Identifying potential is a decisive factor in succession planning. The task should be set up in an intelligent but uncomplicated way so that the line manager will not have too much work with regard to drafting assessments and so that the most important information is saved straight to the application. You should also ensure that the potential assessment is drawn up according to requirements, independent of rigid career tracking processes.
Often, recruiters check the internal talent pool before they look outside the company for suitable candidates. Vacancies can be instantly seen in the software and potential successors are flagged. In a matter of clicks you can compare all potential candidates for the job, including key data.
In our real-time organizational chart the positions of relevant employees are shown. In key positions, you also have a potential matrix of the current holder of the position and of the planned successor. By means of drag & drop you can have the system display and compare in a calibration measurement all the potential candidates on the basis of key data (likelihood that they will leave, potential rating).
„The software can be tailored perfectly to the individual requirements and thus offers the highest possible degree of efficiency and flexibility.“
„We significantly reduced our time-to-hire, i.e. the time from advertising the job to actually hiring the selected candidate, from 121 to 17, on average, between March and October 2011.“
„We think the uncomplicated integration of managers, which is particularly important in decentralized company structures, is great. Simple, efficient and great value for money.“