Organizations can be prepared for unexpected resignations by building healthy bench strength and leadership pipeline with succession planning. Here we explore how the rise of talent intelligence platforms and their AI capabilities can help organizations do succession planning better. Learn More: How AI in Talent Intelligence Platforms Help Succession Planning

1. How AI in Talent Intelligence Platforms Help Succession Planning
We put a lot of emphasis on what occurs when people join a company, from onboarding to learning and developing skills gaps to offering
continuing opportunities for advancement. On the other hand, many organizations are unprepared when staff leaves, especially those in
critical positions. As a result, sudden resignations frequently leave HR teams and managers in the dark. The importance of effective
succession planning cannot be overstated.
Organizations can be prepared for unexpected resignations by building healthy bench strength and leadership pipeline with succession
planning. Here we explore how the rise of talent intelligence platforms and their AI capabilities can help organizations do succession
planning better.
Utilizing TalentPulse’s Succession Planning Features
Why Succession Planning Is Easily Overlooked
One major issue in succession planning is urgency, or the lack thereof. When HR teams are bogged down with other operational
projects, succession planning’s strategic value is overlooked. Because the ramifications of having a weak bench strength only hits later
on, but when it does, its impact can be huge.
It’s also usual for organizations to still rely on the more traditional informal approach to succession planning, relying primarily on verbal
conversations and recommendations. Bias can be unchecked as a result of this approach, which is a severe issue. It’s human nature to
allow subjectivity and choose a successor who is similar to them, even if it’s subconscious.
Finally, suppose succession planning is not consciously integrated. In that case, it can quickly fall out of sync with the business strategy
and hiring strategy, causing a considerable gap between the talent available and the skills needed.

2. AI helps with internal vs. external hire decisions.
2. AI makes development targeted and personalized.
The talent intelligence platform’s AI can gather individual learners’
capabilities, problem areas, and personal goals. Based on this, it
can provide a personalized learning path for honing existing
abilities and filling knowledge gaps, if any exist. Research has
consistently shown that investing in L&D can help reduce attrition
by making employees feel more appreciated; however, if
employees believe the learnings are too generic, they may
disengage. They also consider staying with an organization
advantageous if their time there directly adds to their professional
development. AI may be used to identify people with leadership
potential, train them in the areas they need to know, and promote a
culture of innovation.
On the same platform, an AI-based talent intelligence platform can
deploy talent assessments for both current and potential
employees, intelligently connecting each of them with individualized
recommendations for stretch projects, training modules, and
leadership prospects. Therefore with minimum manual interaction
from HR, your entire candidate pool — internal and external — is
continuously developed and trained.

3. Talent matching is one of the most complex and tedious parts of succession planning to be done manually. It is also the
process most prone to mistakes and bias because it depends on HR or managers to decide a candidate’s suitability for a
role. AI-driven talent matching takes candidate data directly from any internal HR system or assessment, connects those
data points against the success profile of the candidate’s potential/current role, and produces an automated fit score.
With that role, suitability is now data-driven, objective, and can be done at scale because it is automated.
The other benefit to AI-driven talent matching is that it unearths strengths or gaps about a candidate that the human eye
may not be able to tease out. This can be caused by many factors such as incomplete information on a candidate,
assessment reports being misinterpreted, or a flawed interview process. By understanding the true strengths and
weaknesses, the talent intelligence platform can then close the loop by building targeted development plans for the
selected candidate.
Learn More: How AI in Talent Intelligence Platforms Help Succession Planning
3. AI enables data-driven talent matching