Heidrick & Struggles International, Inc

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Heidrick & Struggles International, Inc.

Theresa M. Miller

Kaplan University

Professor Andrew Klein

GM520 Strategic Human Resource Management

February 19, 2013

Introduction
Having a strategic plan as well as ideas set in place for the good of the company is critical in regards to screening and employing qualified, trained and skillful applicants. Producing and maintaining a strategic and tactical recruitment team is vital for the success of any organization. The mission of any company is vision, and within that vision is a quest that is set in place to achieve, obtain, and conquer its goals. These are set out to achieve what the organization has developed and determined to attain. This can only be accomplished with people (employees) that are truly willing to assist the company in meeting its goals and mission. Organizations need people that are reasonable, reachable and able to think beyond their level of skill and training. An organization as well as the people conducting it should be able to keep up with the new technology and developments that are occurring on a day-to-day basis. Within Heidrick & Struggles International, Inc. the process that they had set in place to produce the right person for the right industry as well as for the right job was a plan set out for success. Strategic recruitment relates to all companies that are successful and willing to change with the times when necessary. Change can be difficult for some, yet needed. The motto out with the old and in with the new applies even when it’s essential for companies to be strategic as well as aggressive to get their point across. Many times bringing in new fresh people within the organization will bring on new and different ideas to motivate those that have been within the company, and are afraid of change. We will discuss how Heidrick & Struggles International, Inc. strategic recruiting methods relates to key practices in obtaining applicants. Summary

Heidrick & Struggles is a firm that prides itself on searches. These searches were conducted to obtain highly qualified senior level personnel to manage and lead companies to success. The firm was established in 1953, and four years later in 1957 it became nationwide. With the company advancing so rapidly, by 1968 an office was opened in London making the company international. Time progressed and by the 1980’s the company had eleven offices between the United States and Europe, three years later Heidrick & Struggles International, Inc. European office became its own entity (Eccles, & Lane, 2009). Yet, with the success of the company having eleven offices as well as being international they only employed two women (Eccles, & Lane, 2009). The company did not specialized in any one-thing particular and was seen as a franchise business. At this time Mr. Thomas Friel was CEO of the company, but would soon retire. Mr. Friel announced his retirement would be in 2006, and with only three applicants to choose from to take his position on September 15, 2006 Mr. Kevin Kelly was the choice and became the new CEO of Heidrick & Struggles. Before Mr. Kelly was appointed such a high and prestige position within the company he was in business with a mortgage banking company in Tokyo, and never expected to work for search. In 2005 he had once been in charge of Heidrick’s European operations this was a challenge since this company had not made a profit since it began (Eccles, & Lane, 2009). He produced a large reduction within the company and started what was called “virtual office” the new world was the Internet. This new development caused a great collaboration among employees that brought about teamwork and balance to the company needless to say revenues increased. After this was successfully implemented the gain forty new consultants and the companies revenues increased. Mr. Kelly was young and wanted to make some positive changes to a...
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