Matt Langford’s Post

Most people think of recruiters when they need to hire a key role quickly. But what about your succession planning? This is another area in which a recruiter can be a key asset. Recruiters can help in very specific ways… - Leadership talent scouting to find talent with future leadership potential - Internal candidate assessment to help you evaluate your own talent marketplace - Succession strategy consulting so your plan aligns with your long-term business strategy As well as the obvious — executive search and placement. While it can be hard to widen your view of talent enough to engage in proactive succession planning, a recruiter can help manage the process so you’re better prepared for the future of your leadership.

Most people think of recruiters when they need to hire a key role quickly. But what about your succession planning? This is another area in which a recruiter can be a key asset. Recruiters like those of us at Sageview Consulting can help in very specific ways… - Leadership talent scouting to find talent with future leadership potential - Internal candidate assessment to help you evaluate your own talent marketplace - Succession strategy consulting so your plan aligns with your long-term business strategy As well as the obvious — executive search and placement. While it can be hard to widen your view of talent enough to engage in proactive succession planning, a recruiter can help manage the process so you’re better prepared for the future of your leadership.

Most people think of recruiters when they need to hire a key role quickly. But what about your succession planning? This is another area in which a recruiter can be a key asset. Recruiters like those of us at MS Capital can help in very specific ways… - Leadership talent scouting to find talent with future leadership potential - Internal candidate assessment to help you evaluate your own talent marketplace - Succession strategy consulting so your plan aligns with your long-term business strategy As well as the obvious — executive search and placement. While it can be hard to widen your view of talent enough to engage in proactive succession planning, a recruiter can help manage the process so you’re better prepared for the future of your leadership.

Most people think of recruiters when they need to hire a key role quickly. But what about your succession planning? This is another area in which a recruiter can be a key asset. Recruiters like those of us at Gables Search Group can help in very specific ways… - Leadership talent scouting to find talent with future leadership potential - Internal candidate assessment to help you evaluate your own talent marketplace - Succession strategy consulting so your plan aligns with your long-term business strategy As well as the obvious — executive search and placement. While it can be hard to widen your view of talent enough to engage in proactive succession planning, a recruiter can help manage the process so you’re better prepared for the future of your leadership.

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SIMPLY SPEAKING...on Succession Planning Strategic Succession planning is a systematic approach to: 1. Building a leadership pipeline/talent pool to ensure leadership continuity 2. Developing potential successors in ways that best fit their strengths 3. Identifying the best candidates for various categories of positions. Our concentrating on resources in the talent development process yields a far greater return on investment. 4. Succession planning recognises that some jobs are the lifeblood of the organization and too critical to be left vacant or filled by any but the best qualified persons. Effectively done, succession planning is critical to mission success and creates an effective process for recognizing, developing, and retaining top leadership talent.

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Succession planning is a critical aspect of any organization’s long-term strategy. It involves identifying and developing internal talent to ensure a smooth transition of leadership when key positions become vacant.

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