{"id":8,"date":"2020-04-03T18:49:15","date_gmt":"2020-04-03T18:49:15","guid":{"rendered":"http:\/\/blogs.oregonstate.edu\/camilamonegatte\/?p=8"},"modified":"2020-04-03T18:51:14","modified_gmt":"2020-04-03T18:51:14","slug":"the-case-for-recruitment-selection","status":"publish","type":"post","link":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/2020\/04\/03\/the-case-for-recruitment-selection\/","title":{"rendered":"The Case for Recruitment &amp; Selection"},"content":{"rendered":"\n<ol class=\"wp-block-list\"><li>Why might organizations\ndecide to allocate more resources toward marketing or product design rather\nthan using those same resources to do a really good job in employee recruitment\nand selection?<\/li><\/ol>\n\n\n\n<p>Organizations\/companies, frequently allocate\nmore resources towards the marketing side of their business because the\nmarketing is the channel for selling their product and if they do not sell\ntheir product it will not really matter whether they had a good or bad employee.\nIn my opinion, the human resources and marketing departments have always\nbeen viewed in isolation, after all one looks after employees and the other\nlooks after customers. But, in order to grow, the company needs to attract good\ncandidates and retain the professionals who are already on the team. It is at\nthis point that the two sectors can work together to achieve these goals. For\nthat, it is necessary to apply strategies capable of showing how dedicating the\ncareer to the corporation can be positive. Among the various actions are the\noffering of interesting benefits and spaces for the education of employees,\nhelping them to become even more specialized and valuable professionals for the\nmarket. &nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>What are the potential strengths\nand weaknesses of an organization&#8217;s decision to not prioritize recruitment and\nselection in favor of a focus on other aspects of the business?<\/li><\/ul>\n\n\n\n<p>The investment in practices and initiatives\nin the recruitment &amp; selection department is the first step for the company\nto have a differential in relation to the market. For Recruitment and Selection\nto be in fact a competitive differential, it is necessary to engage among the\nentire HR department. Recruiting and selecting employees for the company\ninvolves very complex steps and needs to be aligned with the organizational\nculture. Therefore, the recruitment and selection process must be well planned\nand revised so that it is in accordance with the context and moment experienced\nby the company.<\/p>\n\n\n\n<p>In addition, the recruiter must be aware of\nsome important issues intrinsic to the process, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>high turnover costs,<\/li><li>demotivation of employees,<\/li><li>low productivity.<\/li><\/ul>\n\n\n\n<p>As the role of the HR manager is to ensure\nthe efficiency of the department, there must be good levels of teamwork and\ncooperation between line managers and Human Resources. Therefore, in the case\nof Recruitment and Selection, it is important that the person in charge of the\ndepartment is always in harmony with all HR. Since it is the responsibility of\nR&amp;S to bring good employees to the organization. In short, after being\nrecruited and selected, the company&#8217;s new employees must go through an adaptation\nprocess, mainly to be 100% aligned with the organizational culture.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>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 [&hellip;]<\/p>\n","protected":false},"author":10386,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-8","post","type-post","status-publish","format-standard","hentry","category-the-case-for-recruitment-selection"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/wp-json\/wp\/v2\/posts\/8","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/wp-json\/wp\/v2\/users\/10386"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/wp-json\/wp\/v2\/comments?post=8"}],"version-history":[{"count":1,"href":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/wp-json\/wp\/v2\/posts\/8\/revisions"}],"predecessor-version":[{"id":9,"href":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/wp-json\/wp\/v2\/posts\/8\/revisions\/9"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/wp-json\/wp\/v2\/media?parent=8"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/wp-json\/wp\/v2\/categories?post=8"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/camilamonegatte\/wp-json\/wp\/v2\/tags?post=8"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}