Companies can focus too hard on their product or service that they often tend to forget about the process that helps create the service and carry out what the company promises to their customers – selecting the right people. It is easy to get caught up in the success of a product or service that they see that improvement and making the service better is key in growing their business. Often this leads to more investments in marketing, R&D, finding new ways to innovate and make things more efficient. Allocating resources to these functions of the business helps the company believe that they are always trying to make their product better and when they hit a bump in the road they feel like it is what they are providing as a product or service being at fault.
Another reason companies don’t invest in good employee selection processes is because there is always a degree of complacency in companies. If a new selection process that was effective, it may result in showing that many of the employees that are there now may actually not be a good fit. Evidently, people tend to hire people who have good credentials but also hire based off if they like and connect with the person. Having a structured selection process may lead to having more people stray away from the same type of person they’ve always hired. Another reason is that companies don’t want to spend a lot of time hiring because it can be very costly and they want to get it over with as fast as possible.
Strengths of companies that prioritize employee selection as a main function of the business is the ability to create a culture centered around the goals and values of the company. If there are better and formal ways of selecting employees, having employees who respect and adhere to the values of the company will be easier. Another strength is that it will help diversify the workplace because if the selection process is good it will let people in the company who previously may not have been chosen. An obvious strength for a company would be that they are actually hiring people who are right fits to a position and is based on objective information.
There aren’t many weaknesses for companies that focus on the selection process besides it taking a long time to finalize the process. It also may lead to concern that the people who are already in the company are not good fits for their position. It may also take away the time the company has to continue to innovate and make their product or service better. Since this can take lots of time and money, it may use up too many resources that may conflict or prevent them from using in other functions like marketing or R&D.
In conclusion, all companies should focus on better selecting and recruiting practices because employees are the keystone to every business.
3 replies on “BA 448 Case for Recruitment and Selection”
I think that you make a really interesting point about complacency. I hadn’t really thought about improving the recruitment process could push out the current workforce due to a possible culture shift. It makes sense that changing how they hire people could change the values they look for. I agree that businesses should focus more on recruitment because good employees lead to success in all the other departments of the company. Thanks for sharing!
It is not a wise choice for only focusing on one perspective of the department and therefore I would suggest the company to make a balance on the recruitment and product team.
It is not a wise choice for only focusing on one perspective of the department and therefore I would suggest the company to make a balance on the recruitment and product team. If the company only focuses on the product then it will loss the opportunity of hiring talented employee, however, it only focuses on selection then it will also loss the chance for producing a better profit.