Hiring the best candidates: utilising succession planning and a skills gap analysis
Implementing a recruitment strategy is ultimately pointless if businesses fail to identify precisely what they need from a potential candidate for a specific role.
While most businesses will ascertain what they want to achieve over a certain amount of time, it is surprising how few implement these achievements directly into their recruitment efforts. In failing to outline goals and ambitions when placing candidates, leaders are only limiting their ability to find an individual that will help to ensure business continuity.
To ensure that long term recruitment plans are not in vain, businesses can utilise a skills gap analysis to identify the potential and growth required to succeed at their company, as well as prioritising succession planning.
Identify long term recruitment needs with a skills gap analysis
A skills gap analysis measures the required standard of operations expected of the business against the competency levels of current employees. When implemented and executed correctly, it will serve to provide a company in any professional sector with a clear indication of exactly where they need to improve.
A skills gap analysis can serve as a highly effective method of identifying any shortfalls the business may be facing, allowing leaders to search and place candidates who excel in the same areas.
The benefit of this is that when it comes to making critical decisions regarding the future of a company, especially in recruitment, leaders will have a better insight into the type of candidate they need to hire in order to perform at optimum levels
Businesses will always be looking to attract the highest calibre of individuals, but if a candidate is hired who isn’t the right cultural fit, the company is running the risk of continually operating with the same skills gaps present.
Whether it’s conducted at an individual or a broader organisational level, a skills gap analysis will help leaders find out exactly where processes can be improved, which is crucial in maintaining growth and success. For more information on identifying and closing skills gaps effectively, read our previous blog here.
Maximising a succession planning strategy
Many companies will feel vulnerable when a highly regarded member of staff leaves for any reason. To minimise the long term damage sustained by losing a valuable member of the team, businesses should look to their succession planning strategy to close any gaps that may appear.
Working with current and outgoing leaders personally, and discovering what it is they do on a continual basis to make the business successful will go a long way in streamlining the recruitment process to identify new individuals to match long term goals and ambitions.
One of the biggest mistakes leaders can make is failing to attribute enough time or consideration into exactly the type of individual the business needs or is looking for. This must be obtained from regular conversations where those in management can discuss their strengths, weaknesses and utilise the time to set goals in line with personal and wider business objectives, which is what an effective succession planning strategy will achieve.
In essence, every business in every professional sector will differ in exactly who they are looking for in terms of suitable candidates, especially in leadership positions. With that being said, the entire recruitment process can be made easier if current leaders possess an expert level of knowledge in how they want the business to be run, as this will allow them to make an appointment best suited to the company culture, ambition and operational structure.
Maximising your succession planning strategy can help to improve your recruitment efforts and operations long term. For help sourcing top talent, contact G&E Partners today.