FORWARDFILL
Turnover is inevitable, but how you handle it is controllable
When turnover occurs, the most common reaction is to backfill the role. The term backfill refers to replacing with the same material. In the case of talent this would mean finding a candidate just like the person who has departed. This is a big mistake.
Enter Forwardfilling:
A Talent Management Strategy
Rather than backfilling an open role, take the time to assess the future needs of the organization and the position. Understand why the incumbent left? Rethink the job and see the open role as an opportunity to upgrade. We refer to this process as forwardfilling a role. In an interview with Roy Maurer of SHRM (Society for Human Resources Management), Groove Management’s CEO, Brian Formato explained,
“Forward filling jobs is a progressive approach. Rather than delegating hiring decisions to HR, the hiring managers should own the talent management of their team. The hiring managers are constantly in tune to the needs and performance of each individual. They should be proactively looking for better talent in the marketplace and keeping their eyes out for great people and preparing succession plans. When someone does leave the team, the hiring manager is prepared with a plan to address the opening. They see the opening as an opportunity rather than a threat and mobilize quickly. HR's role is to support the hiring manager in forward filling the position. This means looking at the current and future needs of the team, anticipating what is required for future success and sourcing candidates that meet the newly identified needs of the role. After all, the previous person left for a reason and that should play into hiring managers' thinking as they look for a new employee.”
Forwardfilling requires a mindset shift
By viewing the opening as an opportunity, the organization will be constantly raising the talent bar. Start by asking the following questions:
What work needs to get done?
What are the success metrics for the role?
What traits or characteristics would be showcased in a stellar performer?
What knowledge skills and abilities would be needed for success?
What were the incumbent’s shortcomings?
Where do we typically look for candidates for this type of role and what if those sources were off limits? Where would you look outside of our industry?
We can help
If you are interested in learning more about this approach and teaching your team to Forwardfill jobs, reach out to us to schedule a consultation