Inter-relatedness of organizational functions
- The quality of goods or services depends on recruitment and an adequate selection of employees. If employees do not have strong skills to organize work and fulfill their duties, the products or services will be of insufficient quality, which will also affect the company’s reputation.
- Seasonal increases in demand, such as during the holidays, can force a company to hire more employees. However, in this case, the company employs workers temporarily and, possibly, with a higher salary than in regular seasons. This aspect is because the company needs more employees to meet the demand of customers.
Internal Factors
The engagement of employees in work cannot be considered without a connection with the turnover. Employees’ engagement means the degree of their loyalty to the company and the desire to fulfill their work more efficiently and actively. If employees do not have an interest in their work, then they are most likely to quit quickly or will perform poorly in their duties, which will force the manager to fire them. Although there are other factors of turnover besides engagement, it is one of the main triggers. Consequently, low engagement lead to higher turnover and the need for constant recruitment and selection of candidates.
External Factors
Technology affects both the need for hiring employees and this process. First, technology can replace people for simple, automated tasks; for example, computerized systems can create multi-page reports and eliminate the need for hiring an additional employee. Technology also helps employees work more efficiently with their current duties. Secondly, technology simplifies the selection process as a recruiter receives resumes via the Internet from candidates from all over the country or even the world, conducts online tests and online interviews, which saves time. Therefore, technologies help automatically screen-out candidates at the first stages of selection and not waste time reviewing their skills, and at the same time, expand the search area.
Inputs, Outputs, and Throughputs
Input significantly affects throughput and output, since a poorly or falsely described vacancy or applicant’s skills will interfere with an adequate candidate selection. Throughput also affects the output because the interview and tests demonstrate the characteristics of the company and the applicants, which can be underestimated if the presentation is insufficient. Output is the final result; therefore, it does not affect the recruitment process, but the performance of a new employee in the company depends on it.
Feedback
Feedback of the internal and external environment is primarily reflected in the turnover and engagement of employees. Precisely, feedback from the external environment is reflected in the productivity of employees, as well as the quality and quantity of goods or services that the company offers. This aspect also reflects on customer satisfaction. Feedback of the internal environment also manifests itself in the quality of work and employee engagement level. If the employees are satisfied with the companies policies and show interest and respect for their job, it increases their engagement. Thus, the effectiveness of recruitment methods reduces or increases staff turnover, which is the feedback of the environment.
Furthermore, the most effective way to measure recruitment efforts and methods is through the turnover of employees, except for specific reasons, such as illness or childbirth. In addition, the effectiveness of employees is also indicative of the quality of recruitment and selection. In other words, if new employees for a certain period did not quit or were not fired, then the methods of recruitment are successful, and the company does not need to implement new strategies.