Every year, ompanies waste $21 billion on fake job postings every year? It’s unfair, it wastes time, and it’s avoidable. As a CFO, I’ve seen firsthand the human cost of this practice.
Read the whole article with further research posted on Linkedin. Click here to read it.
Discussion Questions
- Given the ethical considerations and financial implications presented in this case study, should companies continue the practice of posting jobs and interviewing external candidates when an internal hire has already been chosen? Provide a recommendation on whether to continue or discontinue this practice, quantifying your decision or supporting it with arguments backed by research-based evidence.
- The hidden costs of interviewing external candidates are 10% of the annual salary. How would you quantify the impact to brand value of interviewing external candidates despite having chosen to hire an internal one?
- How would you quantify the positive impact for a company that acts ethically and does not post and interviews for jobs for which a pre-selected internal hire was chosen?
Please add your comments here on directly on the Linkedin article.
I can’t help but wonder if the policy is a for legal reasons, rather than recruitment strategy. Not only is it a waste of time and resources, it leaves a sour taste in the interviewees mouth for the brand. I think for mid-senior management roles there should be an expedition if an internal candidate has been identified. If that person goes through the process and the hiring manager wants to look at external applications, that could still happen.
Thank you for adding the legal reasons point. The case has been edited to account for that.