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The assessment and talent development of your employees, and the succession planning that directly evolves from that, is an ongoing balancing act across the lifecycle of your organization. It demands a highly strategic approach with many moving parts. It's crucial that you're confident in the accuracy of your assessment and development measures; otherwise, you won't be able to make succession decisions with clarity or confidence.

If you’re not equipped to handle all of your assessment and succession needs in-house, the success of your assessment and succession approach rests on choosing the right partner. This is no easy task.

So, how do you decide on an assessment and succession planning services partner? How do you know if a potential assessment services partner has what it takes to help equip your organization with a strong talent and leadership pipeline?

It all comes down to asking the right questions.

We’ve put together a list of questions that should help you uncover the various competencies of a potential assessment and succession planning services provider. These questions are a way of measuring whether a provider can evidence their claims, as well as prove their capabilities for anticipating change and strategically pivoting when the need arises. Because assessment and succession planning should never be set in stone—it's a process that grows and develops as you do.

At Korn Ferry, we have over 50 years of experience and billions of data points and IP in the field of assessment and succession, as well as talent development. You’ll see that we’ve provided insight into how we’d answer these questions to give you an industry litmus test to measure others against our experience and abilities. We'd like to think that our expertise in this area could be the deciding factor in partnering with you on your assessment and succession journey.

Download our key questions to ask your assessment and succession partner.

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