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

This study adopts an integrative theoretical approach to provide a holistic perspective onthe relationship between strategic recruitment practices and employee commitment in educationalinstitutions. It posits that structured recruitment processes significantly influence employeeengagement, morale, and institutional performance. Drawing on theoretical frameworks such asthe Resource-Based View (RBV) and Affective Events Theory (AET), the study explores howaligning candidates’ skills, values, and motivations w ith institutional goals fosters excellence,loyalty, and stability. A conceptual review methodology was adopted, synthesizing findings frompeer-reviewed journals, books, and reports on recruitment, teacher retention, and organizationalcommitment. The review emphasizes transparent hiring, competency-based selection, employerbranding, and the use of technology to attract and retain quality educators. It also underscores theneed to integrate recruitment with broader human resource policies to strengthen psychologicalcontracts, enhance loyalty, and reduce turnover.The findings indicate that when recruitment is approached strategically, schools enjoyimproved 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 recruitmentto a core leadership responsibility, education managers can create a skilled and committedworkforce that drives sustainable development and lasting institutional success.