{"id":11,"date":"2024-04-05T23:00:09","date_gmt":"2024-04-05T23:00:09","guid":{"rendered":"https:\/\/blogs.oregonstate.edu\/groshono\/?p=11"},"modified":"2024-04-05T23:00:09","modified_gmt":"2024-04-05T23:00:09","slug":"week-1-blog-post-the-case-for-recruitment-selection","status":"publish","type":"post","link":"https:\/\/blogs.oregonstate.edu\/groshono\/2024\/04\/05\/week-1-blog-post-the-case-for-recruitment-selection\/","title":{"rendered":"Week 1- Blog Post: The Case for Recruitment & Selection"},"content":{"rendered":"\n

First of all a counterargument to the claim \u201cthat recruitment and selection is a company’s most important function\u201d is you need to have an organizational culture to bring these people to want to work for you in the first place. If your already employees are writing bad things about the organization\u2019s culture and stories that had happened there where an employee wasn’t satisfied, I don’t think you would get attention from new hires. You might even have to pay new hires more because you need to fill that role as soon as possible. This is why I believe company culture is a company’s most important function.\u00a0<\/p>\n\n\n\n

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  1. 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?<\/li>\n<\/ol>\n\n\n\n

    An organization might decide to allocate more resources towards marketing or product design rather than using those same resources to do well in employee recruitment and selection because the company needs\/wants immediate sales and revenue growth. In most cases, recruiting and selecting new employees is very costly as mentioned in the lecture. This can be in terms of actual dollar amounts or the time incurred in correcting mistakes or simply looking for new people to hire. These resources can cost millions of dollars. Therefore a company may not want to take the risk of looking for new employees and instead dump money into other departments that will generate them revenue. I think about this as a short-term benefit. While it might take longer to go through the hiring process if done well, it can create immeasurable long-term benefits for the company. <\/p>\n\n\n\n

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    1. 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?<\/li>\n<\/ol>\n\n\n\n

      Potential strengths of an organization’s decision to not prioritize recruitment and selection in favor of a focus on other aspects of the business can include short-term performance (as mentioned above) and competitive advantage. A company can create an increase in its competitive advantage if it spends money on creating those products that match its target market. If they spend more money on design and marketing campaigns, they can reach more customers which from a business perspective, can lead to sustained growth. They can also spend less money by training their employees than by making new hires. <\/p>\n\n\n\n

      Potential weaknesses of an organization’s decision to not prioritize recruitment and selection in favor of a focus on other aspects of the business might include the organizations’ culture decaying and the potential for a high turnover rate. If there isnt much focus in recruitment and selection, new hires can potentially be a bad \u201cfit\u201d for the company. This then leads to loss of resources in terms of time and money. <\/p>\n","protected":false},"excerpt":{"rendered":"

      First of all a counterargument to the claim \u201cthat recruitment and selection is a company’s most important function\u201d is you need to have an organizational culture to bring these people to want to work for you in the first place. If your already employees are writing bad things about the organization\u2019s culture and stories that […]<\/p>\n","protected":false},"author":14229,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":true,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-11","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/groshono\/wp-json\/wp\/v2\/posts\/11","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/groshono\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/groshono\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/groshono\/wp-json\/wp\/v2\/users\/14229"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/groshono\/wp-json\/wp\/v2\/comments?post=11"}],"version-history":[{"count":1,"href":"https:\/\/blogs.oregonstate.edu\/groshono\/wp-json\/wp\/v2\/posts\/11\/revisions"}],"predecessor-version":[{"id":12,"href":"https:\/\/blogs.oregonstate.edu\/groshono\/wp-json\/wp\/v2\/posts\/11\/revisions\/12"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/groshono\/wp-json\/wp\/v2\/media?parent=11"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/groshono\/wp-json\/wp\/v2\/categories?post=11"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/groshono\/wp-json\/wp\/v2\/tags?post=11"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}