Strategic Recruitment Practices as a Catalyst for Employee Commitment in Educational Institutions

Abstract

This study adopts an integrative theoretical approach to provide a holistic perspective on
the relationship between strategic recruitment practices and employee commitment in educational
institutions. It posits that structured recruitment processes significantly influence employee
engagement, morale, and institutional performance. Drawing on theoretical frameworks such as
the Resource-Based View (RBV) and Affective Events Theory (AET), the study explores how
aligning candidates’ skills, values, and motivations w ith institutional goals fosters excellence,
loyalty, and stability. A conceptual review methodology was adopted, synthesizing findings from
peer-reviewed journals, books, and reports on recruitment, teacher retention, and organizational
commitment. The review emphasizes transparent hiring, competency-based selection, employer
branding, and the use of technology to attract and retain quality educators. It also underscores the
need to integrate recruitment with broader human resource policies to strengthen psychological
contracts, enhance loyalty, and reduce turnover.
The findings indicate that when recruitment is approached strategically, schools enjoy
improved staff satisfaction, higher retention rates, and stronger student outcomes.
Recommendations include implementing data-driven recruitment models, structured onboarding,
ongoing professional development, and supportive work environments. By elevating recruitment
to a core leadership responsibility, education managers can create a skilled and committed
workforce that drives sustainable development and lasting institutional success.