The Strategic Recruitment Process And Its Impacts On Achieving Organizational Objectives: Bibliographic Review

Background: Strategic recruitment is a planned process that aligns hiring practices with the organization's longterm goals. Unlike traditional recruitment, which focuses on filling vacancies momentarily, strategic recruitment seeks to identify and attract talent that contributes to the achievement of organizational goals and the sustainable growth of the company. This approach includes analyzing the organization's future needs and devising a plan that ensures the talent needed to meet its long-term goals is available. Materials and Methods: This study consists of a narrative review of the literature that explores the understanding of how strategic recruitment, by being aligned with organizational objectives, can bring more benefits to the company. This approach aims to provide a comprehensive and detailed understanding of the findings, theories, and practical applications relevant to the topic, using diverse academic and scientific sources to support the arguments presented. Results: The results address the effectiveness and impacts of strategic recruitment practices on performance and the achievement of organizational objectives. It was analyzed how the integration of well-defined strategies in the recruitment process optimizes the selection of talents and aligns the skills of new employees with the company's strategic goals and needs. Through data analysis and recent studies, it was possible to understand the importance of a strategic approach in recruitment, highlighting its influence on productivity, innovation, and organizational competitiveness. The results presented indicate the best practices and challenges faced by companies in the search for recruitment that supports and enhances their long-term goals. Conclusion: The study suggests that there is significant room for future research in the area of strategic recruitment. Additional studies can explore how different organizational contexts and sectors influence the effectiveness of recruitment practices and how these practices can be adapted to maximize their impact. It is therefore necessary to continue research on how to integrate new technologies effectively into recruitment, while maintaining a balance between efficiency and human interaction