Strategic recruitment is a current topic especially now when people are drafting business plans and creating budgets for next year. But how does strategic recruitment differ from general recruitment? In strategic recruitment, the organizational needs are linked to the company’s overall strategic business plan and focus of these recruitments is in finding the future talents that you need to execute your business plan.
Let’s consider that one of your company’s key focus areas in the future is developing new digital solutions that bring added value to your customers and support the growth of your company. To reach this goal, you need to acquire this sort of competence to your organization. If this is your company’s first step in the digital transformation process, the first person you need to recruit is the person who can understand your business and see how digital development could bring added value to the processes or the end customers. This person will be responsible for leading the digital transformation and increasing the amount of required competence in your organization. Recruiting this person supports your company’s overall business plan and therefore is a strategic recruitment.
Strategic recruitment needs are often drafted in a plan in the forms of numbers, quality, skills and talents in every corner of the organization. The main similarity between strategic recruiting and recruiting in general is that both involve hiring for vacant positions. They differ when it comes down to the timeframe. Normally you’re hiring someone to start immediately, whereas with strategic recruiting you’re hiring for the future. Understanding the differences between these two will allow you to understand your hiring needs.
New competences are sometimes the toughest to find
Strategic competences are also the toughest to find. It requires a lot of time to plan, go through and hire a candidate that fits into the company’s future need and strategy.
The strategic recruitment approach requires companies to measure the effectiveness of their recruitment policies.
The quality of the employees recruited by the company helps shape and create the future of the company. Companies therefore need the right mix of experience, skills and talents to enable growth for the company. The strategic recruitment approach requires companies to measure the effectiveness of their recruitment policies. This is important because often, there are large amount of money at the stake when we are talking about recruitment.
Every company nowadays needs to keep itself innovative and gain new knowledge to survive in today’s ever changing competitive markets. Due to globalization and the internationalization of today’s companies and markets, it has resulted in frequent and often changes within markets, with very short warnings. Without improving their current state of mind, the companies will see themselves surpassed by other companies who has adapted to these changes. Strategic recruitment and recruiting as of whole, is about companies daring and being brave enough to challenge their status quo. Dare to ask themselves; how can we become better and attract better candidates, to fully fulfill the company’s potential.
Hence why strategic recruitment is a strategy for companies, which unites several challenges and solutions that the company might face because of the social changes. It is essential for companies to constantly renew and rethink what they do, and how they do it. To be brave.
Michael Chang is a consultant manager with a desire to help companies understand the added value of strategic recruitment and to find solutions for both, strategic and non-strategic recruitments. Michael has also researched the subject in his thesis Diversity Management through strategic recruiting.