The True Cost of a Bad Hire

The True Cost of a Bad Hire

No one likes bad hires. But 95% of organizations continue to make them every year.

The usual culprits? Broken screening, interview and hiring processes, too-little-too-late candidate vetting, plus an overemphasis on candidate skill sets rather than organizational fit.

With top talent at a premium and executives typically costing $5,000+ to bring on board—never mind the added cost to an organization to part ways if things go south—companies need to get smarter about their hiring. Or risk organizational growth, profitability and damage to their employer brand.

In new research, Brandon Hall Group takes a hard look at what bad hires—entry-level to the C-Suite—truly cost an organization, strategies to mitigate that cost, and pro-active ways to attract better-fit candidates.

Key Findings:

  • Organizations that lack a standard interview process are five times as likely to make a bad hire
  • Organizations that invest in a strong candidate experience improve their quality of hires by 70%
  • Organizations that invest in employer branding are three times more likely to make a quality hire
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The True Cost of a Bad Hire

The True Cost of a Bad Hire

No one likes bad hires. But 95% of organizations continue to make them every year.

The usual culprits? Broken screening, interview and hiring processes, too-little-too-late candidate vetting, plus an overemphasis on candidate skill sets rather than organizational fit.

With top talent at a premium and executives typically costing $5,000+ to bring on board—never mind the added cost to an organization to part ways if things go south—companies need to get smarter about their hiring. Or risk organizational growth, profitability and damage to their employer brand.

In new research, Brandon Hall Group takes a hard look at what bad hires—entry-level to the C-Suite—truly cost an organization, strategies to mitigate that cost, and pro-active ways to attract better-fit candidates.

Key Findings:

  • Organizations that lack a standard interview process are five times as likely to make a bad hire
  • Organizations that invest in a strong candidate experience improve their quality of hires by 70%
  • Organizations that invest in employer branding are three times more likely to make a quality hire
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