After listening to this weeks mini-lecture and some great points made about why recruitment and selection is a company’s “most important” function, I don’t know that I would say it is that simple. Each business is different and this can play a major role in what exactly the most important function of that business is. This is a reason that some organizations might 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. Businesses with extremely low turnover rate is a good example of this, most of these companies are in good standing with employees and have plenty of time to fill a spot if an individual is leaving the company. This can also be a similar situation to companies that hire mainly from within, this means lower level positions are usually the only ones where new employees are needed. This allows the company to hire for these positions at a lower cost and where turnover is more expected and the employees are relatively easy to replace at these lower levels. I also think that having an amazing product with attention grabbing marketing can out perform employee selection by a lot if the product is truly that good and ground breaking. Each of these situations are a reason a business may not focus as many resources on the recruitment and selection process compared to other business functions. Some strengths and weaknesses that come along with an organization who decides not to prioritize recruitment and selection in favor of other aspects of the business include: weaker company culture, tougher work environment and more costs when it comes to wrong hires. But on the other hand this allows companies to really push a great product or service, market it better to the consumers and conduct research into new products and markets.
