How to Hire Great: Keeping Succession Planning in Mind as the End Game
Most recruiters will plan to stay in touch with their new recruits through the end of the probationary period and at the end of their probationary period will then cut them loose to go their own way. But a unique recruitment method I recently heard about from a friend who recruits for a large manufacturing company, is to hire with succession planning in mind. What does this mean, you ask? Well it means (simply put) to hire top graded talent that will be able to fill the shoes of those top individuals who will be leaving the company primarily due to retirement but also perhaps due to poor performance (Peter Principle) disability or death. To think forward 10, 20 or 30 years is quite a time span, however, if hiring, training and career development are all part of your succession planning process, it would just come naturally that the talent you choose today would be able to progress to top. This type of forward thinking, planning and molding your talent is extremely beneficial because the people that have time and grade with the company are more than likely also going to have loyalty and commitment to the company’s core values, mission and goals. These are the folks who have made an investment in the products and services the company provides. They know the distribution channel, the production scheduling techniques and the marketing analytics to make the business a success.
This concept is not new….Remember the Japanese and their “lifetime employment model?" Of course we westerners "poo-pooed" this approach as impossible for selfishly motivated up and coming Americans. But the way our corporations have changed lately and the negative ideas that employees are expendable and are easy come easy go makes for a very interesting case study. When recently polled a large Midwestern college had positively embraced this model as something to work towards in the future to guarantee continued success and a continuation of a company’s strategic planning process.
If the millennium generation is/was the generation that had no loyalty and would jump ship at the drop of a hat, this next generation may be the one to prove that sticking with a company for 10, 20, 30 years plus has many positives points. One being that they will have a “faster track” to get to the top positions in the company and another that they and their family members would feel more secure and stable if they were working at the same company environment for many years. There is something very soothing about security and it has been shown to go along way with upward mobility and productivity.
All and all it should be interesting to follow company’s who choose this new model in their strategic talent acquisition process. Please kindly share your own thoughts and experiences.
Currently Featured Jobs & Employees:
Featured Job: Project Manager, NYC
If you started your career as Business or Technical Analyst and have been managing small to mid-size software implementation or integration projects, this role may be the next big step for you!
The ideal person will have track record of assessing and balancing priorities and a reputation for communicating expertly across different areas and lines of businesses. As a PM, you’ll become a subject matter expert in product configuration and will be called upon for consultation as to the best use of the application in various client business scenarios. This is an exciting opportunity to grow with a global organization, work directly with clients, and gain extensive experience managing large software implementation projects.
Featured Employees: (Names are fictitious)
Virginia Love: B.S. Business Administration
Charisma Cupid: Honors Graduate B.S. Business with HR major
We Are Excited to Introduce Our New Partners!