Strategic Recruitment and Selection Meaning and Need

08/12/2020 1 By indiafreenotes

The strategic recruitment is a distinctive part of the recruitment process. Not all the job positions in the company are strategic; they are not crucial for the business operation. The strategic recruitment is focused purely on the key job positions in the organization. It is focused on the hiring of the job positions needed for the accelerated growth of the business. The strategic recruitment can be a separate process from the usual recruitment process for the mass job positions. The difference between the tactical and strategic recruitment exists.

The recruitment strategy defines the different recruitment channels and different recruitment measures. The strategic recruitment is usually reported to the top management. It is designed to react quickly on the changed circumstances on the job market, and it supports the growth of the organization in key business areas. The recruitment KPIs are adjusted for the key job positions as measures reflect the importance (shorter recruitment cycle time and higher recruitment costs accepted).

The recruitment strategy is a steering wheel for the strategic recruitment. The managers tend to mark all job vacancies as the strategic ones. The HR Recruiters have to face them with the real story. The organization defines the strategic recruitment, not the line management. The line managers have to accept the fact of not being as strategic as another department can be.

It is the key secret of the strategic recruitment. It is extremely selective. The part of the strategic recruitment can be up to 5% – 10% of all job vacancies in the organization. They are different every year. They depend on the business strategy. The organization grows, and it changes its strategic imperatives and initiatives. The strategic recruitment sources those initiatives.

There is no manager in the organization, who drives the strategic initiatives all the time. The initiatives change. The priorities change. The job positions to be considered strategic has to be re-evaluating at least twice a year.

HR has to act independently. The selection of strategic job positions to be hired is not easy. Managers push to demonstrate their strategic role in the organization. HR has to demonstrate support for the daily operational recruitment, and it has to point the strategic job positions with the special care.

HR cannot hire all job positions as strategic ones. The costs would exceed the recruitment budget quickly. The strategic recruitment is expensive. The top management closely monitors it. It can be monitored as the top managers can recognize the importance of the job positions for the organization. They can lose the commitment, when all job positions are strategic.

Because the rotation of employees is easily eliminated, facilitating the election of the candidate who not only possesses the necessary competences to fulfill the position, but also possesses the core values ​​of the Company.

The main objective of Recruitment and Selection is an organized, transparent and fair recruitment process to incorporate the right people in the Company.

The strategic importance of the Recruitment and Selection Process gives to the Companies the following benefits:

  • Help build your brand as an employer. When a Company begins to hire, the public, potential candidates and the Market observe it.
  • Reduces turnover and increases employee morale. When an Organization hires the right people, the end result is happier workers doing meaningful work.
  • Attracts important group of applicants. A planned recruitment effort includes identifying the best methods to surch the most qualified candidates.
  • Hiring speed. A well-designed Recruitment and Selection Process quickly resolves a vacancy. Therefore, the interruption in production or services due to lack of personnel, can be completely controlled or eliminated.
  • The success of a Company is guaranteed with the best employees, when they are happy and doing a meaningful job.

Identifying Needs

Strategic management begins with identifying the needs of your organization as they relate to current and future labor demands. Accomplishing this task requires the ability to identify the various jobs and roles needed within your organization to meet current and future goals related to production and growth, and speaking with other leadership personnel within your company, according to Lever. Once these roles are identified, clear and concise job descriptions and duties can help ensure that recruitment remains streamlined and aimed at efficient recruitment and hiring.

Recruitment Activities

Hiring managers should focus on recruiting activities aimed at attracting the right candidates for the job. Recruiting activities can include internal efforts, college hiring fairs, technical and vocational events, and traditional newspaper advertisements. Based on the needs of current openings and forecasts for future needs, a hiring manager will need to direct efforts toward the best option for recruiting the right candidates. For instance, focusing on college hiring fairs and traditional newspaper advertisements is appropriate for entry-level positions with your company.

Selection Process

Selecting the right candidate requires identifying the specific skills, knowledge and qualities you seek and desire in an employee. This can pertain to the necessary skills and knowledge for the position itself, such as a specific degree or certification, and the desired personal qualities, such as a preference to hire employees with good moral and ethical standards. Other important parts of the selection process include conducting any necessary aptitude tests and conducting a thorough background check to ensure the employee meets the basic qualifications of both the position and the company.

The role of the HR manager in the recruitment and selection process is to help run the day-to-day of recruitment. Consult with her to make sure you are on the same page with what you are looking for; use her for insights from her perspective. The relationship between recruitment and selection should be smooth and efficient with proper communication.