The Case for Recruitment and Selection

Why might organizations decide to allocate more resources toward marketing or product design rather than using those same resources to do a really good job in employee recruitment and selection?

Organizations may devote more time to marketing or product creation, which may be their comparative difference from rivals’ competitiveness. A corporation does not want to expand its employees. Instead aims to create new goods or sell more of its products; it will allot capital according to its current requirements. Both organizations wish to ensure that they have the most excellent services at the lowest risk or expense. Human resources are one of the organizations’ primary resources. Workers are the ones who incorporate all systems such as food production. Marketing to put the best human resources in shelters and businesses. In the service sector battle so they can make or break up their service industry. If an enterprise allocates more resources to recruit and prepare more capable. Qualified staff based on its needs, they become their competitive edge.

What are the potential strengths and weaknesses of an organization’s decision to not prioritize recruitment and selection in favor of a focus on other aspects of the business?

If an organization disregards its recruiting and hiring process, it places at risk the company’s financial agreements. It causes a boucle or re-enrolment because the workers’ incompetence will lead the company. To recruit millions more after being carelessly chosen. Often an employee demonstrates the basic knowledge that a company wants but does not know. Often, companies reject them because they do not want to waste on educating their workers. Employee training is also needed to ensure that workers need the appropriate expertise. Keep track of emerging technologies industry standards. Other fields or divisions within an entity also need personnel. All departments and procedures for delivering a finished product include human capital.