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?
Recruitment and selection are crucial, but are they always the most important function of a business? Not necessarily. For many companies, especially startups and those in highly competitive industries, allocating more resources to marketing or product design can be a smarter move in the short term.
Think about it—without a strong product or compelling brand, even the best employees won’t save a failing business. Companies need customers first and foremost, and that means creating something worth buying and ensuring people know about it. If a company pours resources into hiring but neglects its product or brand, it risks financial instability, making all those carefully selected employees irrelevant.
Startups, in particular, often face a “grow or die” scenario. If they don’t capture market attention quickly, they won’t last long enough to perfect their hiring strategies. Investing in innovative product development and strategic marketing can ensure survival and pave the way for future recruitment efforts.
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?
The upside of an organization’s decision to not prioritize recruitment and selection in favor of a focus on other aspects of the business is that a strong product and brand naturally attract top talent—people want to work for companies that lead the industry. Plus, driving sales and revenue first can provide the financial foundation to later build a robust hiring process.
The downside? A weak recruitment process can lead to high turnover, productivity issues, and skill gaps. Even the best product won’t save a company that can’t sustain a talented workforce long-term.
Ultimately, businesses need a strategic mix of both. Prioritizing marketing and product development can help a company gain traction, but long-term success depends on eventually building a strong, capable team. Finding that balance is the key to sustainable growth.
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One thought on “Week 1 – Blog Post: The Case for Recruitment & Selection”
Hi Hannah! Thanks for the thoughtful post!
I agree, that allocating resources to marketing is likely appropriate in the short term. However, in the long term I think the priority needs to be employee recruitment in on order to meet the demand that the marketing will bring in. I appreciate your example with start-ups as I certainly think this is an instance there that demand needs to be created before selecting employees to help generate supply.