Prepare for the Future of Your Company with Succession Intelligence
Great companies know that change is always on the horizon and that being prepared for what comes next is as important as current success. With Talent Intelligence’s Succession Intelligence service, you can reinforce your succession plans by locating and identifying key external talent, benchmarking them against your current teams, and then familiarizing these candidates with your organization so they’re prepared to fill vacancies as they arise.
We’ll work with you to learn about your company and working culture, the role(s) you want to target for succession planning and what key traits have led to success in these roles, and other “must have” criteria you’re looking for in future candidates. This is a great opportunity to map out alignment with corporate values, growth trajectory, and/or expansion plans as well.
With this information, we’ll conduct search outreach methods to find those who are a potential fit for a future with your organization. You’ll then have the chance to meet with these external candidates to determine if they could meet your future needs.
Identifying Successors That Align with Your Roles
Creating a strong succession requires more relying on internal promotion. Examining the high-end talent available externally and comparing them to what you know is needed to succeed in your leadership roles, both today and going forward, gives you a wider talent pool from which to choose when vacancies do arrive.
In order to find the right external candidates for you, we’ll screen talent based on the following criteria:
- How well they align with the key characteristics you’ve defined as “must haves” to succeed in the role. This could include:
- Industry or managerial experience
- Presence of relevant hard or soft skills
- Geographic location and/or willingness to relocate
- Working style
- Organizational hiring goals addressing gender and/or ethnic diversity
- The candidate’s personal career goals, aspirations, availability, and hiring requirements (i.e. salary and benefit requirements)
Accessing Your Talent: Profiles and Dashboards
You’ll receive comprehensive talent profiles on all candidates that Talent Intelligence believes could be a fit for your organization. These profiles outline all the data we’ve collected through our screening process with the individual, as well as additional resume and/or CV information when available.
To access these profiles, we create a set of fully customizable dashboards, accessible from any place at any time. These dashboards can also analyze the data you have from your current workforce – performance ratings, competency ratings, assessment results, etc. – and help you develop your succession plans through either a retention or search strategy. This can dramatically cut down on lost time between when an individual leaves and the new employee begins, helping your company stay on track and continue moving in the right direction.
Using Socialization to Keep Candidates Engaged with Your Organization
As we gather both active (those looking at new career opportunities) and passive (those not actively looking) talent as potential candidates for your succession planning, we’ll use a variety of socialization techniques to both compare them against the profile built to identify successful candidates and to keep approved individuals engaged and interested in your organization before vacancies open up. This process allows candidates to engage without feeling pressured to make a decision immediately. At the same time, it allows TI and your organization time to further explore talent backgrounds, hold open dialogs to determine their potential fit, and generate excitement about joining the organization with the ultimate goal of building an external succession plan for key roles.
Put Your Succession Plan to Use Quickly
When a vacancy does arise, you want to be prepared to fill that role quickly and effectively. With Talent Intelligence’s Succession Intelligence, you’ve not only already completed pre-screening, but you can progress to the final interview stage knowing the candidate matches your desired criteria. That means you’ll fill high-level open roles fast with talent more likely to both stick around and take your company in the right direction.
A smooth transition, especially in leadership roles, can be the key to preventing an employee exodus. With our Succession Intelligence, you’re prepared for changes before they come.
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