Blog Post: The Case for Recruitment & Selection

Organizations may decide to allocate more resources towards marketing and product design, rather than employee recruitment because of the profits from their product, being more beneficial than the loss of salary in employees. This can be the case in some businesses, but not all businesses. As mentioned in the mini lecture, hiring a employee who does not benefit the company can end up costing the company thousands of dollars in training resources, potential human resources issues, and finding another employee to backfill all of the work that was not completed and to complete the work moving forward. For businesses that specialize in, having knowledge, it is more useful to do a good job in employee, recruitment and selection in order to retain employees that will bring the knowledge to the company. In companies that focus more on their product and do not need employees with longevity, it can be an option to allocate more resources to the product (i.e. companies with high employee turnover). In regard to potential strengths and weaknesses of prioritizing recruitment, this also depends on the type of business being done. By selecting a focus on other aspects of the business, it makes the assumption that the product, or other aspect of business, is more valuable than the employee. By focusing more of the employees, one can make the assumption that the company cares about the longevity of the business and aims to have competent and capable employees.