Answer to Question 1
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Answer to Question 2
Training is often expensive, so one of the first considerations in developing a staffing strategy is to decide whether new hires should have certain competencies at the time they are hired or whether the firm will train new hires in those competencies. If the staffing function fails to hire candidates with appropriate qualifications, training may be an organization's only option to secure these qualifications in its workforce. Strategic staffing ensures that new hires are ready and able to benefit from the organization's training and development programs.
Competencies that can be quickly and cheaply trained are often not as useful for screening job candidates as competencies, values, styles, and experiences that cannot be trained as easily. Even if the choice is to train, it is critical that the recruiting and hiring effort secures new hires who possess at least the minimum qualifications required for training success. If employees do not have the proper background and motivation, then training is likely to be futile. It is also important to identify how long employees tend to stay with the company. Training may not be the right choice if employees tend to leave the organization before the firm recovers the cost of their training through their job performance. In this case, strategic staffing efforts will focus on identifying and hiring employees who are likely to remain with the organization so that it may recoup its training investments.
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