2. DEFINITION:
“The process of locating and encouraging
potential applicants to apply for existing
or anticipated job openings”
OR
“Alignment of talent placement with
company business strategy”
3. Strategic Recruitment Process:
Inputs:
The first step in the process is to ensure that
companies have all the inputs to initiate
Strategic Recruitment process.
Action:
The second step in the process is to come up
with an action plan based on the inputs from
Step 1.
4. Strategic Recruitment Process:
Expectations:
The third step in the process is to make sure
that company has everything, what is required
to execute on the plan.
Delivery:
The fourth step in the process is to deliver on
the model that has been put in place.
5. Strategic Recruitment Process:
Change Management:
The fifth step in the process is to have a robust
change management plan in place to drive this
change through the organization.
Measurement:
What cannot be measured, cannot be improved
so it is imperative to come up with Key
Performance Indicators and measure
performance and delivery against those.
7. Sources of Employees:
External:
The labor market
Recruitment agencies
Educational institutions
Referrals
Unsolicited applications
Professional organizations
Unions
E-cruitment
8. Nature of Activities:
Regular Recruitment Strategic Recruitment
Risk averse- Legal. Risk taking.
Traditional thinking. Out of the box thinking.
Employee oriented. Business oriented.
Follow “Best Practices”. Market differentiator.
On the defensive. On the offensive.
Looking “inward”. Looking “outward”.
No differentiation among
employee groups. Differentiation is must
9. Nature of Activities
Regular Recruitment
• Keeper of policy- no
exceptions
• Viewed as “gate-keeper”
• Slow decision-making
• Consistency
• Asks for “permission”
Strategic Recruitment
• Make exceptions to reflect
harsh realities
• Viewed as “gate-crasher”
• Needs fast decisions
• Innovation
• Asks for “forgiveness”
