The Case for Recruitment & Selection 

There are multiple reasons why organizations might allocate more resources to marketing and production counter to employee recruitment and selection. The first reason is if your organization doesn’t require highly skilled employees with rare specific expertise. There are a lot of companies that can hire entry-level employees and easily train them to do the task they need. If this is the case, it would be more beneficial for a company to spend money on brand awareness versus finding a super-skilled employee. For example, in the coffee industry employees can be easily trained within a couple weeks, so it would be more beneficial to use the money on brand awareness and product development.

One strength of not prioritizing recruitment is a company can spend more time and resources on marketing and RaD. Depending on your industry it could be more beneficial to allocate resources elsewhere. One weakness of not prioritizing recruitment and selection id you can lose business but more importantly, if you make the wrong hire, dissatisfaction within the workplace is contagious. If you’re a recruiter and make a willy-nilly hire that person could come in and contaminate the entire staff. Team morale is a huge deal and the company culture will directly be affected by the people you hire. Everyone talks about the importance of competitive advantage and competitive resources, these are both very rare but very effective. You could make this argument for employees, a weakness of neglecting employee recruitment and selection, as a result, you are missing out on the competitive strategies that a skilled employee can bring. There are positive and negative outcomes to each, it’s important to use the discretion of what industry you’re in and where you want to prioritize your money.