As of 2011, it was estimated that as many as 65% of potential employers were checking the social media profiles of potential candidates.
When it comes to reinforcing the brand of a company, social media is becoming the go-to place for marketing teams and human resource departments. When an issue arises with the image of a company due to a customer complaint or other reason, the HR department can take to social media to reinforce the brand of the company and make sure the outcry does not get out of control and turn into a viral frenzy.
With the baby boomers reaching retirement age, a large number of companies are expected change hands in the coming years. When the Canadian Federation of Independent Business (CFIB) polled its members recently about when they planned to exit their businesses, almost two-thirds said they would do so in the next decade.
The absence of a succession plan can undermine an organization’s effectiveness and its sustainability. Without a succession planning process, an organization may not have a means of ensuring that the programs and services that are crucial to its operation are sustained beyond the tenure of the individual currently responsible for them.
The only way to reduce the effect of lost leadership is through a strong succession planning program that identifies and fosters the next generation of leaders through mentoring, training and stretch assignments, so they are ready to take the helm when the time comes.