Executive Search BLOG
 | Enhancing or Fabricating? - Dec 22, 2011 | | Coach or Critic? Management Style Affects Performance - Aug 28, 2011 | | Build a Winning Franchise - May 31/11 | | Float Your Boat - February 1/11 | | Succession Planning STILL the Elephant in the Room - November 11/10 | | It Pays to Do Your Homework - August 24/10 | | Hire for the NEXT Need - June 2/10 | | Avoid Political Hiring Decisions - March 10/10 | | Search Goes Beyond - January 20/10 | | The Future of Executive Search - October 19/09 | | Good Company - September 16/09 | | Local is the New Global - August 12/09 | | Reverse Mentoring? - July 16/09 | | Think Like a Pilot - June 9/09 | | Carpe Diem - May 8/09 | | Time to Lay Low - April 6/09 | | Move 'em on Over - March 5/09 | | Exiting Successfully - February 12, 2009 | | What Makes a Candidate Impressive? - January 13, 2009 | | Looking to Hire Internationally? - December 10, 2008 | | What's Your Market Value? - November 24, 2008 | | International Search Trends - November 10, 2008 | | The Most Common Candidate Mistake - October 28, 2008 | | New Executives Should 'Bunt' - October 14, 2008 | | Different Animal, Different Handling - September 29/08 | | Sell the Challenge - September 22/08 | | The Best Route - September 15/08 | | The Perfect Process - September 8/08 | | Meet the Folks - September 2/08 | | Testing Talent - August 25/08 | | Director Independence - August 19/08 | | Give to Get - August 5/08 | | Plan for Everything - July 28/08 | | Take a Break - July 21/08 | | Follow Your Instincts - July 14/08 | | The Perfect Candidate You Didn't Know About - July 7/08 | | Too Much Information - June 30/08 | | International Search Trends - June 23/08 | | How Many Candidates Are Enough? - June 16/08 | | The Future of Executive Search - June 9/08 | | The Ideal Client - June 2/08 | | Look Way Ahead - May 26/08 | | The Greater Good - May 19/08 | | Failure Can Be Good - May 12/08 | | Money May Tempt... - May 5/08 | | Perspective Pays Off - April 28/08 | | A Leader’s Job is to Lead - April 21, 2008 | | Red Flags or Red Herrings? - April 14, 2008 | | RECRUITING is our specialty- November 26, 2007 | | Be Careful What You Wish For... - November 19, 2007 | | What's Your Real Objective? - November 12, 2007 | | Are You Really Saving Time? - Nov 5, 2007 | | Hard Choices - October 29, 2007 | | Stick to Your Knitting - October 22, 2007 | | Pre-Recruitment Reality Check - October 15, 2007 | | ON HOLD: You're Not Just Losing a Great Candidate - Oct 8, 2007 | | The C.E.O. as a Recruiting Tool - October 1, 2007 |
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Look Way Ahead – May 26/08
 I always advise clients to look beyond their current hiring needs, and consider the long-term succession needs of the organization. It can be very tempting to ignore succession when you have a great candidate with all the right experience who's interested in the opportunity but offers no long-term potential for the organization. You're better off with a less experienced individual who may need some coaching to get up to speed, but has goals and aspirations that are in line with the long-term needs of the organization.
Succession doesn't have to take a back seat to urgency. Keep an open mind and look further than the candidate’s current capability to identify those with long-term potential, even if you don’t know exactly where it will lead. Great people are hard to find, and I’ve never heard anyone complain they had too many of them.
Keeping this in mind should help you recognize important potential that you might overlook with a short-sighted approach.
Graham Carver, President
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