The Case for Recruitment & Selection

Week 1b:

Organizations often prioritize marketing and product design over recruitment and selection because effective marketing can directly drive sales, while innovative products can establish a strong market position, contributing to long-term growth. Companies may also leverage their brand recognition to attract talent, reducing the immediate need for extensive recruitment efforts. The ROI from marketing and product design is more easily measurable, while recruitment is seen as a longer-term investment. In competitive industries, staying ahead in product innovation and market positioning is crucial, leading to resource allocation in those areas. High investment into recruitment and selection may lead to failure of the position (i.e search cost, lost productivity, and wasted salary dollars).

The potential strengths of an organization’s decision to not prioritize recruitment and selection in favor of a focus on other aspects of the business are: strong market presence or innovative product (investment in R&D), have measurable results (i.e. sales) and increase competitiveness. The potential weaknesses of an organization’s decision to not prioritize recruitment and selection in favor of a focus on other aspects of the business are: talent gap and skill shortages, decreased long-term sustainability and difficulty adapting to change with less younger hires being targeted.