needed to avoid the costly and disruptive scenario of job candidates opting out of the recruiting process (either in the early stages, by not showing for a second or third interview, or not accepting a job offer at the end of the process).

• Step 1: Quantify the value of the candidate pool using a tiered investment framework.
• Step 2: Highlight poor outcomes relative to investment level (opt-outs, rejected offers, etc.).
• Step 3: Quantify the cost of the poor outcomes.
• Step 4: Determine and broadly communicate reasons for the poor outcomes … changing attitudes and behaviors within the recruiting process.