Recruitment and Succession Planning: Finding and Keeping Those Who 'Fit'

6 April 2001 - How do you attract and keep the best employees? It is recognized that employee recruitment and succession planning are critical HR processes in a highly competitive labor market. Businesses which do not these core processes are squandering their investment in recruitment and damaging their prospects of corporate growth.

BestPracticeDatabase.com analyzed the recruitment practices and tactics for retaining employees that have the best organizational "fit" in a number of top companies. They found that the most successful companies in their database indicated the following areas of concern when managing recruitment as an ongoing core process:

* Designing an automated front end candidate screening process
* Accurate corporate forecasting of recruitment needs
* Tracking key recruitment measures
* Implementing strategies to deal with recruitment advancements and trends

In the same way, they identified these key components of managing succession planning as an ongoing core process:

* Assigning multi-level responsibilities for the process design, execution and refinement

* Selecting key leadership criteria and providing an outstanding development process

* Screening employees to identify "high potentials"

* Measuring the results of the succession planning process for alignment with various goals