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After examining strategies and considerations related to internal succession and the development of high-potential employees. Though internal candidates have more intimate knowledge of an organization and could be better prepared to "hit the ground running" when the time comes, not every company uses this method to address all of its succession needs. For organizations with a limited talent pool or few qualified internal candidates, human resources (HR) professionals and executive leaders may turn to external succession planning options. In fact, many organizations have acquired outside candidates to strategically inspire innovation after experiencing stagnant revenues and profit margins. When pursuing external options, organizations can use a variety of methods to identify and recruit candidates. For example, organizations can contact professional business associations to invite their members to apply for specific succession positions. In addition, many organizations encourage their executives, boards of directors, and leaders to refer individuals they know from outside the organization who may be good candidates to fill vacant positions.
Examine "Integrating Recruitment with Succession Planning," of Effective Succession Planning to identify the common external recruitment methods used in today's organizations. Then, conduct additional research and other scholarly sources to analyze the legal and ethical issues that surround external methods.
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