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?
- Companies often allocate a bigger budget for marketing because if you aren’t selling your product, you won’t need employees. They don’t think about the cyclical side of employees. For example, if it’s hard to find a job in a specific area because the market is flooded, no one goes into that market for 5 years, after 5 years companies are looking to hire people in that area and have a hard time finding good candidates because they often will make an online application and don’t go further than that, they don’t want to spend the extra money to hire a recruiter to find a potential fit for the company. This leaves them with a pool of applicants that are sub-par, hoping that there is a diamond in the rough. Where if they poor their money into marketing and product design they are retaining and bringing in new customers, rather than employees.
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?
- Strength: When a company looks at all areas and decides which area is the “weakest” they often allocate money to that area. So, if the employee part of the company is doing better than the product design, they will allocate more money towards that.
- Weakness: The employment area might not be doing well but it looks like product design is doing worse so they only focus on fixing that one area instead of looking at why the other area(s) have started declining.
- This is the reason companies need to analyze all aspects of the business for weakness to allocate resources in the right area(s). It can be easy to focus on one area that you think could be affecting other areas instead of looking into each area individually and the business as a whole.
4 replies on “The Case for Recruitment & Selection”
Hi Hannah,
I believe that it is recommended that companies hire a specialized professional to conduct the Recruitment and Selection process in the company, that professional will assist in publicizing the vacancy, in choosing the best profiles to start the selection process and then apply the appropriate methodology in the search for the candidate best suited to the profile sought by the company at that time, through tests, dynamics and case studies.
In this type of process, the chances of assertiveness are much greater because the candidate is observed taking into account all his skills that are confronted with those required for the vacancy, in order to guarantee the best choice. The company can only gain from this practice, as the professional specialized in People Management will work impartially and rationally, focusing on the best professional choice for the company.
Hi Hannah,
You make some good arguments for both questions. I think you have a solid point, when it comes to the marketing. If your product is not selling, why invest more into hiring employees. Your strengths and weaknesses was solid, with your conclusion that you need to look at the business, holistically.
Hi Hannah, you made some really good points.
I definitely agree with you on the marketing aspect of why companies would want to allocate their money in it. Selling more products is one of the key aspects of a successful business.
hi, hannah , your analysis on the strengths and weakness in terms of focus on other business activities rather than recruitments is reasonable, it is not easy to separate recruitment with other activities, all those works should be done by suitable employees, therefore, it should not be ignored