Every business organization has its unique needs and expectations. Companies should address such needs in order to achieve their targeted objectives. This situation explains why strategic recruitment (SR) is critical to the success of a firm. Strategic recruitment focuses on the needs of an organization. This practice encourages managers to hire competent individuals who can support such needs. This practice can also create the best organizational plan.
It is agreeable that “human resource (HR) managers must be aware of the targeted skills and competencies” (Mello, 2014, p. 48). This knowledge will ensure every company hires competent individuals who can support its targeted goals and missions. The process “has the potential to reduce costs and improve the level of customer satisfaction” (Mello, 2014, p. 63). Managers should also use appropriate strategies to address the adversities affecting their employees. This strategy can ensure Heidrick & Struggles Incorporation realize its business goals.
A Brief Analysis of the Situation
Heidrick & Struggles is currently getting smarter clients. This situation is posing new challenges to the company. The firm needs to identify and recruit competent consultants who can fulfill the needs of its clients. The “United States and Europe are also experiencing a shrinking workforce” (Eccles & Lane, 2009, p. 9). The company’s Leadership Consulting Strategy (LCS) is experiencing new obstacles. New trends have also emerged, thus affecting the company’s performance.
The current use of modern information technologies is also posing new threats to the firm. According to Mello (2014, p. 92), “many consultants have been leaving their companies for greener pastures.” The company’s Compensation System (CS) requires new changes in an attempt to support its employees and consultants. It is also “becoming impossible for the company to secure the buy-in of its new consultants” (Eccles & Lane, 2009, p. 15). New changes and demands are also affecting the Executive Search Industry.
Major Issues Surrounding the Company
The managers at Heidrick & Struggles are experiencing new challenges. Such issues might affect the firm’s future performance. According to Eccles and Lane (2009, p. 1), “new demographic opportunities, the emergence of technology-driven alternatives, and shifting customer expectations continue to cannibalize every traditional executive search model.” New search models are also becoming popular today.
Many companies are using modern technologies to get new ideas. This situation explains why Kevin Kelly is worried about the future of Heidrick & Struggles Incorporation. The company’s strategies have continued to support its operations and goals. However, Kelly believes strongly that a new Compensation System and a positive organizational culture can be critical towards the success of the company. The company’s effort to hire qualified consultants will remain a major challenge in the future.
Alternative Courses of Action
The presented case study offers numerous issues surrounding the performance of Heidrick & Struggles Incorporation. The company should begin by identifying new practices and strategies in order to address its challenges. The first course of action is supporting its Leadership Consulting Strategy (LCS). This practice can make the company profitable.
The next approach entails the use of a proper Compensation System (CS). Such systems will attract and retain competent consultants. The role of modern technology systems cannot be underestimated. The company should use modern technologies in order to support the changing needs of its clients (Mello, 2014). The firm must identify every challenge associated with these new information technologies. This practice will be critical towards creating a new competitive advantage at the company.
The issue of “securing the buy-in of consultants remains a critical concern at Heidrick & Struggles” (Eccles & Lane, 2009, p. 7). The firm must use appropriate strategies to employ competent consultants who can support its goals (Mello, 2014). This situation explains why Heidrick & Struggles should embrace the power of strategic recruitment. This approach will address the gap existing between the company’s needs and the expectations of its clients. A positive organizational culture can be essential towards supporting the company’s business model (Mello, 2014). The practice will be critical towards making Heidrick & Struggles a leading player in the Executive Search Industry. The practice will also reduce the level of competition and eventually make the company profitable.
Recommendations for Action
The above courses of action can produce positive results at the company. It would also be appropriate to embrace the power of strategic recruitment. Many companies are currently using new technologies in order to achieve their goals. The company should identify its needs and requirements. Strategic recruitment has the potential to address such needs. The next step is getting the right people who will address every challenge affecting the firm. A proper recruitment strategy will identify the right consultants who can make the company sustainable (Mello, 2014).
Heidrick & Struggles Incorporation should also monitor every new trend affecting the Executive Search Industry. This approach will ensure the company handles every obstacle affecting its performance. Heidrick & Struggles Incorporation should use the best organizational culture and compensation system in order to support its new business strategy. These recommendations will ensure the company realizes its business goals.
Reference List
Eccles, R., & Lane, D. (2009). Heidrick & Struggles International, Inc. Harvard Business School, 1(1), 1-19.
Mello, J. (2014). Strategic Human Resource Management. Boston, MA: Cengage Learning.