Unplanned Vacancies: Five Ways to Take the Sting Out of the Unknown
March 31st, 2010 by Louis P. Kadetsky, CPC
Recruiting for key positions can be tough enough, especially when competition is fierce, even when you know what’s coming. Add the element of surprise to the mix, and the time and effort you need to fill an open req increase exponentially. Unexpected vacancies are a part of professional life, especially for important positions (particularly those in the C-suite) where the top talent may be well known and highly coveted. If your superstar is poached, you may have to do the same to another competitor – or find the next household name while he is still undiscovered.
Historically, this sort of succession planning has been reserved for a company’s top executives. With KGTiger’s STREAM service, though, you can extend that readiness to key people across your company.
Here are five ways to have a solution to unplanned vacancies that’s always ready:
1. Know your risk
Identify the employees who have the greatest impact on your organization, especially at senior levels, who fulfill essential business needs or are in highly visible positions. These are the folks your competitors will want most.
2. Analyze your risk
Determine the key factors that could cause a key employee to be lured from your organization. They may include culture, compensation and career paths, among others.
3. Create a “replacement profile”
If you had to replace a critical employee, who would you want to hire? Figure out what your ideal replacement looks like, keeping in mind the future direction and strategy of your organization.
4. Develop talent pools
Work with KGTiger’s STREAM service to develop deep talent pools consisting of highly qualified professionals. Locate the people best suited to filling an unexpected vacancy.
5. Cultivate talent
Engage us to keep candidates “warm” until you need them. When it’s time to hire, you’ll be ready to act swiftly and minimize the impact to your organization.
[...] Unplanned Vacancies: Five Ways to Take the Sting Out of the Unknown [...]
[...] to source candidates with unique, coveted skills. The only solution is to have what amounts to a succession plan for key roles in your company, not just for the executive suite. Fundamental to this effort, of course, is to know every corner [...]