- 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?
Organizations/companies, frequently allocate more resources towards the marketing side of their business because the marketing is the channel for selling their product and if they do not sell their product it will not really matter whether they had a good or bad employee. In my opinion, the human resources and marketing departments have always been viewed in isolation, after all one looks after employees and the other looks after customers. But, in order to grow, the company needs to attract good candidates and retain the professionals who are already on the team. It is at this point that the two sectors can work together to achieve these goals. For that, it is necessary to apply strategies capable of showing how dedicating the career to the corporation can be positive. Among the various actions are the offering of interesting benefits and spaces for the education of employees, helping them to become even more specialized and valuable professionals for the market.
- 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?
The investment in practices and initiatives in the recruitment & selection department is the first step for the company to have a differential in relation to the market. For Recruitment and Selection to be in fact a competitive differential, it is necessary to engage among the entire HR department. Recruiting and selecting employees for the company involves very complex steps and needs to be aligned with the organizational culture. Therefore, the recruitment and selection process must be well planned and revised so that it is in accordance with the context and moment experienced by the company.
In addition, the recruiter must be aware of some important issues intrinsic to the process, such as:
- high turnover costs,
- demotivation of employees,
- low productivity.
As the role of the HR manager is to ensure the efficiency of the department, there must be good levels of teamwork and cooperation between line managers and Human Resources. Therefore, in the case of Recruitment and Selection, it is important that the person in charge of the department is always in harmony with all HR. Since it is the responsibility of R&S to bring good employees to the organization. In short, after being recruited and selected, the company’s new employees must go through an adaptation process, mainly to be 100% aligned with the organizational culture.