WHAT DOES YOUR HIRING PROCESS SAY ABOUT

Bad impressions during the hiring process lead to negative perceptions of your employment brand, driving your best candidates away. If a candidate accepts a position, she has already started out with your company on a sour note, making her more likely to leave.

No matter what corner of the world you’re hiring in, the war for talent is intense and candidates have a lot of power when deciding whether to accept your job or take one with your competitor.

Development Dimensions International (DDI) and Monster recently surveyed 4,000 job seekers, 1,250 hiring managers, and 628 staffing directors to understand how an organization’s hiring process influences a candidate’s decision to accept a job and remain with the organization. The study, Slugging Through the War for Talent: Selection Forecast 2006-2007, examined four important aspects of the hiring process: recruiting, selecting, landing the candidates you want, and retaining valuable talent.

The survey revealed that bad impressions during the hiring process lead to negative perceptions of your employment brand. The research also revealed that organizations are making many mistakes attracting and retaining talent. So how can you put the best face on your organization, and turn your hiring process into a competitive advantage?