We all know that finding quality talent is like looking for a needle in a haystack. It’s not easy and it’s not going to be. The least we can do is ensure that all efforts are worth the trouble, that nothing is wasted both time and resources. This is achieved with the help of what we call corporate strategy recruitment, but what is it all about?
Corporate strategy recruitment is a crucial step in human resources as it dictates and paves the way by which companies devise tactics in order to effectively, efficiently and timely fill positions within the organization. It is akin to a business plan but instead of growth and profitability, its goals are more focused on the hiring aspect of it all.
What separates this method from all other efforts of the same kind is the fact that scenarios that call for it are those that entail high management positions to be filled. In other words, you are looking for individuals and professionals who are to act as decision makers and key players in the organizations. You simply could not afford to make a mistake here. Remember that their leadership can make or break your objectives and thus profitability in the long run.
If you think about it, corporate strategy recruitment is a plan by itself. How does one make a plan for a plan? Does that even make sense? Here are some tips.
- List down your objectives. You need to know what you want to achieve with such strategy. Making one is not easy but making one blindfolded is worse. You have to know what it is you want to get from it apart from the obvious.
- Call in the right people. Your in-house human resources department team is a food starting point but in the event that you need extra help, guidance and expertise, there are companies that offer services catered to it. They shall perform all the tasks necessary thereby relieving you of the burden. Whether you choose one over the other or make use of both will be up to you and your needs.
- Put it in paper. See to it that you not only plan and brainstorm but you also put your corporate strategy recruitment procedures and details in paper. Don’t be content with it flowing through air. You need to communicate it to certain organizational members and doing it verbally from start to finish may not be the best way to go.