Job Application Experience

Why might organizations decide to allocate more resources toward marketing or product design rather than using those same resources to do a really good job in employee recruitment and selection?

A company might allocate more resources to their product marketing and design in an attempt to boost their revenue short-term or to address competition in an attempt to increase customer satisfaction. Although this is a short-term goal because without proper employee recruitment, the company would be unable to keep up with growing demand using skilled and innovative workers. Strong marketing campaigns can increase brand recognition for the target market, where they would have to bring in new product designs to keep the market focused on that brand, and also keep up with the competition in the same market. Investing more money into marketing and product design will attract customers and increase revenue for the company. The company would need to re-assess the situation after the initial investment to ensure that they are allocating resources effectively for that moment in time.

What are the potential strengths and weaknesses of an organization’s decision to not prioritize recruitment and selection in favor of a focus on other aspects of the business?

There are pros and cons for an organization’s decision on allocating resources, so it is important to assess the situation as needed. An organization’s decision not to prioritize recruitment and selection can save costs associated with hiring, reducing turnover on the existing employee talent, and enhanced focus on development and retaining existing employees.

On the con side of an organization’s decision to not prioritize recruitment and selection is missed opportunity by not actively seeking new skills from outside of the company it is hard to keep up with innovation in the existing market, so we can include reduced innovation that comes from new talent entering the company, and also difficulty filling critical positions within the company. Those critical positions help keep the company running with new skills and ideas, if the right candidate is not placed in the role, the company can struggle to adapt to the changing innovation and market.

After graduating with my Bachelors degree, I was on the hunt for dream job to accommodate my growing future. As a tribal member, I thought, what better way to give back to my tribal community and my culture than to work for the tribe. I started applying for the jobs I have never qualified for until then with the Confederated Tribes of Siletz Indians. The two that I wanted the most were positions in the Community Health Clinic, Assistant Executive Health Director and Finance Manager.

I applied and uploaded my resume and information/credentials online, and received an email when the job posting closed that I had interviews for both, I accepted both interviews. After doing in-person interviews for both positions, I felt more confident in my ability to fulfill the Finance Manager position than the Assistant Executive Health Director position, as I had multiple years of accounting and finance in my background, both for-profit and non-profit, so I hoped they would select me for the Finance Manager position.

I received a call the next day that they had selected me for the Finance Manager position, I was surprised at how quickly they got back to me for the position. I was sent an email with an offer letter explaining benefits, pay, and asking for a signature to accept the position.

After I accepted the position, I was working in the company about a month later. The entire process seemed easy, professional, and working in a timely manner from start to finish. It made the company look professional, the HR Tech that was in contact with me was friendly and timely, and it made me excited to start my journey here. The appearance that you get when you first apply and interact with a company sets the entire stage, if they are spread out and messy or unorganized, it just doesn’t give you a good feeling.

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