Succession planning is one strategy that businesses are taking to address their talent risk, build a resilient workforce and plan for the future.
You’ll note that all the questions below are behavioural based questions; meaning that you are asking for examples of things that the candidate has done in their past jobs. These types of questions eliminate a “yes” or “no” response and provide you with insight into how the candidate has handled “real life” situations at work.
Personality assessments can give us the final green light we need when hiring new talent, or the reverse, solidifying why a team member hasn’t been meshing with the rest of the team and needs to be let go.
Employees will gain new rights to information which should help them learn more about the pay offered for a job when they first consider applying. But the new rules will prove impractical for some employers and may not ultimately provide much useful pay information for some job postings.
Employee Retention is one of the most important pieces of retaining top talent, but with branded terms like quiet quitting circulating the internet, employers need to step up their game to ensure the term does not turn into real quitting.
Employers therefore need to carefully consider how they structure any signing bonus and consider adding terms that require employees to repay the signing bonus in some situations.