March 24, 2019
Succession Planning 18 January 2017
Introducing Pathways: Recruiting Meets Succession Planning
Gisel Malek
pathways, succession planning, hiring

Introducing Pathways...

Does the walker choose the path or the path choose the walker? Everyone wants to be on a path, but most importantly when it comes to a professional environment being on a path signifies heading towards something

The feeling Dorothy had in the Wizard of Oz when she found the yellow brick road is what young professionals are looking for. They want certainty, longevity and a sense of direction. In spite of what many people think about millennials and young professionals in general, they would not be inclined to leave or “job hop” if there was a reason to stay. 

How about for employers? Employers need to consider pathways for their onboarding process because ultimately, it will help to reduce costs and increase loyalty. When there is a need for strategic changes in an organization, usually the first thing companies want to do is bring professionals with experience from the outside to help things run more efficiently. 

According to the American Management Association, more than half of all companies don't look to their current employees to fill open positions. It's also worth noting that more than 50% of companies suggest they lose employee engagement and loyalty after 5 years. 

It seems perfectly logical to want to hire someone who can come with the experience necessary to take on the new tasks, but this mentality is the beginning of the end. 

Cultural Fit

Cultural Fit is more than about ping-pong tables and socializing events. Or is it? Here’s what we mean. When you consider the overall culture of your company you need to step back and ask yourself some really important questions? As more and more millennials are stepping into those managerial roles, it is important to consider how company culture plays a huge role in the success of your company. 

1. What is the mission of our company? Is that mission expressed and shared amongst everyone?

2. What do all of our employees have in common? No, we are not suggesting for you to hire the same people because diversity is important and brings value to your organization. Instead, what we mean is this: In order for each department to run successfully, it should be comprised of people that all have a strong work ethic and have the right skill sets. In every successful company, there is something in common with all of the employees, so find out what those things are to you and implement it.

3. Are there effective channels of communication? There are so many ways to communicate nowadays between Asana and Slack just to name a couple. Communication is more than about getting the right people on the right screen. It is about active listening, creating a safe environment to express opinions and have them considered. Most importantly it’s about understanding what the other person has to say and why it matters. The people that listen with the intent to respond usually miss the mark on what is happening in their company. 

So, you are probably wondering how pathways fit in with company culture. The answer is simple. Finding the right people that make your organization better are hard to find. When you find them, you want to hold on to them, but will they hang on to you if you do not invest in them? Train them to become all they can be so they can develop into the leader your company needs. They already understand what the company vision is and know the policies, procedures and more. They may not have the experience right away, but instead of bringing someone in from the outside to manage them, put them in that role. 

Imagine being able to plan a pathway from the beginning. From the minute you come into contact with a candidate, you can determine where they will fit in the pipeline and how long it will take them to get into a leadership role at your company. 

"Pathway" is a feature of ProSky product but more than that, it's a mindset about the future of onboarding new candidates and HR in general. 

Career Trajectory

From the minute a candidate comes onto your radar you should be of the mindset of what the next 5 years would like for that candidate. Creating a timeline of success will help paint a better picture of what you should be looking for in that candidate for that particular career. If you have a cashier working for you, for instance, for two years and then hire someone to manage that cashier without giving him/her the opportunity to advance will do bad things for the company. 

1. It will decrease employee loyalty. Employees are loyal to companies that invest in their future and when companies (the larger ones are notorious for this) decide to bring people from the outside in to take roles they aspire to get into, it leaves them wanting to find companies that will invest in them. 

2. It will cost your company lots of money. Companies that want to invest in an “easy fix” end up shelling out a lot of money getting the new “outside” person trained on company procedures and culture. If they find that after they spent all that money the new employee still hasn’t been able to make the difference or positive changes they were hired to do, or worse, they don’t fit in with the company culture, replacing that employee will be costly also. 

You can watch the succession of each individual employee as time goes by, giving you a better gauge of what it looks like to get someone in that position from the beginning and also keeping your employees happy by giving them the opportunity to grow and advance their own skill sets. 

Sign up for a free demo to learn how changing your hiring process can help you retain the best people and lower cost!