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Goals of Strategic Staffing
Creating policies for hiring effectiveness that are in aligned with organizational strategies leads to certain goals that drive the strategic processes.
It consists of two goals
- Process goals: These relate to the hiring process like, how many applicants are qualified, the quality of applicants, inviting diverse applicants, completing hiring within timelines and providing job offers within a week of selection. Process goals imply the efficiency in the hiring process.
- Outcome goals: This determines the final outcome of the hiring process efforts by determining quality of people hired, financial returns on staffing investments, and whether the staffing efforts are improving organizational effectiveness. Outcome goals also play a role in enhancing business strategy execution.
Although the goals may improve the efficiency of the hiring process, the above two goals may not have to be applied in the same order or may not be relevant in every situation. They may take priority as per situations and requirements. Organizations have to note that identifying the right strategy for their staffing needs works well for their business operation. These goals are likely to change with changing business/market trends and while using new tools and technologies. There are a few important points to consider when setting goals. These include,
- Importance of filling the position with the most closest match of a particular talent profile
- Levels of required competencies, styles, values, and traits that are needed to execute the business strategy
- Forward planning – what talent would be required after, say 3 or 5 years from now
- Talents possessed by new hires for a particular role and how this can be refined
- Determining the organization’s long term talent needs, the leadership potential in staff
