A full seventy percent of job applicantsto any job at any companyare dissatisfied with the hiring process, according to Staffing.org. And 25 percent of those who are hired for jobs regret it after a year, according to consulting firm Challenger, Gray and Christmas.
These are two of the “five ugly truths” about recruiting on ERE.net. John Sullivan puts the stats in another light:
“Almost any senior executive would be alarmed upon learning that users were dissatisfied, failure rates approached 50%, and a significant percentage of your customers regretted their decisions.
“Obviously, if the numbers listed above came from an important profit-impact function (supply chain, finance, customer satisfaction), everyone would be screaming for a complete rethinking of the entire process.”
But recruiting? No big deal, right? If you ignore/mistreat one potential employee, hey, there will be three hundred more.
Except that ignoring these numbers, Sullivan says, also means missing out on hiring the top guy, or putting a great candidate in a poor position, or losing a high-performing employee, or just plain ol’ hiring the wrong person.
He doesn’t prescribe certain tactics, just measurement. Use mystery shoppers, rely on data, and be objective, not subjective. Then you’ll be able to answer the question that, when Sullivan asks recruiting leaders, he gets back a blank look 99% of the time: “If you hired 100 people, what percentage would turn out to be failures?”
If you don’t know, why not?