Case Analysis #3 Strategic Recruitment
Why is Strategic Recruitment critical to the success of an organization in meeting its goals and mission? In order for an organization to meet its goals and mission, it must have employees that are skilled and trained to perform their jobs in such a way that the organization will benefit. Without planning in advance for the qualities and skill sets that are needed for quality job performance, a company would have a difficult time in meeting its goals. By planning to hire using the best options possible, companies can select the best candidates for their available positions. Hiring the right person is not by accident, but a planned process. This paper will discuss Heidrick & Struggles International, Inc. and their placement practices as a recruiting agency for major corporations as it relates to strategic recruitment.
Summary of the Case
Heidrick and Struggles is an executive search firm that had been in existence since 1953. In 1957, the firm went national, then international in 1968. At the time, their consultants were considered generalists, with no specializations, who felt as if they worked in a franchise instead of for the company as a whole. By 2008, Heidrick considered itself “the world’s premier provider of senior-level executive search and leadership consulting services” and focused on building leadership teams. Kevin Kelly had been appointed CEO of the company in 2006 and was concerned that, though the company seemed to be doing well, it was facing changes in the recruitment industry and needed to change its focus and methodology (Eccles & Lane, 2009)..
Kelly wanted the consultants to feel as driven as he did about changing the way they did business. He needed them to be a part of the team and view the company as a whole. Kelly developed a strategic vision of his own, however, his consultants felt like that vision was primarily at the CEO’s...