Staffing has a huge effect on the success of any company. It is important to hire the correct people, and if not done correctly can result in failure.<\/p>\n\n\n\n
One reason I could see an organization decide to distribute more resources toward marketing or product design rather than using those same resources to do a great job in employee recruitment and selection is product competition. If other brands are marketing a similar product as your own, then there could be an urgency in developing a strong brand image. Once companies have a good brand reputation, then it easier to have the competitive advantage.<\/p>\n\n\n\n
Not prioritizing recruitment and selection can be a very expensive decision for a company to make. As mentioned in the lecture, your risk-taking on hiring expenses, lost business, lost time correcting mistakes, contagious disengagement, and litigation fees. Making poor hiring choices can really affect a company. This was also shown in the text “who”, because of one wrong hire, the company lost a lot because an employee decided to embezzle money. <\/p>\n\n\n\n
In contrast, a potential strength for an organization to not prioritize recruitment is time. As mentioned in the lecture, finding good, loyal, hard-working employees are rare to come by. Therefore if a company is not having any luck stealing good employees from a competitor, then there will be time to develop the brand more or find another way to have a competitive advantage. <\/p>\n\n\n\n
Depending on a company’s competitive resources, they are required to shift to make up for where they lack in order to stay in the market.<\/p>\n","protected":false},"excerpt":{"rendered":"
Staffing has a huge effect on the success of any company. It is important to hire the correct people, and if not done correctly can result in failure. One reason I could see an organization decide to distribute more resources toward marketing or product design rather than using those same resources to do a great… Continue reading Staffing & the Case for Recruit & Select<\/span><\/a><\/p>\n","protected":false},"author":11055,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-7","post","type-post","status-publish","format-standard","hentry","category-uncategorized","entry"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/recruitmentandselection\/wp-json\/wp\/v2\/posts\/7","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/recruitmentandselection\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/recruitmentandselection\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/recruitmentandselection\/wp-json\/wp\/v2\/users\/11055"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/recruitmentandselection\/wp-json\/wp\/v2\/comments?post=7"}],"version-history":[{"count":1,"href":"https:\/\/blogs.oregonstate.edu\/recruitmentandselection\/wp-json\/wp\/v2\/posts\/7\/revisions"}],"predecessor-version":[{"id":8,"href":"https:\/\/blogs.oregonstate.edu\/recruitmentandselection\/wp-json\/wp\/v2\/posts\/7\/revisions\/8"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/recruitmentandselection\/wp-json\/wp\/v2\/media?parent=7"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/recruitmentandselection\/wp-json\/wp\/v2\/categories?post=7"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/recruitmentandselection\/wp-json\/wp\/v2\/tags?post=7"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}