The recruitment and selection process is basic to any company or organization. However, the fact that it is a basic process does not mean that it is simple and can be carried out lightly, as the results can be counterproductive.

Recruitment: why is it a basic process?

The task of selection is fundamental firstly because without the appropriate recruitment of personnel the organisation cannot exist , which is a dynamic entity exposed to both internal and external changes over time (Steele, Solowiej, Bicknell & Sands, 2014). Therefore, any company seeking to sustain itself and achieve success should have its own recruitment and selection process.

This process involves more than identifying and attracting candidates through job fairs, Linkedin posts or job portals. It involves developing position evaluation, interview design, expectation management and goals, feedback, training design and induction, hiring and negotiation, among others.

Companies that lack human resources, either because they seek to economize on this basic process, are more likely to suffer monetary losses than those that have their own human resources team. One of the reasons for this extra expense is due to the cost of outsourcing just to find candidates.

It is worth noting that the human resources department must carry out the tasks mentioned above as it knows the organisational culture and values better than anyone else.

Organizational Impact

This process includes a series of elements that reflect the identity of the company, its image, values and organizational culture . By not having a clear, defined, fair and professional recruitment process the company or organization will be highly affected in the medium and long term; for this very reason many employers underestimate this process, because the consequences of a bad selection process and all that it implies are not easily perceived in the short term.

The new employees will only be adjusting for the first few months , avoiding at all costs any misunderstanding that could affect their probationary period.Consequently, organizational values play a major role in the recruitment and selection process, for the simple reason that they will dictate the guidelines for the design of the process.

The organizational identity must be coherent and stable, so when recruiting and selecting candidates, this identity is made evident, let’s say, this process is the letter of introduction for candidates and new employees.When recruiting, it is important to ask yourself what impression we want to make on the candidates and the type of candidates we want to attract.

Unfortunately, it is very common to find companies or organizations that underestimate this process , thus causing organizational and even social repercussions in the medium and long term. This involves a double expenditure of time and money in finding the root of the problem, which has been compromising different organizational areas, among them the most important one: effectiveness.

When recruitment fails…

A clear example of an impact of personnel selection errors is the unnecessary monetary loss from a poorly conducted process due to poor job evaluation, with no clear expectations of the job. Already here training will be affected, prone to not covering the necessary learning areas for the new employee.

In addition, there is a risk of overloading the employee , putting him/her in a situation where he/she may fail and be fired; thus affecting the productivity of the team due to bad management of human capital. Thus starting the cycle again, not knowing that the real failures are at the base of the process, denoting this also a low quality of management and leadership, unable to retain talent, promote a healthy working environment and ensure optimal performance.

Well, what about the social repercussions?

Companies and organizations have a high impact on the labor market , either because they generate employment or because they set the tone for job profiles, shaping the requirements for different roles, thus affecting the demand for specific candidate profiles.

It is for this reason that social responsibility is an issue of interest to businesses and the community, where a poor recruitment process affects not only the productivity of the company, but the welfare of the employee and unsuccessful candidates. With respect to the latter, it is necessary to take into account both the time they invest in preparing for the interview and the impact of being rejected, which can be more bearable by receiving appropriate feedback, leaving them with a good organizational impression and even with the desire to try again.

Understanding the latter as social feedback that can positively or negatively influence the community. Having a fair and professional recruitment and selection process avoids discrimination, deception, exploitation and even provides an opportunity for education and learning for employees.

Bibliographic references:

  • Steele, C., Solowiej, K., Bicknell, A. and Sands, H. (2014). Occupational Psychology. London, Pearson.
  • Torrington, D., Hall, Taylor, S. and Atkinson, C. (2014). Human Resources Management. London, Pearson.