The quality of people recruited determines the future of the organization. Recruitment metrics include cost per hire, speed of hire, customer satisfaction and quality of hire. The strategic recruitment process involves the following:
Conduct Workforce Analysis and Forecasting. This involves job analyses and HR planning
Determine recruitment needs. This includes the planning tools of job competencies, job descriptions and job specifications. There are quantitative as well as qualitative assessment tools.
Develop Comprehensive Strategic Outreach and Recruitment plans
Measure outreach and recruitment plans return on investment through new hire quality, time, hiring manager satisfaction and efficiency.
The three most common measures for cost metrics are cost benefit analysis, yield ratios and cost per applicant.
Techniques used in strategic recruitment include e-recruitment, outsourcing recruitments, headhunting and assessment centers.
An organization should employ the make strategy if they assume that business conditions are stable enough to ensure that their leadership career ladders will be relatively stable over the next coming years. The make strategy offers a series of advantages such as supporting organizational continuity and enhance the managerial on-the-job learning.
The buy strategy is often employed when an organization seeks to jumpstart its performance such as attempting a quick financial turnaround, or making a leap into a new market. The strategy may also prove inevitable when an organization is growing so fast that their internal pipeline cannot match their growth projections.
The organizations may determine that changing business conditions warrant the need for leaders with completely different skill sets that will simply take too long to develope.
The strongest advantage associated with this strategy is that it allows the organization to undertake rapid replacement of personnel particularly when they need to fill senior leadership roles and internal development efforts have just commenced.
Strategic issues in selection: Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job and suit the organization the best. Selection is usually a step by step process and each step must be cleared before the applicant moves onto the next stage. The selection process would entail initial screening interview, completion of an application form, conditional job offer, physical or medical examination and permanent job offer.