Strategic hiring involves a long-term perspective. It aligns recruitment efforts with the organisation’s overall goals and growth plans. Companies practicing strategic hiring take into account factors like future workforce needs, industry trends, and skill gaps. It’s about building a sustainable talent pool that contributes to the company’s success over time.

Tactical hiring, on the other hand, focuses on the immediate needs of the organisation. It addresses short-term vacancies and aims to quickly fill roles to maintain operational efficiency. Tactical hiring is more reactive and may not always consider long-term workforce planning.

1. People: The first “P” in hiring emphasises the significance of people, both candidates and the existing team. Successful hiring requires understanding the company culture and the skills, attitudes, and behaviors that align with it. Matching candidates’ values with those of the organisation can lead to better employee engagement and retention.

2. Process: The second “P” highlights the importance of a well-defined hiring process. This involves creating structured steps for sourcing, interviewing, assessing, and onboarding candidates. A streamlined process enhances efficiency, reduces bias, and ensures a positive experience for both candidates and the hiring team.

3. Performance: The third “P” underscores the connection between hiring and overall company performance. Effective hires contribute to improved team dynamics, productivity, and business outcomes. Measuring the performance of new hires helps organisations evaluate the effectiveness of their recruitment strategies and make necessary adjustments.

Combining a thoughtful approach that considers both immediate needs and long-term goals with a focus on people, process, and performance, ensures a well-rounded and impactful hiring strategy.