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.