Lets be Honest, Have you Lost a Candidate over $2,000 a year?

Why this dollar amount? Strangely enough, I have seen this dollar amount, or something near it impact a variety of hiring outcomes.

From the hiring manager that 

Immediate Financial Impact:

• 6+ weeks of lost productivity while the role remains empty
• $15,000-$25,000 in recruiting costs to restart the process - recruiting ADS, the cost of in person interviews
• 3+ months to find a replacement (who likely won't be as qualified)
• Overtime costs for existing team members covering the gap
  
  

Long-term Organizational Damage:

• Decreased team morale as workload increases
• Reduced quality of hire when you settle for "good enough"
• Damage to your employer brand when word spreads
• Lost competitive advantage while competitors snap up top talent

Every day you operate with a broken hiring process, you're hemorrhaging money and opportunity. That perfect candidate you lost over $2,000? They just accepted an offer with your competitor—who understood their value.

The question isn't whether you can afford to invest in proper hiring.
The question is whether you can afford NOT to.

Your next great hire is out there right now. They might be the engineer who relocates across the country for the right opportunity. They might be the operations leader who can turn around underperforming teams. They might be the strategic thinker who builds systems that transform your entire organization.

But if your hiring process is focused on saving $2,000 instead of recognizing $200,000 worth of value, they'll never work for you.

You are setting yourself up for only hiring the CRUMBS of talent left over after everyone else has snatched up the best talent out there BECAUSE the understand the value of a candidate.