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Aerospace Manufacturer of Assemblies & Kits
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Premier Defense Communications Company
Defense Communications Company
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Mark Bregman
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Michael Boyle
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Keith Ogata
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April marks the start of baseball season so we decided to take a swing at succession planning. Also, check out the article on leveraging social media to find out how recruiters are using these tools today! |
Good Bench Strength Makes for Good Succession Planning
 Many companies over-simplify succession planning, relying on just an intuitive sense of who could move up when top leaders move on or retire. Good succession planning is a process within a system of excellent Talent Management, and when done well, it ensures long-term company growth. A solid succession planning process will help you identify, groom, and track high potential employees as they progress and advance. It is also a great retention strategy and helps improve morale. Succession planning gives your best employees a clear path to individual development, improves their capabilities, their engagement with the company, and often their performance too. Last but not least, it can save you money, as being able to move people up is less expensive than external hiring. Using some sports metaphors, here are our key tips to succession planning:
Go deep: Succession planning is not just for the CEO position or even just for first level management. Everyone who supervises others needs an identified successor.
Go long: Think of succession as a 3-5 year issue, not just in terms of immediate needs.
Batting Averages, RBIs: Create real metrics by tying performance appraisals to SMART objectives to ensure you can objectively quantify performance. In this way, you can rank people against others who might be competing to move up. Nice by-product: Everyone is motivated to be a top performer on the results that matter most to you.
Scouting: Assess all potential successors for: current skill set (matched against specific objectives), unused and underutilized skills, motivation and career goals, risk of departure, viability of training and development.
Utility Players: In baseball, an infielder can usually play 3 positions. Depending on the size of your company, your talent pool and approach to bench development needs to incorporate flexibility and adaptability. Establishing skills matrices and cross training for, and can help.
Triple-A League: Developing your people so that they will be ready to move up involves training, education, challenging assignments, mentoring, etc. A formal plan for each high potential person will enable them to be quickly called up to the major leagues.
Free-Agency: Assessing the risk of a key person's departure is important. This relates to their fit for current position, performance, compensation, pace of advancement, market position (vulnerability to recruitment), etc. Many companies now routinely quantify these risk factors and assign a numerical risk rating to each person.
Home Run: If your team company has well-defined and well-prepared successors lined up for every supervisory and leadership role, each time someone "comes up to bat" - is called upon to move up - they will hit a home run, and your company will be at the top of the standings.
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Leveraging Social Media in Recruiting
There has been a huge shift in the way the world communicates. Just watch Erik Qualman's video on " socialnomics" for proof. As Qualman points out, growth of social media outlets has been staggering. It took television 13 years to reach 50 million viewers, it took Facebook less than 9 months to reach 100 million users Social media provides a level of access that recruiters have never seen before. Today, 95% of companies are using LinkedIn as an assessment tool when finding employees So if you are one of the skeptics who believe social media is a fad, it is time to get on board and start leveraging these tools to your advantage.
4 Reasons Social Media Works For Recruiting:
Networking: From job openings to referrals, leveraging a robust network can be a powerful tool for both job seekers and headhunters. Sites like LinkedIn, Facebook, Plaxo, and Twitter all can help to increase network size.
Quick & Efficient: In less than 1 minute a recruiter can find 70+ Systems Administrators in the Los Angeles area working in the Defense sector and review in detail their resumes. Social Media sites create a quick picture that allows recruiters to efficiently rule candidates in or out.
More Detailed Information: Any experienced hiring manager knows that what you see on the resume is not always what you get in the hire. Google your name, title, and location see what comes up. Guaranteed recruiters are reading more about a candidate than the candidate knows. From the occasional blog comment to recommendations written on a LinkedIn profile, recruiters can get much more detailed information thanks to social media.
Better Access to Referrals: Recruiters today are not only scanning candidate profiles for competencies but also for names. Recruiters know that if the candidate is in the right field chances are the people around them are a fit or know others who are. The social networking sites can lead to information about who a candidate's boss is, who served on a committee with them, who enjoyed seeing them at the company picnic all of which can lead to rich referral sources.
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Book Review: Trust Agents
 Chris Brogan and Julien Smith set out to write a business book for people who are noticing that old-school approaches to marketing, PR, advertising, and business communication aren't working as well as they used to. This book is an introduction to the power and the possibilities of social networking. Trust Agents answers the question: What do I do now?
The authors discuss how people generally believe what conforms to their own social circles and the people that they trust. We trust our friends, and on the web, those friends can be everywhere. The ones who set out to gain our trust are called "Trust Agents." "Trust agents use today's web tools to spread their influence, faster, wider, and deeper than a typical company's PR or marketing department might be capable of achieving, and with more interest in people, too. We need to become them and harness them...A Trust Agent builds networks almost reflexively by being helpful, by promoting the good work that others do, by sharing even their best stuff without hesitation, and by finding ways to deliver even more value on top of all that without asking for anything in return."
One of our favorite excerpts was from Ch.2 aptly titled "Make Your Own Game". Brogan and Smith argue that clever Trust Agents `make their own game' by sizing up the system, identifying its underlying assumptions and then deciding which rules can be broken. They jump the gate; they hack the system; they do something unique. Something all of us can surely apply, so don't wait for your opportunity - make your opportunity.
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Did You Know...
Roughly 80 percent of 2,009 currently employed American adults say they would consider leaving their current job if presented with other opportunities.
Source: Opinion Research Corp., Princeton, N.J.
According to The 2009 Screening Index, 9 percent of 5.5 million background checks performed in 2008 contained an adverse record of some kind, such as criminal history, poor credit or driving violations.
Source: Automated Data Processing, Roseland, N.J.
One in four (25 percent) of male bosses say they would turn down a potential candidate based purely on his or her weight, and one in 10 admit they have already done so, according to a new survey of 227 U.K.-based managers.
Source: Slimming World, London | |
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