The Recruitment And Selection Process: Its Social And Organizational Repercussions
The recruitment and selection process is basic for any company or organization. Now, the fact that it is a basic process does not mean that it is simple and that it can be carried out lightly, since the results can be counterproductive.
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 maintain itself and achieve success should have its own recruitment and selection process.
This process involves more than identifying and attracting candidates through job fairs, posts on Linkedin or on job portals. it implies develop job evaluation, interview design, management of expectations 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 external hiring just to find candidates.
It is worth highlighting that The human resources department must carry out the tasks mentioned above since he knows the organizational culture and values ​​better than anyone.
The organizational repercussions
This process encompasses 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 same reason, many employers underestimate this process, because the consequences of a bad selection process and everything it implies are not easily perceived in the short term.
New employees will be just settling in during the first few months , avoiding at all costs any misunderstanding that could affect your trial period. Consequently, organizational values ​​play a primary role in the recruitment and selection process, for the simple reason that they are what will dictate the guideline for its design.
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 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. Which 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: effectiveness.
When recruiting fails…
A clear example of the repercussion of personnel selection errors is the unnecessary monetary loss due to a poorly carried out process due to a poor evaluation of the position, without clear expectations of it. Already here, training will be affected, prone to not covering the learning areas necessary for the new employee.
Besides, there is a risk of overloading the employee , putting you in a situation where you can fail and be fired; thus affecting the productivity of the team due to poor management of human capital. Thus starting the cycle again, ignoring that the true failures are at the base of the process, this also denoting a low management and leadership quality, incapable of retaining talent, promoting a healthy work environment and ensuring optimal performance.
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 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 a topic of interest for companies and the community, where a poor recruitment process affects not only the productivity of the company, but also the well-being of the employee and unsuccessful candidates. With respect to the latter, it is necessary to take into account both the time spent preparing for the interview such as the impact of being rejected, which can be more bearable by receiving appropriate feedback, which leaves them with a good organizational impression and even 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 prevents discrimination, deception, exploitation and even offers an education and learning opportunity for employees.
