Heidrick & Struggles Case Study Analysis

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Heidrick & Struggles Case Study Analysis
GB520-Strategic Human Resources Management
Unit 3

Introduction
“Staffing the process of recruiting applicants and selecting prospective employees remains a key strategic area for human resource management” (Mello, 2011). Strategic recruitment is vital for any company for meeting their goals and mission. Strategic recruitment is part of the strategies human resource plan; the company must know what the company needs and fill those needs. The decisions made directly impacts the success of the company. The following analysis of Heidrick & Struggles Inc. will show what problems they faced as demographics changed along with technology. The job market is very competitive and acquiring and retaining quality talent is essential to a company’s success. Poor decisions can have negative affects with high turnover that impacts employee morale and a company can lose its competitive edge (Richardson).
Heidrick & Struggles an executive search firm was established in 1953 by Garner Heidrick and John Struggle. As the company grew by 1957 were serving clients all over the U.S. and in 1968 they went international opening an office in London. By 1980 they had 11 offices located the U.S. and Europe. Heidrick’s search consultants did not see the company as a global firm; it was more of a franchise. They had no specialization and were considered generalists. They had never met as a single group and had only 2 female consultants. In 1999 the Heidrick &Struggles International merged with Heidrick & Struggles, Inc. and went public listing it shares on the NASDAQ exchange as Heidrick & Struggles International, Inc. In 2008, Heidrick characterized itself as “the world’s premier provider of senior-level executive search and leadership consulting services,” and focused on “building the best leadership teams in the world”…...

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