Strategic Staffing and vs. Traditional Staffing

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4Strategic Staffing and vs. Traditional Staffing

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Staffing is commonly defined as the process of selecting and training individuals for a certain job functioning and also charging them with a number of responsibilities. Companies dedicates a lot of time, efforts as they try to get the right people to fill vacant positions in their organizations. A major disadvantage of traditional staffing is based on the huge amount of time that is spent. Traditional staffing methods have to post the vacancies in various media such as in the newspapers and then wait for responses from the applicants and this at times may take even weeks and after receiving the applications they need to sought out and come up with a list of those to be interviewed (Buckley et al., 2004). This clearly shows that the whole process of staffing using the traditional methods took a lot of time and at times they needed additional time if those who had applied for the position did not meet their requirements. This meant that an advert had to be posted again and wait for other eligible individuals to apply.

Another disadvantage of traditional staffing is that it they are long and costly. In this regard companies have to incur high costs by when designing and printing the of adverts and since they are advertising in media that are owned by others they have to pay for their adverts to be displayed and the longer the display the higher the cost that is charged and also when adverts is made in various mediums the cost is also likely to increase (Buckley et al., 2004). Additionally, another disadvantage is related to the reach of traditional staffing methods. In this regard, a great number of the staffing methods make use of advertising materials which have are limited to certain localities. This is a major disadvantage since they are limited in the number of people who they can recruit as opposed to the strategic staffing which have a wider reach since it do not recognize the national restrictions as well as the geographical restrictions.

A great number of organizations have abandoned the traditional staffing approaches and replaced them with strategic staffing due to the benefits associated with it and in reality the methods also seems to have some drawbacks and should be considered and acted upon to make strategic staffing more effective (Cappelli, 2001). A major disadvantage of the strategic staffing is that due to their wide reach locally and internationally they attract a great number of people and thus have a large response rate and a great number of them may even not be qualified for the advertised position. Another disadvantage is that strategic staffing lacks the personal touch in that there is no human contact since a great number of the methods and actions are conducted using online means. This also limits the interviewer’s perception of the applicant since when staffing a person first impression says a lot about the individual Cappelli, 2001). Additionally, there have been instances of crash which has lead to the loss of important staffing data.


Buckley, P., Minette, K., Joy, D., & Michaels, J. (2004).The use of an automated employment recruiting and screening system for temporary professional employees. A case study: Human Resource Management, 43, 2, (3), 233–241.

Cappelli, P. (2001). Making the most of online recruiting. Harvard: Harvard Business Review.