After the 9-box grid assessment, the selection process typically follows a structured approach to identify and develop high-potential employees for key roles within the organization. Here’s a general outline of the process:
HR and Management Review: HR and leadership teams review the employees' placement in the
9-box grid. Employees in higher potential and performance boxes (e.g., Box 9) are flagged for further consideration, while those in lower boxes might be placed on performance improvement plans.
Performance and Potential Insights: The employee’s performance and potential scores, along with other profile details, are analyzed to determine suitability for development.
Review Candidate Details: HR and leadership teams assess the detailed profile of each candidate, including their competencies, work history, education, certifications, and acting or leadership experience. This step helps in evaluating readiness for future roles.
Skills and Gaps Analysis: Identifying any gaps in skills or competencies that need development for future leadership roles is critical here.
Assessment for Leadership or Critical Roles
Job Matching: Based on the candidate’s qualifications, competencies, and 9-box placement, HR matches candidates to potential leadership or critical roles within the organization.
Further Assessments: Candidates may undergo additional assessments, such as behavioral interviews, psychometric testing, or leadership development exercises, to gauge their suitability for higher roles.
Create Leadership Development Plans (LDPs): For high-potential candidates, HR and managers create personalized development plans. These could include training, stretch assignments, mentoring, or coaching designed to prepare the candidate for future leadership roles.
Timeline for Development: Set specific timelines and milestones for the candidate's progress towards readiness for a key position.
Succession Planning
Identify Successors for Critical Roles: HR and executive leadership use the results of the 9-box and subsequent assessments to finalize a succession plan, identifying candidates to fill critical roles when they become available.
Monitoring and Adjusting: The succession plan is continually monitored, with regular updates as candidates grow and develop.
This selection process ensures that the organization is prepared with a strong pipeline of qualified candidates ready to step into leadership roles as needed.
Potential Candidates: Review of Candidate Profile
Once employees have been evaluated through the 9-box calculation, a list of potential candidates is automatically generated. This list provides a clear overview of their placement in the 9-box grid, along with key details such as total years of service and time spent in their current position. The candidate profile offers further insights, including their current job and critical job level, educational background, qualifications, certificates, job training, competencies, work experience, and project involvement.
Additionally, the profile contains information on position history and acting roles, all of which are essential for assessing candidates for potential job placements.
Potential Candidates By Job
In the Candidate By Job Screen, you can drill down on a specific job to view all potential candidates for that role. This screen allows for a detailed comparison of each candidate’s profile against the job requirements through a gap analysis. By assessing their qualifications, experience, and competencies, you can make informed decisions before selecting the candidate who will be prepped for the successor position. This process ensures that the best-suited candidate is identified and prepared for the role through a targeted development path.
Candidate Job
After reviewing a candidate’s profile, they can be linked to multiple potential jobs that match their skills and experience. This allows for a detailed assessment of the candidate against each individual job.
However, once the evaluation process is complete, the candidate can only be assigned as a successor to one role. This ensures a focused development path toward the selected job, helping the candidate prepare for the responsibilities and growth associated with that specific position.