Week 1: Staffing & the Case for Recruitment & Selection

I think organizations decide to allocate more resources toward marketing or product design rather than using those resources to do a really good job in employee recruitment and selection because organizations believe that their brand or product will stand out despite the employees they hire. With brand loyalty or a good brand name, their business will still find ways to succeed and gain customers because of how well they put resources into creating good marketing and a great product. For example, there is a small store that we have in one of our shopping outlets and their employees are rude. My family loved shopping there when I was little but we stayed away not because we personally can’t stand rude employees. However, they are still in business and I see many people walk in and out of the store, why? That is because they remain on top of their products and how they market it. Some customers don’t care about the employees, as long as they are attracted to and pulled in by great products. 

Some potential strengths of an organization not prioritizing recruitment and selection would be more focus on their supply chain operations, as mentioned above, their product themselves, and maybe even expanding or growth within the company. Again, an organization can easily make their services and products rare and hard to imitate in order to keep their customers wanting and demanding. They can choose to succeed in everything else that they do besides recruiting and selecting their employees. Some potential weaknesses would be those in charge of product improvement or marketing or even the face of the company. This would be hard to succeed at if they have recruited and selected employees who carry out these important tasks within the company. It can become a domino effect and lead to pitfalls throughout the organization.