While every job is important, certain roles within the organization would significantly impact the business if left open for a long period. For organizations using talent pools for employee development, here are seven steps that can guide a replacement planning activity: Or it could be an added step in the existing process. If your organization has a formal succession plan, you might already have replacements identified. And recruiters will want to have a say in how that plan is developed. Since organizations don't always get to control the timing and circumstances, having a staffing backup plan (aka replacement plan), makes sense.
The organization needs to find someone to take over their responsibilities-even temporarily.Ī certain amount of turnover is healthy for the business, as are certain types of turnover (for example, the dismissal of a toxic employee). As much as we don't like to mention it, employees can become unexpectedly seriously ill or have an accident and be unable to work. Having individuals identified as backups just makes good business sense, for a variety of reasons. But replacement planning doesn't have to be defined as a subset of succession planning. Replacement planning is often mentioned in conjunction with succession planning because it identifies individuals who can assume roles at some point in the future and shows how ready they are for that role. Traditionally, it focuses on top-level positions, but it can be done for any key position in the organization. A replacement plan identifies "backups" for positions.
If there's one activity that has more of an impact than succession planning and talent pools, it's replacement planning, although the term is frequently used in conversations about succession planning. This article is excerpted from Chapter 6 of the newly published The Recruiter's Handbook: A Complete Guide for Sourcing, Selecting, and Engaging the Best Talent (SHRM, 2018).
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