Top faculty talent recruitment, mentoring, productivity, and retention are paramount for organizational success among institutions of higher learning. Programs would do well to treat these various aspects of faculty management/development as inextricably linked to one another, rather than viewing recruitment or retention in a vacuum. The Strategic Academic Recruitment (StAR) program at the Royal College of Surgeons in Ireland (RCSI) University of Medicine and Health Sciences in Dublin was founded to bear these things, along with best practices in faculty development, in mind to enhance organizational effectiveness. This paper provides some background, description, and outcomes of the program thus far, revealing positive trends in scholarly productivity, teaching, program faculty commitment, and the development of future leaders for the institution, even while further evaluation and continued quality improvement for the StAR initiative are called for. It is hoped that the details provided here can be helpful for other academic organizations as they consider any of various initiatives aimed to attract high-quality labor capital, position those faculty for success, and enhance organizational effectiveness and reputation.

顶尖教师人才的招聘、指导、生产力和保留对于高等教育机构的组织成功至关重要。项目最好将教师管理/发展的各个方面视为彼此密不可分的联系，而不是在真空中看待招聘或保留。位于都柏林的爱尔兰皇家外科医学院 (RCSI) 医学与健康科学大学的战略学术招聘 (StAR) 计划旨在承载这些内容以及教师发展的最佳实践，以提高组织效率。本文提供了该项目迄今为止的一些背景、描述和成果，揭示了学术生产力、教学、项目教师承诺以及该机构未来领导者发展方面的积极趋势，即使在对 StarR 进行进一步评估和持续质量改进的同时呼吁采取主动行动。希望此处提供的详细信息能够对其他学术组织有所帮助，因为他们考虑旨在吸引高质量劳动力资本、为这些教师取得成功并提高组织效率和声誉的各种举措。