Choosing Popular — Conscious Choice or Unconscious Habit?

“What is Right is Not always Popular- What is Popular is Not always Right”- Albert Einstein

Today, everyone, from customers to employers, follows a common Rule that is selecting the “popular one”. There is a less chance for something or someone being Not Popular. Customers are turning to the most well-known brands since they are confident they will receive high-quality goods or services from them. The same way, organisations recruit applicants based on well-known recommendations and profiles in order to expand their businesses.

I wonder whether you are aware of this perspective or Not! However, you can also argue , such as trying anything new or unfamiliar is a waste of time. It is wise to follow the known or popular one. yet it’s important to give anything new a chance(maybe good, better or best).

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I have Apple as a well-known example for this. In the 2000s, Nokia had more than 80% of the market shares. Apple only had 5% of the market shares. Nokia chose the Windows version when Apple released their own Android phone. All supported Nokia, but Apple emerged victorious!

For the Real Success and Sustainability, What Business needs the most is the Confidence to take the Measured Risk to show the “Strategic Uniqueness”-

If Apple had used the same strategy in selecting the popular, the world would have to wait for Android’s finest invention. Apple has also followed suit by releasing a Windows phone. Of course, the windows would have been used by the world. Until now, Nokia had a large market share, although Apple did not owing to the same copied notion of selecting the most popular one.

Apple went with something unusual and unpopular. However, there was research. It went swimmingly. Today, the apple is in a different situation. However, the behaviour of the majority of firms is the same, which is to follow the popular.

It is true that the common opinion is not always correct. It indicates that being popular does not guarantee success. It is simply based on decent work, which may be the finest, but is not always groundbreaking. The world has yet to grow enough to pick objects or people who are dependable and skillful enough to bring about revolutions.

While conducting my own survey, I came to the conclusion that the majority of startup companies did not succeed in the long term despite of using high-profile in-office and virtual working environments.

Organizations are busy even today, despite having gained so much knowledge with consumer behaviour. I’m not sure where they’re spending their time when they don’t have enough time for good recruitment. An effective recruitment strategy may completely address 50% of the business’s problems. Previously, the firm only had known faces. If no one is available to take the revolutionary measures, the vision will not be realised.

Organizations appear to be overburdened. They send rejections because human resource management is so busy that it is only picking known profiles.

Therefore, it was wiser to avoid wasting time on hiring and examining the backgrounds and talents of various candidates. Instead, moving toward the well-known, well-liked, and recommended prospects to launch the business and work on it is simple.

Here, the organisation must decide whether to pursue a well-known profile connection or just focus on increasing productivity. But what if the well-known profile applicant is unable to meet the organization’s needs?

Have you ever considered that such profiles may have achieved success because there was no such competition in the previous decade?

Of course, it is critical to go through each candidate’s evaluation. It must be based on selecting the best applicant during the interview process, not on rejection letters or emails. Also, businesses must not imitate each other in order to defeat the competition, even if we are providing the same service.

No, the corporation should focus on a concept that would alter consumers’ perceptions. This is the proper method to do business.

The recruitment and selection process for any company’s human resource management shouldn’t be centred primarily on selecting candidates with well-known candidate profiles and backgrounds who have prior experience working in the organisation or a particular area. rather, the selection process should be focused on matching a candidate’s talents to the position’s requirements.

For any corporate entity to be able to recognise the necessary competence in a candidate and build a long-term connection based on the applicant’s high degree of desire and commitment, it is necessary to have a better and more strategic human resource management department.

It is only achievable if the company takes the time to carefully organise the recruiting and selection procedure where job seekers can submit their applications. After a process of analysing their talents and abilities to match the requirements of the specific employment, they may have the possibility to be hired.

An organisation can assemble the team needed for a certain project to succeed in the marketplace in this way. Of course, every great company concept may draw in clients at first. However, it can also draw in the largest number of stakeholders and investors in the firm to help it develop over time.

If there is no team building to work on various initiatives to maintain corporate success or goodwill in the market, then moving toward business expansion is pointless. There is no possibility for the Revolutionary work in the business if human resource management is not interested in hiring and choosing employees based on the necessary capabilities.