Talent Management

An effective talent management strategy is instrumental to achieving your long-term organisational objectives. At CREGG, we take a human-centric approach to talent management, working to understand the individual needs of each employee and what will motivate them to put their best foot forward and build a long and successful career with your company.

Why use Talent Management?

Talent Management is pivotal to your organisation’s ability to continually attract and retain high-calibre employees. As an organisation that prides itself on our workplace culture of continuous improvement, we know what it takes to keep employees motivated to perform.

Talent Management, when implemented effectively, can play an integral role in achieving your long-term business objectives.

CREGG’s Talent Management solutions free up your HR staff to focus on core business activities.

Competency Modelling

Competency Modelling is a framework for highlighting what is required to be successful in a particular job or role. It defines the combination of skills, knowledge and behavioural characteristics that prospective candidates should possess in order to be considered.

It is a hugely beneficial process in that it sets clear expectations, identifies skill gaps, and provides a consistent basis for measuring performance.

Our expert team will work with your internal HR resource to assess the tasks, duties, and activities involved in each job, and the knowledge, skills, abilities and other qualities required to perform them.

We attain this data through interviews, documentation reviews, work environment observations, and structured questionnaires.

For example, The CREGG Operator Assessment tool measures the skills, situational judgement and characteristics that are specific to the role of the operator or product builder.

These measures were selected after a careful and methodical approach to researching the literature and conducting role-specific research in relevant environments.

Performance Management

Your people are your biggest source of value and innovation. Therefore, it makes sense to give them as much support and resources as possible to help them excel in their roles.

Performance Management is central to this. It provides employees with a full understanding of what is expected of them, along with a clear pathway to meeting their individual targets.

Performance Management is a continuous process that needs to be regularly assessed and nurtured.

We can help your organisation to develop and maintain a performance management system that establishes clear individual objectives that align with the company’s overarching goals, facilitates performance improvement through incentives and career progression, and holds people accountable in a fair and just manner, reducing the risk of alienation.

Succession Planning

A crucial aspect of Talent Management, Succession Planning is concerned with finding future leaders within your company and supporting them in their development so that, when called upon, they are ready to lead your organisation forward.

Throughout the lifecycle of any business, it is likely that some Senior Executives and Managers will depart the organisation. Some may exit gradually through retirement, or some may leave suddenly.

Succession Planning future proofs your business by ensuring that you are prepared for contingencies such as a senior figure leaving.

The CREGG team will assist you in formulating a Succession Planning strategy that accurately forecasts future staffing needs, establishes criteria for identifying potential future leaders, highlights learning opportunities, and can be integrated into your recruitment strategy.

Transition & Outplacement

Restructuring is an inevitable part of running a business, and can often be crucial to safeguarding the longevity of an organisation.

Regardless of the scale, you want to ensure that any form of restructuring goes as smoothly as possible. You want those exiting the organisation to experience a smooth offboarding and transition back into the job market, and you want those remaining or moving into new roles with the organisation to stay motivated and engaged.

Our Transition & Outplacement services will help you to protect and enhance your employer reputation through a series of actions that show each employee is cared for and not simply forgotten about once they depart the organisation.

We can help departing employees find their next opportunity by providing them with career counselling and coaching, highlighting opportunities for upskilling, and helping them with CV and interview preparation.

We also recognise that restructuring can have a substantial impact on those who remain within the organisation. Some may be disheartened and demotivated by colleagues leaving and those moving into a new role or department may find the transition difficult. Our services extend to providing these employees with the coaching and support they need to remain motivated and become advocates for your organisation.

Industries We Work In

Ever since our inception in 1993, we have evolved and developed consistently and now boast over 30 years of experience in providing catered recruitment services to Fortune 500 companies operating in diverse areas.

Despite being the recruitment partner of choice in 20-plus industries, we will never rest on our laurels. Innovation is rooted in our culture and our aim is to continue to disrupt the industries in which we operate.