Yes according to a recent study by Capital Consulting in London. I came across this short little article from Workforce Management in a newsletter. It is a short artice so I will reproduce it in it’s entirety (emphasis is mine):

At Least Say Thank You:
Shoddy recruiting does more than chase away potential high performers. New research suggests it also may cost companies in the marketplace. Capital Consulting in London says nearly one-quarter of job seekers have been poorly treated when applying for a job, and they frequently take out their frustrations by broadcasting the news far and wide: 31 percent share the bad experience with three to five people, with 24 percent telling six or more people. These sensitive job seekers use their leverage as consumers too, with 53 percent vowing to never purchase products or services from the offending companies. The biggest complaint centers on lack of communication, with 53 percent expressing anger at not being told why they weren€™t chosen for a position.

As we run our process for our clients the one thing I make sure I do is let candidates know when they have been eliminated from the process. It is amazing how many thank you’s I receive back from these candidates. They are truly thankful that I have communicated with them openly. So are your recruiting efforts counterproductive to your marketing efforts?

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In the past several weeks I have been working with one of our clients on a sales position that they are desperately trying to fill. On numerous occasions they have said it needs to be filled quickly. I can appreciate this approach, however the actions of the client are not congruent with their words. Let me explain.

We have a strong candidate that has interviewed several times in-person and on the phone. Unfortunately, he has been waiting 2 weeks for a follow-up call from one of the managers to set up what he was told would be the final interview. Before you pass judgement think back over your latest hires. Have you always followed through on your statements to candidates?

Now this instance might be a little extreme but I felt that this was a great example to illustrate a point. Remarkably, there is one area for which it seems we are often stuck prompting our clients – keep the process moving by following through on their promises.

If you tell a candidate you will get back to them in a few days, make sure it is within a few days. It is easy to let normal business activities overwhelm you, but the candidate is watching you through this process too. The candidate assumes that this is the company at its best. They are thinking if it takes you several weeks to set up an appointment to meet with them, how long will it take you to get back to them when they need something from you when a big order (heck, even a small order) is on the line? They want to work for a company that follows through on its word.

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From Podcasting News – Nearly One Out Of Ten Companies Has Fired A Blogger:

Nearly one out of ten large companies has fired an employee for violating corporate blogging or message board policies, according to a survey conducted by Proofpoint, a company that specializes in corporate messaging security. 19 percent of the companies have disciplined an employee for violating corporate blogging or message board policies.

It would be interesting to know what some of the violations entailed. We’re not familiar with what companies use for their blogging policy but we would be most interesting to know what is a typical policy.

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This may be a topic that only interests me, but here is the link to the annual Fortune 500 list (h/t JustSell.com).  You can sort the list on a myriad of criteria.  I sorted the data by state and found that Minnesota came in with a respectable 20 F500 companies with an impressive 5 companies in the F100 (based on revenue):

21. UnitedHealth Group

33. Target

72. Best Buy

89. Travelers Cos.

97. 3M

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