Keys to the recruitment and selection process

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

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Recruitment: why is it a basic process?

The selection task is fundamental primarily because without the appropriate recruitment of personnel, 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 company that intends to stay and succeed 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 implies develop job evaluation, interview design, expectations 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 with their own resource team humans. One of the reasons for this extra expense is due to the cost of external hires just to find candidates.

It is worth noting that the human resources department must carry out the tasks listed above since he knows better than anyone the culture and organizational values.

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Organizational repercussions

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 poor selection process and all that it implies are not easily perceived in the short term.

New hires will be just adjusting for the first few months, avoiding at all costs any misunderstanding that may affect your trial period. Consequently, organizational values ​​play a primary role in the process of recruitment and selection, for the simple reason that they are the ones who will dictate the pattern for the design of this one.

The organizational identity must be coherent and stable, so when recruiting and selecting candidates it is put into evidence of said identity, let's say, this process is the cover letter for candidates and new employees. When recruiting it is important to ask yourself what impression we want to make on 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, including the most important: efficiency.

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When recruitment fails ...

A clear example of an impact of personnel selection errors is monetary loss unnecessary due to a poorly conducted process due to a poor evaluation of the position, without clear expectations of this. Already around here the training will be affected, prone to not covering the necessary learning areas for the new employee.

What's more, the risk of overloading the employee appears, putting you in a situation where you can fail and be fired; thus affecting the productivity of the team due to the mismanagement of human capital. Thus starting the cycle again, not knowing that the true failures are at the base of the process, this also denoting a low managerial and leadership quality, unable to retain talent, promote a healthy work 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 and at the same time because they set the standard in job profiles, shaping the requirements for the different roles, thus affecting the demand for specific profiles of the candidates.

It is for this reason that social responsibility is an issue of interest to companies and the community, where a bad process Recruitment affects not only the productivity of the company, but the well-being of the employee and unsuccessful candidates. With regard to the latter, it is necessary to take into account both the time they spend preparing for the interview such as the impact of being rejected, which can be more bearable by receiving appropriate feedback, leaving a good organizational impression on them and even wanting to try again.

Understanding the latter as social feedback that can positively or negatively influence the community. By having a fair and professional recruitment and selection process, discrimination is avoided, the deception, exploitation and even an educational and learning opportunity is provided 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.