Recruitment & succession planning

As a manager, one of your most important responsibilities is building and sustaining a high performing team. That doesn't stop with hiring for today, it also means preparing for the workforce needs of tomorrow. This is where recruitment and succession planning come into play.

1. Recruitment: More than filling a seat

Recruitment is often seen as reactive, someone leaves, and we rush to replace them. But successful managers treat hiring as a strategic function. Here’s how to level up your approach:

• Define what success looks like: Go beyond the job description. What will this role contribute in 6–12 months? What behaviours and values are critical to team fit?

• Hire for potential: Skills can be trained, but adaptability, curiosity, and alignment with your team’s culture are often stronger indicators of long-term success.

• Partner with HR early: Engage with HR during workforce planning or when you anticipate future needs. Early alignment streamlines hiring and helps avoid rushed decisions.

2. Succession planning: Future-proofing your team

Succession planning isn't just for executive roles, every critical position on your team should have a backup plan. Here’s how to get started:

• Identify critical roles: These are positions that would disrupt operations if left vacant. Think about specialised knowledge, leadership responsibilities, or client impact.

• Spot and grow internal talent: Use regular performance conversations to identify high-potential team members. Work with HR to create development plans or mentoring that prepare them for future roles.

• Document knowledge: Encourage team members to document key processes and share expertise regularly. Succession isn’t just about the person; it’s also about preserving knowledge.

3. Bridging the two

Smart managers connect recruitment and succession planning by:

• Hiring not only for current gaps but with an eye on future needs.

• Using every new hire as a chance to strengthen your future team.

• Involving potential successors in the hiring process to expose them to future responsibilities.

4. Final thought: Be proactive

It’s easy to delay planning for the future when today feels so busy. But the best managers carve out time to think ahead. Proactive hiring and succession planning save time, reduce risk, and empower your team to thrive in times of change.

Need Help?
At P²HR, we are here to support you. Whether it’s building job profiles, identifying future leaders, or setting up a succession plan, don’t hesitate to reach out.