The Role of Talent Acquisition in Succession Planning and Leadership Development
- Andrew Stahl
- Nov 14
- 3 min read
When HR departments hire, they must often consider more than who will best fit the role. They must think ahead to determine the candidate’s future in the company. How does the candidate meet the organization’s succession planning strategy?
Hiring for succession planning means considering key roles and ensuring the candidate has the potential to fulfill the required responsibilities. It’s a challenging process but can be achieved with a strategic hiring approach.
Why is Succession Planning Important?
Succession planning is a strategy for passing leadership roles to other employees. It ensures businesses will run smoothly after a leader moves on or retires. The strategy also prepares companies for emergencies when leaders unexpectedly take off permanently or temporarily.
Candidates are also often motivated by succession planning. It tells them there is an opportunity for growth. The strategy can boost retention rates, productivity, and employee satisfaction.
Leadership Traits to Look for in Succession Planning
HR departments must realize candidates will not be fully ready to take over leadership roles. However, they must show leadership potential. Here are some qualities to look for.
Listening Skills: Good listening is an essential leadership skill. It shows leaders can empathize with teams and pay attention to what’s happening around them. A candidate with good listening skills will ask the right questions. They will understand pertinent information in the interview process.
Communication Skills: A good leader is a good communicator. The candidate will communicate well and respond promptly to messages and inquiries. They will express themselves clearly in verbal and written communication.
Confidence: Confidence ensures intelligent and prompt decision-making and the spirit to lead teams to success. Interviewers can measure a candidate’s confidence in their attitude and body language. They should stand up straight and answer questions without hesitation.
Adaptability: Leaders must have the ability to adapt to new situations quickly. Situations often occur that cause businesses to pivot to new technology and processes. You can determine if your candidate is adaptable by asking how they would react when specific situations arise.
Stability: Stability is a key component in finding candidates for succession planning. You must ensure the candidate will stick around long enough to advance in your company. Job history is a good indicator of stability. Candidates with a long-term history of staying with companies will likely be loyal to your organization. You can also ask questions like, “Where do you see yourself in 5 years?” to find out if they have plans that would cause them to move on.
Succession Planning Hiring Tips
Ask the Right Questions: HR teams should formulate interview questions that assess the candidate’s potential for taking on leadership roles and moving forward in the company.
Include Hiring Personality Tests: Various personality tests can measure a candidate’s potential for leadership. For example, the Myers Briggs Type Indicator (MBTI) measures the candidate's perception of the world and decision-making preferences. DiSC measures dominance, influence, steadiness, and compliance- all common leadership traits.
Consider the Leadership Role: When hiring, teams should consider the leadership role the candidate may eventually qualify for. What are the necessary hard and soft skills? Does the candidate possess or have the potential to develop those skills?
Mention Succession Planning in Hiring Materials: Let candidates know the role offers upward mobility to attract the right talent.
Involve Stakeholders: Consult with stakeholders to determine what characteristics to look for in candidates. Seek input and feedback from peers, mentors, and executives. Consider various perspectives to ensure you make the best hiring decisions.
Stahl Recruiting Will Help You Find Your Company’s Future Leaders
Stahl Recruiting knows what to look for in a company leader. We will help you find candidates that support your organizational goals. Our team will ensure your company operates seamlessly through various transitions.
Our reputation is backed by years of satisfied customers. We stand out for our honesty, integrity, and ethics. Stahl Recruiting provides a stress-free process that ensures you find the best talent for your rail industry executive roles.
Contact us when you’re ready to embark on your next hiring round.
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