"With my current organization, I was directly involved in the creation of the succession planning processes for many of our key positions and this process really opened my eyes for how to be successful in the future planning. The first key item to undertake was identifying the key positions that we wanted to have succession plans for. We identified these roles by determining which roles were vital to the success of the organization and which roles would deter future growth if left unfilled. Once key roles were identified, I worked with leaders of and incumbents in those roles to build the key competencies for those positions. With these inventories of competencies now in hand, I worked with our HR staff to build plans for the internal succession of selected employees and I helped build succession training programs for specific individuals. With this role at Korn Ferry, I think my experience would work well with your clients in many different industries."

"My experience in succession planning falls in working with specific roles that I supervised and helping to identify great candidates to begin working with human resources staff on training and planning for future roles. During these processes, I used both quantitative performance data and personal experiences with my employees in identifying the best candidates. In planning to prepare for a leadership consulting role, I feel like I would bring great experience and ability to other key aspects of the succession planning process for your clients because I have extensive knowledge of different management roles and their importance in the overall success of businesses."

If you have experience, highlight what role you played. If you don't have direct experience in succession planning, do your research to ensure you'll be able to speak on the key components of the process.

Don't go into this question blind. Be thorough in your research to convey you have a firm grasp of all the facets of the job.