Case Study – Heidrick & Struggles International, Inc.
Why is Strategic Recruitment critical to the success of an organization in meeting its goals and mission?
Staffing, training and development as well as employee retention are essential for an organization. It involves finding and adding the correct workforce to the organization, training employees to better perform the tasks, and create ways to engage and retain top performers avoiding turnover financial hardship and talent loss. As such, human resources personnel must strategically plan these processes to align the correct employees and skills to perform the tasks and roles the organization needs to fulfill its overall strategy.
In today’s rapid changing environment, strategic recruitment is critical to the success of the organization, as companies need to quickly adapt their needs and find the better candidate to fulfill that need. Companies need to rely more on its human capital that will bring new and better ways to perform day-to-day operations as well as provide with different ideas on how to improve current processes to ultimately provide its customer with innovative and more effective products or services.
Whether done internally or externally, the recruiting process has to be strategically and effectively planned to be successful. “An organization needs to know that it has the right employees with the right skills in the right places at the right time.” (Mello, 2011. P.339). A good strategic recruiting process must show when the process should begin to warrantee that the employee will be fully trained when the organization needs it, how many people are needed for the project, and how big the applicant pool will be