Strategic Hiring

Strategic Hiring, otherwise called talent acquisition strategy, recruitment strategy or workforce planning, is a method used by organizations to identify, select and onboard skillful employees whose characteristics will fit the company objectives, culture and long-term targets. Effective strategic hiring aligns organizational purpose with current and future market trends, as well as talent supply and demand patterns to meet the current and future workforce needs. Strategic hiring approaches could involve employer branding, candidate sourcing, selection methods, onboarding practices, and talent pipelining to generate a competitive advantage and assist in achieving organizational goals.

Example of Strategic Hiring

A technology company designs a hiring plan that aligns with its strategic objectives of growth and innovation by addressing staffing shortages in the areas of software development, data analytics, and cybersecurity.

Talent needs assessment: The organization starts with a comprehensive evaluation of existing and required employment opportunities, taking into account the objectives of the business, project deadlines, and skills needs. Assessment detects talent acquisition critical areas and possible talent supply difficulties.
Employer branding: The firm establishes its employer brand and competitive advantage as the employer of choice in the highly competitive tech industry. Employer branding efforts may include publishing the company culture, values, employee reviews, and career development processes on online channels, social media, and industry events.

Candidate sourcing: The company uses precise sourcing methods to find and interact with the passive and active candidates who possess the desired skills, experiences and culture fit. The sourcing techniques may involve talent mapping, talent communities, employee referrals, networking, and collaboration with educational institutions or professional associations.
Selection process optimization: The company simplifies its selection process to make it more efficient, effective and user friendly. The selection process could consist of structured interviews, skills assessments, technical evaluations, and behavioral assessments in order to gauge candidates' qualifications, competencies, and suitability for the organization.