With the influx of new talent waning and talent gaps appearing more in recent years than in the past, most companies will tell you that they consider succession planning very important. Unfortunately, many companies haven’t quite figured out how to optimize succession planning – most are ahead of the ball if they even have an org chart listing all of their employees and showing where they fit into the grand scheme.
One of the issues that many companies have with succession planning is a problem of perspective. While succession planning is a task often assigned to HR and managed through an HRIS, it may be better managed by the talent acquisition team through applicant tracking system (ATS) software. Since the talent acquisition team is directly affected by talent gaps and position vacancies, they have more at stake in succession planning.
Succession Planning in Hiring Strategy
Creating an org chart and succession plan can be a useful part of an effective hiring strategy. A succession plan can help to expose talent gaps that may not have been obvious. After drafting a succession plan, a hiring team will have a better idea of exactly what positions and departments require staffing.
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Creating Development Opportunities at All Levels
While ATS software is typically thought of for use in external hiring, using the software for internal development and internal promotion opportunities can help to better fill talent gaps at higher levels. Allowing employees to train at their own pace, set goals, and align themselves with position requirements can improve engagement and staffing, while saving managers and HR professionals time.
Establishing Candidate Goals and Fit
Succession planning is most efficient when begun right at the beginning of a new employee’s career, or even before that person is established as an employee. By using the ATS to note candidate goals and where they may fit into a succession plan, hiring needs can be better met both currently and in the future.
Visibility in Succession Planning
Allowing employees to view succession plans and provide input can be remarkably engaging and can assist with succession plan optimization. Linking the succession plan to be accessed through existing HR software using employee portals, while also making it accessible through ATS software, can make it easier to manage the succession plan from many angles.
Allowing employees to see their place in the succession plan can inspire employees to work towards their next promotion – or it can cue employees into needed conversations if they feel that the succession plan doesn’t fit with their own goals and preferences.
Exposing Ineffective Employees
While it’s nice to think that all employees have a place in the succession plan and will be working hard towards being promoted to the next open position, this is unfortunately not the case. Some employees will choose to stay in their position and will shy away from doing the necessary work to promote.
Using ATS software for succession planning can help to expose ineffective or stagnant employees. This may reveal coaching opportunities, or may even alert management to a need for termination in some cases.
Using ATS software for succession planning can help to improve staffing and talent acquisition at different levels and throughout many departments. By allowing talent acquisition professionals to take the lead on succession planning, overall recruitment and staffing may be improved.