The recruitment and selection process: its social and organizational repercussions

The recruitment and selection process is fundamental for any business or organization. However, just because this is a basic process does not mean that it is simple and can be done lightly, as the results can be counterproductive.

    Recruitment: why is it a basic process?

    The selection task is crucial mainly because without the proper recruitment of staff, the organization cannot exist, Which is a dynamic entity exposed to both internal and external changes over time (Steele, Solowiej, Bicknell & Sands, 2014). Therefore, any business that wishes to stay and be successful must have its own recruitment and selection process.

    This process involves more than identifying and attracting candidates through job fairs, LinkedIn posts or job portals. involved develop job evaluation, interview design, management of expectations and goals, feedback, training and onboarding design, hiring and negotiation, among others.

    Companies that do not have human resources, either because they are looking to save 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 to highlight that the human resources department must perform the tasks mentioned above because he knows better than anyone the culture and organizational values.

      Organizational implications

      This process encompasses a series of elements that they reflect the identity of the company, its image, its values ​​and its organizational culture. By not having a clear, defined, fair and professional recruitment process, the company or organization will be strongly affected in the medium and long term; for the same reason, many employers underestimate this process, as the consequences of a bad selection process and all that it entails are not easily seen in the short term.

      New hires will hardly adapt in the first few months, Avoid at all costs any misunderstanding that could affect your trial period. Therefore, organizational values ​​play a key role in the recruitment and selection process, for the simple reason that they will dictate the guidelines for its design.

      The organizational identity should be consistent and stable, so that when recruiting and selecting candidates this identity is highlighted, for example this process is the cover letter for candidates and new employees. When recruiting, it is important to ask what impression we want to make on candidates and the type of candidates we want to attract.

      Unfortunately, it is very common to come across companies or organizations that underestimate this process, Thus leading to organizational and even social repercussions in the medium and long term. This implies a double expenditure of time and money to find the root of the problem, which has compromised various organizational areas, the most important of which: efficiency.

        When recruitment fails …

        A clear example of the impact of staff selection errors is unnecessary monetary loss due to a poorly conducted process due to poor job appraisal, without clear job expectations. Already here the training will be affected, likely not to cover the areas of learning necessary for the new employee.

        Outraged, the risk of overloading the employee appears, Putting him in a situation where he can fail and be fired; thus affecting the productivity of the team through the mismanagement of human capital. Resuming the cycle, ignoring that real failures are at the heart of the process, also denoting a poor quality of management and leadership, unable to retain talent, promote a healthy work environment and ensure optimal performance.

        Well, what about the social repercussions?

        Companies and organizations they have a significant impact on the labor marketEither because they generate employment and at the same time because they define the model in the job profiles, modeling the requirements of the different roles, thus affecting the demand for specific candidate profiles.

        It is for this reason that social responsibility is a topic of interest to businesses and the community, where a poor recruiting process not only affects the productivity of the company, but also the well-being of employees and candidates. . As for the latter, there is so much to take into account the time they invest in preparing for the interview like the impact of rejection, which can be made more bearable by receiving appropriate feedback, leaving them with a good organizational impression and even eager to try again.

        Understand 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 education and learning opportunity for employees.

        Bibliographical references:

        • Steele, C., Solowiej, K., Bicknell, A. and Sands, H. (2014). Work psychology. London, Pearson.
        • Torrington, D., Hall., Taylor, S. & Atkinson, C. (2014). Human Resource Management. London, Pearson.

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