A large part of succession planning involves deciding whether to promote employees from within the company or look to new employees by recruiting from the outside world. This can be a tough decision, particularly when you have a great deal of talent within your existing teams. However, each business needs specific skill sets and knowledge in order to remain competitive in their market. Therefore a plan to develop employees who have potential coupled with the benefits of recruiting temp employees can boost your business the most.
To help you decide what’s the right option for your particular business situation, here are some general guidelines to follow as part of succession planning activities.
#1 – Evaluate what skills are in biggest demand for upcoming projects and objectives.
Your business is likely to have a number of upcoming growth initiatives that may include special projects, new clients, and he development of innovation. As part of these activities, you will find yourself needing to either develop your in-house skills or hire new staffers who have the necessary skills. Decide what skills are in the highest demand and then make a plan to train potential employees and recruit when needed.
#2 – Conduct a complete skills and performance assessment of your current employees.
Chances are, you have some onsite employees who have the skills needed to get the job done, but you have not tapped into them yet. Do a review of the most recently conducted performance reports, talk with your supervisory team, and identify who among your current team members possess skills you can better use. Then you will have a good idea of who you can develop as part of your succession plan rather than recruiting.
#3 – Identify top performing employees who have demonstrated loyalty to the company.
As part of your quest to develop and build upon the skillsets among your current teams, you will want to evaluate staffers on their longevity and dedication to your company. The reason you want to focus on this area is because employee development takes time and money to accomplish, therefore your efforts will want to be investing in employees who will stick around for the long haul – not those who will jump ship soon after earning ne credentials.
#4 – Recruit temporary employees to develop into permanent employees to fill in skill gaps.
Once you have developed all your in-house human resources, then it’s time to recruit new skilled employees in Oaklawn, IL and other areas where you do business. You can do this two ways. (1) Partner with the staffing agency to recruit entry and mid-level temp employees to replace those who have moved up in your company. (2) Hire specialist temps for specific skill gaps among your existing teams where you have not identified employees who have potential.
The decision to hire or to train, or both, should be based on your ultimate time and costs associated with these efforts. Luckily, Davis Staffing has the resources to help you maintain cost effective succession planning and recruitment efforts.
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