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The Case for Recruitment & Selection

A lot of companies want to see revenue increases and other positive outcomes as quick as possible. If you put resources into marketing and product design, you will most likely see profits increase fairly quickly. But if you were to allocate those same resources to find the best employee that could be even more beneficial for the company in the long run. Of course, quick fixes seem like the best idea in most moments. Bosses, shareholders, etc., all love to see those positives happen as soon as possible. A hard-working, great fit of an employee could ultimately mean much more increases to these “quick fixes” than companies realize.

There are many pros and cons for not prioritizing recruitment and selection over other sectors of a business. One strength is that your resources would be going towards aspects that directly affect revenue. If you push money towards development and marketing, you’re going to see sales rise in your business most likely. A con to this idea is that you could be hiring employees that are bringing your company down in many areas. It won’t be easy to see all the time, but somebody who isn’t the right fit can be costing you money and effort for a long period of time. Another con is that you can be missing out on great potential employees by not putting resources into the application process. Maybe the job posting is weak or the posting is not advertised well, these can both be detrimental to finding the perfect fit for a company.

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