Recruitment and Selection

Organizations may dedicate more resources to marketing or product design because the primary goal of any business is to make money and that cannot be accomplished without selling products. To grab the attention of customers, executives may heavily push to market their new product or sink a lot of money into developing the next major “must have” to hit the shelves. This could wind up being a problem if the company does not recruit and hire the right people to make sure these projects are done properly. One strength of putting resources into marketing and product development is having a moveable product customers want to purchase. Creating customer demand for your product is essential to driving sales. Another strength is that it builds brand recognition which has the potential to help in recruitment and selection. If a company has the best product on the market, it will create a lot of interest in talented people looking to work there. A significant drawback of allocating a significant portion of resources to marketing or product design is that it takes away resources from other departments. Instead of hiring one superb salesperson who can meet the desired quotas, the position could become a turnstile of average salespeople who fail to meet expectations. This creates the significant possibility of the product never reaching its full potential. Another weakness that can come about from this situation is the hiring of too many people within these departments, creating redundancies in tasks and responsibilities. In professional settings, this would create boredom, jealousy, and a toxic atmosphere that would lead many talented people to look elsewhere for employment. In addition, it would put the project at risk, again contributing to the product falling short of its full potential.