It always surprises us how few companies don’t see candidate sourcing as integral to their succession planning strategy. Sourcing and approaching candidates before you need them greatly improves the responsiveness of candidates to your initial approach. Issues like ‘bad timing’ and ‘current work commitments’ are not barriers when you’re having a succession planning discussion. They are if the first time you contact a client is when you’re trying to make a hire. And responsiveness is just one of the benefits.
You can find out about the other benefits of candidate sourcing for succession planning in the full blog post on the BRS website.