Recruitment
Succession Planning Questions
Have you developed a succession plan for your organisation? Answsering the following questions will certainly start the process for you.
December 12, 2025
The holidays are a great time to clarify the needs of your organisation.
Maybe it’s new skills or perhaps its new people. Get a head start on hiring the best people and set yourself up for success in 2026.
High level candidates are often more open to conversations when things are calmer and they are relaxed.
If you want the best, let’s find them for you now – before someone else does.
Start filling in this recruitment brief using the outline below, or download it and do it whilst you’re sitting by the pool this summer.
Recruitment Briefing Outline
To help ensure your brief is tight and on point when you meet with us you might like to consider some of the following:
☐ Confirm the purpose of the role and why it’s needed now
☐ Outline what success looks like in the first 3–6 months
☐ Clarify the reporting line and where the role fits in the team
☐ Note what happens if the role isn’t filled soon
☐ Provide any identified organisational risk or issues
☐ Agree on the working title and employment type
☐ Confirm location expectations and flexibility
☐ Describe the core responsibilities and weekly focus areas
☐ Share any upcoming projects the role will support
☐ Confirm ideal start date and urgency
☐ List the essential skills and experience (top priorities)
☐ Separate the nice-to-haves from the must-haves
☐ Note any required certifications, licences or checks
☐ Identify clear deal-breakers
☐ Describe the team structure and how people work together
☐ Share your leadership style and expectations
☐ Identify key stakeholders the role interacts with
☐ Call out traits that do well in the team, and those that don’t
☐ Confirm the salary range and benefits
☐ Highlight what makes the role attractive
☐ Note career growth or development opportunities
☐ Clarify how flexibility and work–life balance work in your team
☐ Describe the type of person who will succeed in the role
☐ Identify any adjacent backgrounds you’re open to
☐ List red flags or areas of concern to watch for
☐ Share any companies, industries or backgrounds you prefer
☐ Agree on interview steps and who will be involved
☐ Confirm any assessments or tasks and why they matter
☐ Set expectations for timelines and speed
☐ Align on how feedback will be shared
☐ Confirm the role is approved and budgeted
☐ Clarify offer parameters (salary, extras, limits)
☐ Note visa or work rights needs
☐ Confirm required background checks
☐ A short role overview (your words)
☐ A list of responsibilities ranked by importance
☐ Examples of work the new hire will handle
☐ Notes on must-haves and deal-breakers
☐ Any internal documents or PDs you already have
Let’s connect people with purpose and create real change together. Call OnTalent on 07 3305 5807 to discuss your specific requirements.
Have you developed a succession plan for your organisation? Answsering the following questions will certainly start the process for you.
It’s been 16 years since Varina Nissen and Natasha Olsson-Seeto launched OnTalent in January 2010, with the goal of connecting
There’s no magic bullet when it comes to building a meaningful career. But there is something that quietly powers progress,
"*" indicates required fields