Succession Planning Starts at the Recruitment Stage: Hire for Today, Build for Tomorrow
Elga Lejarza aPHR PHR SPHR SHRM-CP SHRM-SCP GPHR
CEO/Owner of HRTrainingClasses.com? & HRDevelop.com
Hiring for Now vs. Hiring for the Future
Many organizations make the mistake of hiring only for immediate needs, filling vacancies with candidates who are the best fit for the current role, but failing to assess whether they have the potential to grow into future leadership positions. The reality is, succession planning doesn't start when a leader resigns or retires, it starts at the recruitment stage. If organizations don’t proactively hire and develop future leaders, they’ll be left scrambling when key positions open up, forced to look externally because the talent pipeline within the company is empty.
Why Succession Planning Should Begin with Recruitment
Succession planning is often viewed as something to consider only when leadership transitions are imminent, but by then, it’s too late. The best organizations think long-term and recruit talent with leadership potential from day one. This approach ensures that companies are always building a strong internal talent pool capable of stepping into critical roles when needed. Waiting until a leadership gap emerges to start identifying future leaders is a reactive approach that weakens business continuity and slows down organizational growth.
Key Traits to Look for in High-Potential Candidates
When recruiting with succession planning in mind, hiring managers and HR professionals should assess candidates for more than just their ability to perform the job at hand. Look for individuals who demonstrate:
?? Adaptability – Can they quickly learn and adjust to new challenges?
?? Leadership Potential – Do they show initiative, problem-solving skills, and the ability to inspire others?
?? Strategic Thinking – Can they see the bigger picture beyond their current role?
?? Growth Mindset – Are they eager to develop, learn, and take on more responsibility?
?? Cultural Fit & Values Alignment – Do they align with the company’s mission and long-term vision?
Identifying these traits early in the hiring process ensures that companies bring in employees who not only excel in their current role but also have the potential to lead and drive the organization forward.
How HR Can Align Recruitment with Succession Planning
HR professionals play a critical role in ensuring that hiring decisions are made with succession planning in mind. This requires:
?? Integrating Leadership Potential Assessments – Adding structured questions and evaluations into the recruitment process to assess candidates' long-term potential.
?? Partnering with Hiring Managers – Ensuring they are trained to recognize leadership qualities in new hires.
?? Investing in Employee Development – Providing mentorship, training, and growth opportunities to help employees progress toward leadership roles.
?? Encouraging Internal Mobility – Creating career paths that allow employees to move up within the organization rather than seeking opportunities elsewhere.
By aligning recruitment with succession planning, HR ensures that the workforce remains strong, future-focused, and prepared for inevitable leadership transitions.
The Cost of Ignoring Succession Planning in Hiring
Organizations that fail to incorporate succession planning into their hiring strategies often find themselves at a competitive disadvantage when key leaders depart. Without a pipeline of ready-to-promote talent, companies face:
? Longer vacancies for leadership roles, leading to instability and lost productivity.
? Increased reliance on external hires, which can be costly and disrupt company culture.
? Low employee morale, as internal talent feels overlooked and may seek opportunities elsewhere.
? A reactive rather than proactive workforce strategy, limiting business growth and agility.
By contrast, companies that proactively hire and develop future leaders experience smoother transitions, stronger leadership continuity, and greater organizational resilience.
Build the Future by Hiring for Potential
Succession planning should not be a last-minute crisis response but it should be a continuous and intentional process that begins with recruitment. Companies that hire with the future in mind will always be prepared for growth and leadership transitions, ensuring they have the right people ready to step into key roles. The question isn’t whether leadership changes will happen, it’s whether your organization will be ready when they do.
Elga Lejarza
Founder & CEO
Human Resources Administrator
6 小时前I have seen first hand that by not having a succession plan in place we are always looking for the " right now" candidate and not evaluating the long term roles that new hires play. Hiring the right candidates and providing them with a career path will assist in better employee engagement and increased employee morale. I found this article both very informative and insightful, thanks Elga.