In what succession plan approach are three or more potential candidates identified, all with various levels of readiness for promotion?

Question

Options

• ACo-sourcing
• BLabor market
• CReplacement plans
• DTalent pool

• A
  3% (1)
• C
  3% (1)
• D
  94% (34)

Explanation

Talent pool (D) is correct because this approach intentionally maintains multiple candidates - three or more - at varying readiness levels (e.g., "ready now," "ready in 1-2 years," "ready in 3-5 years"), giving organizations flexibility and depth in succession planning.

Co-sourcing (A) refers to a staffing strategy where work is split between internal employees and external contractors - it's not a succession planning methodology. Labor market (B) describes the external supply and demand of workers, not an internal candidate identification approach. Replacement plans (C) are similar to talent pools but typically identify only one or two backups for a specific role rather than a broad pool of candidates at multiple readiness stages.

Memory tip: Think of "talent pool" like a swimming pool with swimmers at different lanes - some are ready to race now, others are still training. If you see "three or more candidates" and "varying readiness," that's your cue to pick pool.

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