“Succession planning is an ongoing process
of systematically identifying, assessing and
developing leadership talent for future
strategic task. Succession planning is an
integral part of an organization’s overall
Human Resource Development plan whereby
managers are prepared for assuming higher
positions in case of an opportunity resulting
from their promotions or retirement / exit of
Succession planning should be customized to suit the needs of
Succession planning must take into account the culture of the
Succession planning must be consistent with the future strategic
direction of the organization.
Succession planning should be driven by the board/executive
team with support from the Human Resources department.
Succession planning should develop key candidates, in
anticipation of future openings.
Succession planning is not just selection. Development through
job rotation, mentoring and formal training programs is equally
Succession planning initiatives must be driven by the need to
develop leaders within the organization on an ongoing basis.
Succession planning should examine all positions, which are
critical to the core function or are difficult to replace.
1. Identification of key positions and timing of
when vacancies might develop
2. Determine the skills and performance
standards for these positions
3. Identify potential candidates for
4. Develop and coach identified internal
5. Monitor Possible External Candidates
1. Develop a Succession Strategy/Plan
2. Commission/Board Role
3. Candidate Assessment
3. Candidate Selection
4. Post Hire
THE EXECUTIVE SEARCH PROCESS
PROJECT DEFINITION SEARCH PROCESS CANDIDATE EVALUATION & SELECTION THE HIRE
Review and Investigative Report Interview
clarify the process Research Final
to be followed Initial Briefing Interviews
Review Brief with
Brief recommended HHSRB
Develop Role interviewed
File/ Database Report candidates Candidate
Advertisement Search Interviews
Advertisement Determine Reference Offer
Options Options Search Report and
Feedback Shortlist Debrief
Initial With And Negotiation
News Print Interviews Interview HHSRB Background
Establish Targeted Potential (HHSRB)
Point of Options Sourcing Questions Verification
Contact And Finalize
Website Headhunting Candidate Second/Final
Confirm Posting Model Candidate
package, Broadcast Initial Decision
benefits, etc. Letters Candidate Finalize
Develop Evaluation Interview
information Postings Planning
packages for and
Timelines Our involvement only
Your involvement with us
Not providing confidentiality to perspective candidates will
reduce the candidate pool.
Lack of clarity around roles and having a well define strategy in
place makes the search harder.
Being unrealistic in the search regarding topics like experience
Allowing the current leader to drive the process / appoint the
Over reliance on the leader’s assessment of internal talent.
Not benchmarking internal talent against available external
Being either to expedient or losing momentum during the search
process can eliminate candidates.
Falling in love with a candidate – subsequent lack of objective
evaluation / referencing.
Using an unqualified executive search firm.