Interviewing, Hiring, And Selection 1
Interviewing, Hiring and Selection
Case Question
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)..
Darlene Maney
Interviewing, Hiring, And Selection 2
Issues
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 level, and did not necessarily pertain to them. When Heidrick changed
their compensation plan, the consultants complained, but knew that they would have to provide
excellent performance with more teamwork in order to receive the amounts they were used to
receiving under the old system.
In addition, internet search firms were springing up. This affected the bottom half of the
clients that Heidrick served, so the recommendation was made to focus on the upper level
