The Case for Recruitment & Selection

Depending on the companies strategy, some well-known companies may want to focus their competitive strategy towards innovation and marketing in order to become a market leader. Certain companies may not invest more in recruitment and selection because they don’t have a problem finding highly qualified workers that want to work for their company per their reputation or brand. For example, Nike hires a lot of their top employees from word of mouth and referrals because everyone knows their products, and people like the culture of Nike and their brand. Because of this, companies like Nike might put more money into their innovation of new products and marketing strategies because they know qualified people will always want to work for their established image, and they count on high levels of new innovation each year. 

Other reasons can be that companies don’t always know how to implement a highly effective recruitment strategy, so they don’t want to “throw away their money” if they don’t know how to create a recruiting plan, companies don’t want to take the investment risk in people and recruitment because they won’t be able to see immediate results and would have to wait months or years to see affects, and sometimes companies just don’t think that recruitment and selection takes a priority over other aspects of a company that might need more investment. 

Some strengths for a company investing in other aspects aside from recruitment and selection can be simply that they save money to put forth in other departments, it may align with their competitive strategy more to invest elsewhere, companies can invest more in their current employees and assets that they already have to keep them around, and companies don’t have to take the cost return gamble that even affective recruiting can risk if more funds were allocated there. Some weaknesses to an organization not prioritizing recruitment can be that they miss out on returns for long term investments of quality candidates for their company, the company could result in having a high turnover rate, they can lose money from training and on-boarding employees that are not really fit for the job, and companies not hiring quality employees could hinder their reputation to the public when marketing.