Month: March 2020

The last job I applied for was a delivery driver for Domino’s pizza in 2018. The hiring process was lenient and it all felt rushed. The first day I walked in with my application, and I was given an interview on the spot. I had already had experience as a pizza delivery driver so I felt that I would get the job for sure. After my extremely informal interview, I was notified within the hour that I was hired. The interview included the manager asking what my schedule for school was, how many hours I wanted to work, and whether or not I had been in any accidents in the last two years. The hiring manager barely even looked at me. They never cared about my personality and what else I could bring to the table other than my delivery expertise and experience. In my first week of working I was instructed to watch training videos every day for about two or three hours. They were terribly boring, outdated, and did not teach me much. By the time the hiring procedures were complete and I was ready to begin working, I felt very little motivation to work at Domino’s. 

This process transformed my attitude about working for another pizza delivery chain. The last place I had worked had a great environment and the hiring process felt a lot more personable. After completing the hiring practices for Domino’s I felt like a complete outsider and I basically just kept my head down and worked all day after classes. My coworkers were mostly nice, but the managers were not. My impression of the job only got worse since the hiring practices were complete. Had there been a better and more engaging hiring practice then maybe I would still be working there.

After reviewing the slides for this topic, I would say that Jay outlined his argument that recruitment and selection are the most important function extremely well, but I know there are other factors we must consider. One of the main functions I would argue can be more important than recruitment and selection is the company’s efficiency of accounting practices. It is obviously very important that the money of the company is being managed appropriately and legally, so I would consider accounting practices just as important as selection. 

Many organizations prefer to invest in marketing and product design rather than selection for a few reasons. A big reason is that they can see a tangible difference being made when they invest into the product or marketing schemes. But when companies invest in better recruitment and selection practices there isn’t always an immediate impact or one that can be seen visibly right away. I would argue investing in recruitment and selection will entail greater long-term success than investing in marketing or product design would. Although, there are benefits organizations can gain from deciding to invest in product design, marketing, or accounting practices rather than recruitment and selection. For companies investing in product design, a company can come up with a more innovative idea, or pay for a new design that is cheaper to produce but has the same market value. Those investing in marketing could find that their expensive marketing campaign led to a 20% increase in sales volume since last year. Or they could spend money creating an advertisement that highlights the ethics of the company and create good PR for that company.

Overall, every organization is different, and each will need to focus their attention on different factors of business according to what their current and future needs are.

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