The recruitment and selection processes are very important for the organization, but the recruitment is usually not seen as a business critical HR Process. The recruitment and selection is important, as the company needs a flow of new hires to keep its stability.
But there is one exception. When the company decides about some strategic initiative, which should be conducted by the fully new employees, than the recruitment and selection is seen as the business critical HR Process.
The fast growing organizations have completely different perception of the recruitment and selection processes. The stable organization prefer the quality of delivered candidates to the time to fill the vacancy, as the company knows, it can survive for several months without the job position being filled.
The fast growing companies have a business case, where they can see the benefit of every single employee added to the business case. The fast growing organizations are not oriented on the quality of the new staff, they know the product can be sold itself and they need the employees to operate around the products.
The fast growing companies see the recruitment as the business critical process as they know about the number of vacancies and the whole top management team is able to monitor the status of the recruitment process almost daily.
The HRM Function needs to be adaptive enough to react quickly to the changes in the business strategy. When the strategic initiative is started, the recruitment and selection process can become very critical quickly and the HRM Function has to be able to change the mindset of the recruitment specialists.
