During the recruiting process, the organization and the job candidate may have different objectives in the recruitment process. For the candidate, their objectives may be to just find a stable income, gain experience, and possibly use education, training, and skills they have acquired. From an organization’s perspective, they are most likely looking for people they can develop and turn into valuable assets that commit to the organization’s mission.
Conflict may arise during the recruitment process when the organization cannot meet the job candidates minimum requirement for accepting employment. This can be in the form of inadequate income to support the candidate’s lifestyle, or the ability to use one’s education, training, and skills on the job, or negative perceptions of the organization’s or industry’s job security.
Likewise, from an organization’s point of view, they may have the objective to hire people with proven experience instead of hiring people with the potential of developing it. Or vice-versa, they would want to hire people who are new to the industry that can be developed. Either way, the organization’s goals, and needs should be linked with the individual career needs of its employees in a way that improves the effectiveness of workers and their satisfaction as well as achieving the firm’s strategic objectives (Snell & Bohlander, 2013).
Snell, S., Bohlander, G., (2013). Managing Human Resources. Mason, OH. South-Western Cengage.