Does this sound familiar? You're the CEO of a thriving company, yet your talent pipeline is drier than a Zoom meeting without Wi-Fi. You're trying to land top-tier executives, but they keep slipping through your fingers. Why? Because, like it or not, your employer brand is doing the talking—and it might be saying all the wrong things.

Succession planning is crucial to the survival and growth of any organization. When done right, it ensures a seamless leadership transition, minimizes disruption, and positions a company for future success. The best way to do this is to hire based on strategy, not last-minute needs. But there are common pitfalls that organizations often fall into—waiting until it's the 11th hour and the temptation to promote someone who is “one of us.” While it may feel like the safer option to hire someone similar (Who wouldn't love a new friend to grab a beer or play golf with?), it can carry hidden risks that undermine the future of the organization.

In the world of employment, transparency has become a buzzword that extends beyond organizational culture and corporate values. One crucial aspect gaining traction in recent years is pay transparency – openly disclosing salary information with employees and job candidates. Pay transparency is not just a trend; it is a necessity in today’s hiring market, and its impact extends far beyond the traditional boundaries of employer-employee relations.