Before I get into the nitty gritty of strategic planning, let’s talk real life. It seems that a “small” software company which has been at the leading edge of gay rights for decades may have been “influenced” by local evangelical church and has withdrawn its support for a state bill which would have barred discrimination on the basis of sexual orientation (there is already a local law which has a far broader anti-discrimination focus). I’m sure you can read more of the details on the net using your favorite search engine to source.
The importance of issues like these to recruiters cannot be underestimated: There are countless political, economic, social, and technological issues that can dramatically impact one’s ability to attract and retain talent. For a recruiter to be blind – or ignorant – to political and social issues such as gay rights, and not “forcefully” discuss these issues with senior management is to not be strategic. Company PR leaders are not the only people who keep track of the company’s position on critical issues. Candidates do too.
All the more reason for recruiters to be aware and plan for the short and longer term positions and ramifications of local, federal, and even global political, economic, social, and technological issues.