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Plan ahead by mapping your industry's talent
“Things change, people move on, life gets in the way,” says Senior Consultant Liz Jones.
“All that is fine if you’ve done some groundwork and you’re in a good position to secure alternative talent quickly.”
Studies show that 55 per cent of employers have no succession plan at alli, which exposes them to significant risk - and according to McKinsey, only 1 in 2 boards have a CEO succession planii.
As a corporate executive search consultant for 16 years, Liz has worked with some of Australia’s largest companies to develop robust succession strategies. Now, she's offering a new service to clients that applies our industry, networking and research expertise to the goal of identifying talent for key roles ahead of time.
The process will give our clients a clear understanding of potential new talent at competitor organisations who might have the right skills, experience and cultural fit to step in should the need arise. It will also provide an opportunity to assess existing staff and remuneration against the external market.
“The reality is that some appointments take time, particularly if they require a skillset that’s hard to find – and delays can disrupt the business.
“Talent mapping means that a lot of the planning and preparation has been done already, so clients can be on the front foot.”
i www.globalhrnews.com 2008
ii McKinsey & Company 2010
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