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The recruitment and selection process: its social and organizational repercussions

The recruitment and selection process: its social and organizational repercussions

May 2, 2024

The recruitment and selection process is basic for any company or organization However, 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.

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Recruitment: why is it a basic process?

The selection task is fundamental firstly because without proper recruitment of personnel there can be no organization , 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, a post on Linkedin or in 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 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 noting that the human resources department must carry out the tasks mentioned above since he knows better than anyone the culture and organizational values.


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The organizational repercussions

This process encompasses a series of elements that They 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 all that it entails are not easily perceived in the short term.

The new employees will be barely adapting during the first months , avoiding at all costs some misunderstanding that may affect your trial period. Consequently, organizational values ​​play a fundamental role in the recruitment and selection process, for the simple reason that they are the ones that will dictate the guidelines for the design of the latter.


The organizational identity must be coherent and stable, so when recruiting and selecting candidates that identity is revealed, let's say that this process is the letter of presentation for candidates and new employees. When recruiting, it is important to ask what impression we want to make on candidates and what kind 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, including the most important: effectiveness.

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When the recruitment fails ...

A clear example of an impact of staff 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 the training will be affected, prone to not cover the areas of learning necessary for the new employee.

Further, the risk of overloading the employee appears , putting him in a situation where he can fail and be fired; thus affecting the team's productivity due to poor management of human capital. Starting this way again the cycle, ignoring that the real flaws are at the base of the process, denoting this also a low quality 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 high impact on the labor market , either because they generate employment and at the same time because they set the tone in the 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 a topic of interest for companies and the community, where a bad recruitment process affects not only the productivity of the company, but the welfare of the employee and the unsuccessful candidates. With respect to the latter, we must take into account both the time they invest in preparing for the interview as the impact of being rejected, which can be more bearable receiving an appropriate feedback, which leaves a good organizational impression and even wanting 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 offers 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.

Learn the Recruitment and Selection Process of an Organization (May 2024).


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