Which scenario represents a spillover effect in talent acquisition?

• A. Hiring more candidates than needed
• B. Only internal metrics
• C. Indirect impact on customer perception due to candidate experience
• D. The cost of job postings

Answer: (C)

Spillover effects in talent acquisition are about indirect outcomes that reach beyond the hiring process itself, affecting other parts of the business. The scenario described fits best because it shows how the candidate experience can indirectly shape how customers perceive the company. If candidates have a positive, respectful, and transparent experience, that can boost the employer brand and, in turn, customer trust and perception of the company as well-run and values-driven. Conversely, a negative candidate experience can leak into word-of-mouth and damage brand reputation, potentially influencing customer views.

The other options focus on internal TA mechanics or direct costs rather than indirect, broader impacts. Hiring more candidates than needed relates to volume and efficiency rather than an external effect. Focusing on internal metrics is about measurement, not an external outcome. The cost of job postings is a direct expenditure of the TA function, not a spillover into customer or brand effects.

So the best representation of a spillover effect is the indirect impact on customer perception arising from the candidate experience.