The success of an organization is driven by a strong leadership team and its strategic approach to meeting the organization’s overall business and financial goals. With the influence and impact of C-suites in organizations today, succession planning for these roles has become a paramount consideration to ensure there is a seamless transition when the time comes. Whether due to retirements, resignations or unforeseen circumstances, a proactive approach toward leadership continuity is essential when building a succession plan.  

If an internal transition is not in place, external recruiting measures can be an effective solution with the right recruitment partner. Our recruitment pros share key considerations to keep in mind as you explore your C-suite succession planning options, including how they should align with your long-term business goals:   

• Identify Talent Attributes: Think about the key competencies and skills required for your C-suite roles. Some helpful resources to help you clearly define what you need for a C-suite role may include conducting internal talent assessments or leveraging external benchmarking of the roles you seek to fill.  
• Cultivate Leadership Traits: Technical skills play an important role but attention should also be paid to candidates who exhibit qualities aligned with the organization’s values and vision. A candidate who possesses the ability to adapt, think strategically and drive innovation should be prioritized.  
• Build a Talent Pipeline: Establish relationships with your high-potential candidates, internally or externally, early on to maintain a strong talent pipeline. They may not be available immediately for your leadership roles, however, the relationship can continue to evolve and provide further insight into the candidate’s ability to lead in the future.  
• Collaborate with Your Hiring Teams: Ensure your executive leadership and hiring teams align with the organization’s strategic goals and succession plans. As the vision is defined and agreed upon, the hiring team and its recruitment partners will have a strong sense of the ideal candidates to foster relationships with.  
• Consider Diversity and Inclusion: Fostering diversity in recruitment can ensure a broad pool of candidates with different perspectives and experiences. These inclusive recruitment practices can contribute to a well-rounded leadership team that can effectively navigate unique and difficult challenges. 

Here To Help  

Strategic recruitment plays an integral part in your C-suite succession planning, and it’s a delicate balance between developing talent within or strategically attracting external candidates. By aligning recruitment strategies with long-term leadership goals, companies can ensure a resilient and adaptable C-suite that knows how to navigate challenges and drive your company toward sustained success.  

As you examine your options, count on Doeren Mayhew's recruitment pros to help fill your C-suite roles. Leveraging an extensive talent pool, we proactively source talent and streamline the screening process to ensure we bring qualified, ideal candidates to the table.