Really good stuff. So often overlooked and necessary for hiring younger staff--they demand it! Also suggest:
1) Create and give training content to identified staff before you have an opening in the role you see them potentially going to, so that they already have been trained for at least some of that role's requirements.
2) Identify personality strengths and weaknesses on your team as part of this process. Have some real tech savvy people on your parts desk but lack some people skills? Look for those skills. A balanced team where staff complement each other well is important; too much of certain skills can lead to holes elsewhere.
Thanks for posting!
Great Tip on People Development and Succession Planning!