In the previous article, we discussed what succession planning is and why it’s vital for businesses. In this article, we’ll share succession planning tools you can use to evaluate candidates as well as your current employees.
It’s essential to improve your employees’ skills, and succession planning is a solution for many companies. However, you need to pay attention to the most effective tools to make the plan work. Thus, succession planning tools help you focus the development of individuals on future business needs. But first, let’s look at the toolkit and why you should arm yourself with it.
Start with a succession planning toolkit
As you begin your organization’s planning journey, you should begin with a succession planning toolkit. It’s a great way to motivate your executives to think about your brand differently. Thus, start with succession planning documents where you include all the necessary information you’d like to achieve, or which you will work on:
- Succession planning questionnaire. It helps you identify significant business problems over the next year(s).
- Succession planning report. Here you share the results you’d like your employees to attain after upskilling programs.
- Succession planning worksheet. It helps managers analyze the workflow and forecast the changes that may soon happen.
A set of succession planning documents, templates, and tools will guide you to accomplish this seemingly daunting task of creating your dream team.
Evaluate employees with the help of succession planning tools
So, you have created a plan with the help of the toolkit and created succession planning documents. Now it’s time to act. You need to create the skills profile of your workforce or candidates you are considering for the position. To do this, use succession planning tools that will help you evaluate future managers based on their measurable talent.
Thus, you’ll focus on employee development or potential personality skills and compare them with criteria corresponding to different vacancies. With the help of succession planning tools, you can:
- Manage curricula and record progress, grades, attendance, and more.
- Prepare personal and career plans based on organizational skills.
- Analyze the most viable candidates with succession plans for key positions.
- Identify learning needs using a 360-degree assessment technique.
Now, let’s look at each assessment in more detail and provide examples of specific succession planning tools you can use in practice.
Personality assessment tools
When preparing successors for job roles, it’s vital to gain a full understanding of your key talents (often called high-potential candidates, or HiPos). Therefore, companies evaluate personality traits to define constantly manifested characteristics, often in the face of changing circumstances.
Succession planning tools based on a personality assessment provide a comprehensive picture of the culture and relevance of the roles while assessing the likelihood of performing a holistic work-related activity.
Mercer developed a Mettl Personality Map (MPM) tool that measures personality through 28 unique and innovative aspects and a 4-factor personality structure within its traditional framework.
Another succession planning tool is the Hogan Personality test. Employers use this succession planning tool for hiring and developing employees. This test determines whether the candidate has the traits to meet the company’s culture and standards.
Behavioral assessment tools
The behavioral assessment tool for succession planning requires candidates to display selected and critical behavioral competencies in one or more exercises that reflect real-world workplace situations. The tool identifies and analyzes the behavior required of employees when they take a leading role professionally and socially.
Behavioral assessment includes case studies, situational judgment tests, and exercises for incoming managers to assess employee thinking and potential.
Try the PXT Select succession planning tool to assess behavior. It generates reports that help managers interview and select candidates who are most likely to succeed in the position. It also provides practical advice on how to teach them to achieve maximum efficiency.
The Everything DISC tool provides a general description of a worker’s behavioral type. It’s an easy-to-use succession planning tool that helps build more effective working relationships based on the understanding of different behaviors. Everything DISC includes in the report provides tips on how to communicate and work effectively with all personality types, along with suggested interview questions.
Cognitive assessment tools
Cognitive assessment studies the ability of the brain to perform basic tasks such as thinking, learning, memorizing, concentrating, visualizing, recognizing, organizing, and interpreting the environment. Throughout planning succession, cognitive tests assess critical thinking and logic of workplace performance considerations.
Various studies have proven that cognitive abilities assessments are twice as practical as interviews. The assessments help measure the skills needed by leaders to achieve excellence according to business goals.
With a succession planning toolkit like McQuaig, recruiters can gauge a candidate’s personality traits, behavior, and cognitive abilities. The tool assists with pre-recruitment and talent assessment testing and provides polls to create comprehensive, results-oriented reports for each person evaluated.
HR managers use HRBoost for hiring, training, team development, sales, and coaching. It provides several types of reports called “Training Coach,” “Work with Me,” “Onboard Me,” “My Team Leader,” and “Manage Me.” They evaluate how the workplace influences the productivity of a candidate.
Technical assessment tools
Companies that value technical roles need tools that will help them assess candidates. Thus, succession planning tools with technical assessment provide comprehensive knowledge of workplace behavior and the technical knowledge necessary for success.
Pre-employment assessments, such as job samples and knowledge tests, are good indicators of job performance. These assessment technologies include an easily managed and well-designed succession planning toolkit.
For example, Adaface is a tool based on artificial intelligence to automate first-round technical interviews and evaluate candidates for software positions. An assistant named Ada is an intelligent chatbot who can ask and evaluate engineering questions, participate in technical chats with candidates, provide information, and more.
Codility is also a great technical recruiting platform that supports coding issues and online technical interviews to help HR managers and team leaders evaluate programmers. This tool allows them to create tests, evaluate a candidates’ code, and communicate with the best candidates.
360-degree feedback tools
In addition to the previous succession planning tools mentioned above, it’s essential to have one more tool that will help collect feedback about work.
Seeking feedback from various stakeholders, such as superiors, colleagues, immediate subordinates, and even clients, allows businesses to understand their perception of the employee’s willingness to take on future roles.
Tools such as SurveyMonkey improve employee performance through constructive feedback. They help collect inventive ideas, evaluate performance, and compile customer and employee data. Note for startups: with this information, you can manage and improve employees’ experience and potential.
Another solution is SpiderGap. This resource simplifies the management process by providing built-in succession planning templates with the ability for users to create customized questionnaires.
What are the odds of using these succession planning tools?
Succession planning is an integral part of the modern working world. Many large organizations don’t pay enough attention to their leadership and succession practices. This leads to excessive turnover at the top and destroys significant value – about $1 trillion a year in the S&P 1500 alone. Companies and their directors should begin planning succession by using templates, tools, and software to appoint the most promising leaders to the board.
Do you want to discover more on this topic? Check out these examples of companies that have implemented and improved succession planning.