Strategic Staffing &

Recruitment Process
Submitted By:
Anupama Mishra
PGPM16-17

Strategic Staffing
Staffing : Shuffling of the resources
: Movement of people into, through and out of organization

Business Strategy(Competitive Advantage)

Strategic Staffing( Proactive Staffing)

Why, Purpose and Benefit of Strategic Staffing

Why???
Shortage in job categories
To improve staff utilization
Integrated with business strategy
Purpose
Close Integration with business strategy
Skilled workforce
Benefit
Staff utilization
Diverse workforce
Competitive edge over competitors
Reduce costs of the hiring process
Create consistency in hiring decisions throughout the organization

How Strategic Staffing

Differs from Traditional Staffing

Traditional staffing:
Reactive in nature
Less tied to strategy

Strategic staffing :
Longer-term planning
Alignment with the business strategy
Targeted recruiting
Sound candidate assessment on factors related to job success
and longer-term potential

Seven Components of Strategic Staffing

Seven components of strategic staffing
1. Workforce planning-Predicting an organizations future employment needs
and the availability of current employees

2. Sourcing Talent -- Identifying who would be good recruits

3. Recruiting Talent Making decisions and engaging in practices
4. Selecting Talent - Assessing job candidates and deciding whom to hire
5. Acquiring Talent - Putting together job offers that appeal to chosen
candidates, and persuading job offer recipients to accept
those job offers

6. Deploying Talent - Assigning talent to appropriate jobs and roles in the org
7. Retaining Talent - Succession management and career development

Recruitment Process
Recruitment : Hire the right people, for the right job, in the right time
as per the suitability of the organization.
Recruitment : It comprises of two major steps of the Recruitment
Process i.e. Sourcing and Screening

Types/Methods of Recruitment
Internal Sources
Promotions
IJP
Temporary employees to contractual period
Temporary employees to permanent
Retired employees for freelancer position

Advantage of Internal Recruitment

Easy to find out
Less time taken for training
No deep interview required
Promoting to high position increases identity of employees thereby long stay in the
company.
Competition among employees to occupy high level when co-employee gets promoted.
Disadvantage of Internal Recruitment
Dissatisfied co-employee may quit the position because of partiality
No opportunities for external employees.
Lack of innovative

Types/Methods of Recruitment
External Sources
Job portals
Social media recruitment, Newspaper Ads, Employment Exchange and Magazines
Website
Campus recruitment
Direct Walk In
Recruitment agencies
Internal employee referrals etc
Advantage of External Recruitment
Create new opportunities for job seekers and experience employees.
More applicants from external employees resulting pool of rich source of candidates of unique
employees.
Increases business strategy because external candidates of unique skills can take business to extra
mile.
Ability to recruit the candidates with special skills employer need.
New innovative ideas and improvement.
High productivity

Disadvantage of External Recruitment

More time consuming
High cost
Sourcing quality profiles becomes difficult
External candidates ask for more salary and benefits

Thank You !!