HR & Recruitment

Staffing plays a pivotal role in any organization’s success. It determines the quality of talent that joins the company through recruitment and which team members will be developed into future leaders.

However, staffing is often impeded by unconscious biases that can lead to unfair decisions and a lack of diversity in the workplace.

Although many biases are implicit biases and are unintentional, they can still prevent the company from reaching its true potential by limiting its talent pool and opening the company to legal liability.

This article discusses strategies for how to reduce bias in the hiring process.

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Recruiting. There are few tasks in the work world that fill people with dread like the prospect of having to find a new employee. 

The whole process can seem like a nightmare. 

Where do you find candidates in the first place? How do you determine which candidate is the best candidate? How long will it take to train them? Will they have the skills to not only perform well in the role but to improve your team overall?

Recruiting is difficult, and the uncertainty in hiring makes everything worse.

The good news is that there is a way to ease at least some of the uncertainty in hiring, and it is a strategy that has been under your nose this whole time. In fact, your executive team was likely hired with this very same strategy—the lateral hiring strategy.

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At its core, succession planning is the process of identifying critical positions within your company and creating a plan for finding and developing employees to move into those roles when they become vacant. 

In developing strategies to pass on leadership roles and knowledge, your company has the opportunity to not only safeguard its continuation but to ensure your company’s future success by growing its talent pipeline and strengthening company culture.

Succession planning is a crucial process for organizations to preserve their longevity. The process begins with the development of a succession planning model. Organizations that take a holistic view of current and future business requirements and goals can effectively prepare for a seamless transition of leadership, making certain that they have the right people in place at the right time to achieve excellence together.

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