1
Jessica Collins
BUSI643: Workforce Planning and Employment
October 5, 2025
Respectfully submitted to: Dr. Mary Jo Odom-Dull
2
Staffing Process
The staffing process for an organization has many steps from start to finish. The Human
Resources Department plays a pivotal role in making sure the right candidate is hired. Amongst
these steps taken during the staffing process are recruiting, selection, and retention. It is
important to be mindful of this process since there is not a standard tracking system for these
items. The reason why these steps are so important to track is because they affect the company
financially, amongst other things.
Depending on the position, most candidates require some kind of educational background to
fulfill a role inside an organization. This makes each candidate stronger on paper and can be
seen as a qualifying factor for the position. It also might increase the pay that was advertised
with the position, depending on how much education and or professional experience one has. A
major contributing factor to the staffing process is recruitment. Recruitment covers “identifying,
luring, meeting, selecting, hiring, and onboarding representatives” (Mandal & Shrivastava, 2023,
para. 4). Recruiting is not done by one person, but a host of individuals depending on the size of
the company. But if things are not tracked properly this could get out of hand quickly.
“Organizations frequently enlist candidates for open employment through notices, work sheets,
online entertainment sites, and other methods” (Mandal & Shrivastava, 2023, para. 4). There
must be oversight on recruitment for the sake of spending costs. The reason for this is because
of resource allocation.
“Staffing cost or efficiency ratio takes into account the notion that recruiting applicants
for jobs with a higher compensation level might costs more due to such costs as executive
search fees, recruitment advertising, relocation, and so forth” (Judge, & Kammeyer-Mueller,
2022, p.
680). Without oversight, a company can be upside down on a budget because of the things
listed previously. But this helps to guide an organization to see where investments are going and
3
what methods are being used to capture the attention of well-qualified candidates. By the end
of the staffing process, a company should be able to look over its budget set at each step to
determine if it was used properly or wasted on potential personnel who did not make it to the
selection process.
On the other hand, there are consequences for not having oversight or standardized
practices in place. Misallocation of resources is a result of a mismanaged staffing process; this
leads to overspending in one area and underspending in another. Resource misallocation (RM)
refers to the situation where resources cannot be optimally allocated between industries or
companies because of the interference of existing systems or policies (Zhang et al., 2022, para.
1). This plaques efficiency inside a company. Proverbs 29:12 says, “If a ruler listens to falsehood,
all his officials will be wicked” (King James Bible, 1769/2021). Without historical data to research
inside companies that have a large number of employees, this is not a safe thing to do. One
must go into the process knowing what they want and what they can afford. Another
consequence of not having oversight is ineffective strategy implementation. For example, let’s
say a company has a position open for a manager type role and they want to pay someone
$100,000 for it. They start looking external to the company and begin interviewing people with
experience to fill the role. In the background there is someone who has already been filling the
role but has not been appointed the role and the company is looking to go in another direction.
Instead of promoting someone and only giving up maybe $20-$50K, the company decided to
hire another person with no connection to the company. This is actually ineffective for the
employees who have been passed over and now must train this new person. It adds to job
dissatisfaction and workplace stress. “Organizations that were blind to risks or lacked proper risk
management frameworks were more susceptible to unexpected threats and failures” (Hariyani
et al., 2024, p. 2590). When things are not thought all the way through, bad things happen to
companies, and it is hard for them to come back from that.
4
Reference
Hariyani, D., Hariyani, P., Mishra, S., Sharma, M.K. 2024. Causes of organizational failure: A
literature review. Social Sciences & Humanities Open, Volume 10, 101153, ISSN 2590-
2911. https://doi.org/10.1016/j.ssaho.2024.101153
Judge, T. A., & Kammeyer-Mueller, J. D. (2022). Staffing organizations (10th ed.). Burr Ridge,
IL: McGraw Hill.
King James Bible. (2021). King James Bible Online. https://www.kingjamesbibleonline.org/
(Original work published 1769)
Mandal, A., & Shrivastava, R., 2023. The hiring process and its significance. IRE Journals.
Volume 7, Issue 1, ISSN: 2456-8880
Zhang, J., Dong, F., Ballesteros-Pérez, P., Li, H., & Skitmore, M. (2022). Current and future
trends of resource misallocation in the construction industry: A bibliometric review with
grounded theory. Buildings, 12(10), 1731. https://doi.org/10.3390/buildings12101731
Powered by TCPDF (www.tcpdf.org)
