The recruiting continuum
Our world is rapidly changing and will continue to do so. The world population is aging, the labor force is more mobile, and today’s generational changes are putting ever increasing demands on talent acquisition.
Your potential hires will want to understand how they will fit in the organization, and if this is the right fit for them. Diversity in the workplace is a critical issue. It is critical your company offer development for professional and personal growth.
To be successful in talent acquisition your company’s recruiting practices and business strategy must align. The company must be proactive starting with senior leaders within the organization as potential future leaders travel on the recruitment journey. The journey should provide the candidate with a positive impression with a clear message that they are important throughout the process.
The delivery of the hiring offer sometimes is the most critical part of closing process. It is important that the potential future leader understands the opportunity while creating meaningful dialog around their aspirations and expectations.
Preferably, support systems are in place and functioning that:
• Mentor the future leader and his expectation
• Provided support for smooth integration to the team
• Assigned to experience short term productivity
• understand the aspirations of their future leaders and create support systems that manage and communicate;
• have a reputation for diversity with a true understanding of balancing life;
• create clear career paths that treat employees fairly with competitive compensation and reward
Successful companies review the skills and experiences required of employed future leaders and identify those that meet the current criteria. Once identified are the future leaders delivering long-term value and if they are not, why not.
Well run organizations continually access and understand where the internal and external future leaders are. These enterprises mentor and coach their future leaders while developing relationships outside their organization to identify and monitor future leader targets.
Unanticipated departures from the CEO to a rising future leader can impair your results and organization. The best way to ensure a continuum of business growth is to identify key roles within the organization and evaluate the risks around each.
Successful organizations identify multiple internal and external succession candidates and understand the strengths of each as it relates to current and future needs within the organization.
Appropriate developed talent plans can minimize disruption from a sudden departure.