If you could fill more of your vacant positions internally not only would you be calling on your recruitment agency less and referring to your succession plan more – but you’d be offering your high potential people real career progression.
With a stronger capability to identify, track and monitor key positions, you will be able to spot those who are potential successors, develop the skills needed and fill more positions internally.
In organisations where a robust and up-to-date succession plan is in place, people are more engaged, they develop their own career plan and know the next step to take. When you can promote or fill positions internally, you’ll find on-boarding takes less time and contribution is made more readily.
You’ll need a reliable and accessible succession planning tool – and in an ideal world you’ll be connecting it with an effective competency framework, an embedded 360 review process, an agile performance management approach and a career path mapping tool for your people.
But let’s take one step at a time.
Start to build the capability of, and knowledge about, your people, keep this up to date and then start to demonstrate career pathways to help retain key staff and show them how their career can play out with you.
Fill more positions internally
We know how to implement this as a whole or as a staged programme – and we know what works and what doesn’t.
And we’ll be with you as you introduce these new tools and this new approach.
If you are ready to start to look at how you can fill more positions internally, then please get in touch.
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