Strategy & Policy

How to develop acquisition and retention strategies?

Key Activities & Deliverables

​By Mansour Baker, SHRM-CP

Posted  03 March 2020

Develop the framework for the company recruitment strategy to enhance resource planning, talent acquisition, and selection of highly skilled quality employees.

Near Term (1-6 months) Initiatives

• Develop framework for recruitment strategy to enhance resource planning, resource acquisition, and selection of top-quality personnel. 

Medium Term (6-12 months) Initiatives

• Develop final recruitment and sourcing strategy.
• Develop a succession planning strategy to identify key positions, critical talent, and career path options to develop and place successors.
• Review current bonus/reward practices and develop and implement a performance-based reward structure to enhance performance.
• Create targeted recruitment campaigns for specific professional groups who possess unique skills.
• Identify targeted training programs to groom skills and capabilities.

Exhibit 1

Near & Medium Term Activities

Objective

To develop ‘leading edge’ recruitment program that provides the company with best-in-class resources.

Key Activities

• Develop policy on recruitment and retention and associated systems.
• Determine current & future FTE recruitment needs and identify internal and external staffing sources.
• Identify internal and external talent pools and likely competition.
• Identify and document recruitment process and selection to ensure equity and adherence to labor laws.
• Undertake job analysis and job evaluation.

Key Deliverables

1. Recruitment and retention policies
2. Recruitment needs assessment
3. Revised recruitment processes 
4. Job analysis and evaluation

1. Recruitment and retention policies

• Development of company policies for recruitment and retention.

2. Recruitment needs assessment

• Identification of current and future FTE requirements by key position type.
• Assessment of internal pools to fill identified positions.
• Assessment of external sources to fill identified positions.
• Identification of potential competitors from similar regional and international institutions for identified needs.

3. Revised recruitment processes 

• Mapping and assessment of current recruitment process.
• Assessment of relevant labor law requirements.
• Development and finalization of revised process.

4. Job analysis and evaluation

• Evaluation of existing job descriptions to ensure quality and completeness and identify and assess links to the company competency framework.
• Development of revised job description templates for all key position types.

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