Someone’s leaving. What happens next?

Having made the decision that the company does need to replace a freshly resigned position, what happens next?

This is the second blog about what we see in our work looking at organisations well and not so well to situations. We suggest alternative ways of responding in the hope that we all might improve our performance or stimulate discussion.

When a vacancy occurs there is often a review of what is needed but certainly in the bigger companies and corporates seemingly too little attention is given to who might be able to step up. Anecdotally, over the last 2 years the criteria for filling a position have become tighter as employers realised they could more closely define the requirements and still find candidates. This has worked against promoting internally.

While we agree there must be a close match to the role requirements there seems to be the great kiwi search for the perfect candidate who requires no training and can hit the ground running, (if they were perfect why would they want the role?). Sometimes this perception of “perfect” means finding someone who has done exactly the same job for someone else (perhaps a competing company?). But why would that person want the job? Where is the personal growth in “brand switching” where the role offers little challenge apart from a different culture?

In truth no candidate is perfect and an assessment should be made of available talent internally. This step offers hope to those who want to progress and a commitment from the company to personal growth. Without this, upcoming managers are forced to leave the company because there are no gaps for them to step into.

Also mates, or mates of mates, who appear to be well qualified should be put through the same hiring process as anyone else. You may not know them as well as you think in the critical areas and it avoids messy relationship issues later when it falls apart.

Does this ring any bells? What has been your experience?