Necessary Leadership and Succession Planning Strategies
Does your organization have a deep, identified leadership bench to support future management needs? Do you struggle with inconsistent approaches, principles, terminology, clarity of scope, or unclear decision making for succession planning?
We work closely with leaders to understand company goals and then translate these goals into staffing needs, expected employee performance, and skills and knowledge that employees must have to achieve short and long term company goals.
It’s time to rethink the recruiting game. Quality always wins in the battle for top talent, and that means putting greater emphasis on attracting passive candidates – those candidates not seeking your opportunities.
Through serious research, validated science, and tested and proven processes, you can identify high-quality hires right from the beginning of the hiring process.
Your organization can achieve the staffing results of top-performing organizations.
Whether your organization needs to cultivate a high volume of prospects or is struggling to compete for hard-to-find talent, there are more options than ever available to inform, engage, and build relationships with both active and passive candidates in your recruiting efforts and set in place a plan and process to sustain ongoing talent engagement.
As the economy slowly picks back up, the new hire population will soar, especially as older workers depart for retirement. Research studies have shown time and again that the period prior to employment and within the first 90-days on the job is the most critical to building engagement and employee loyalty – and resulting in retention of better performers.
Let us help you align your human capital strategies.
Contact Tom Tanner at 601-981-1658 or at firstname.lastname@example.org to get started today.