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Why building a strong team is the most important investment your business will make! We help to devise your role/s through GAP analysis and helping you to build an organogram that will see the business succeed. The success of Creegan Talent doesn't lie in making the placement but rather the impact of the individual, through retention. We create a 12-month development planner for every new hire, to help them succeed during that critical stage. #hiring #talent #process #staff #retention Brian Creegan | Rachel Creegan | Malgorzata Glowa-Willemse | Frank Alexander | Cyril Ann Cabrera-de Guzman | Kathleen Langan | Creegan Communications | Stewart Fotheringham

The most recent survey run by the Recruitment & Employment Confederation shows an increase in hiring confidence in recent weeks. We would be keen to know how this translates to the Scottish market? We have tagged a few of our contacts for your thoughts on this? Please forgive the quality of the visual. #recruitment #business #scotland Neil Carberry OBE | Stewart Fotheringham | Rachel Creegan | Matthew Reeves | Warren Reid | Mark Dalgarno | Tom Waddell | Chris Black | Andrew Ferguson | Brian Creegan | Kris Stuart | Craig Finnie | Austin Clark

We are very excited to be working with the fabulous team at Caltech Lifts. We have a fantastic new role for a Technical Administrator based in either Dundee or Glasgow. If you would like more information about this opportunity send a message or your CV to Malgorzata Glowa-Willemse. Watch this space for further roles with Caltech in the next few weeks. #dundee #glasgow #jobs #hiring Brian Creegan | Stewart Fotheringham | Andrew Renwick | Cyril Ann Cabrera-de Guzman | Kathleen Langan | Rachel Creegan | Dundee & Angus Chamber of Commerce

For many years Brian has talked about panic recruiting. That sinking feeling when a key member of the team hands in their notice and you know that you are up a creek with no paddle! We believe that there are three key elements to avoiding this situation. Firstly, regular reviews with the individuals in your team. You will soon gauge whether you have a potential flight risk. Secondly, undertaking a succession planning exercise every 6-9 months to look at who needs supported and upskilled to step up should that key member of staff leave. Lastly, have a shortlist of key targets that you know would be willing to join you and could make an immediate impact. This element is the one we rarely see from SMEs, due to lack of time. To put it into football terms, could you answer who your top target would be for every key role within your business? And if they weren't available, who else would make the shortlist. Proactive recruitment and planning are key areas that many businesses overlook. If you would like any advice or support with this please get in touch and we can arrange a coffee. #planning #people #succession Stewart | Cyril | Malgorzata | Rachel | Kathleen

To all of our American friends, contacts and clients - have a great 4th July! John Christmas | Al Macfarlane | Sean Hundtofte | Kathryn Dutile | MAHAMMAD Qureshi | James O'Flynn | Kimberley Fisher

Great to hear Stewart’s story. Want to hear about the man behind the operation? Rachel Creegan | Cyril Ann Cabrera-de Guzman | Malgorzata Glowa-Willemse | Brian Creegan | Kathleen Langan

Why do you allow yourself to panic recruit? Having a pipeline of talent for each role is vital in order to make the right hire. Putting a job on a job board, is that enough to secure the best person? Having a 360 degree hiring and proactive approach to create that pipeline is the only way to hire, in our opinion. If only you knew someone who had the expertise and time to do this. #pipeline #people #talent Brian Creegan | Rachel Creegan | Stewart Fotheringham | Malgorzata Glowa-Willemse | Cyril Ann Cabrera-de Guzman | Kathleen Langan

That fantastic word, onboarding! Most businesses claims to do it, many without much success for a variety of reasons. So what is onboarding? Is it integrating a new employee into the company? Is it giving your new employee the company handbook? Is it having branded company goodies ready for their first day? Helping businesses to onboard candidates is what differentiates Creegan Talent from your traditional agency "first day check". Onboarding should start the minute a candidate comes into an interview process. Whether they are an applicant, known to the business or headhunted, you should be assessing that individual's strengths and key development areas throughout the hiring process, to create a proper onboarding plan. Why? To be able to onboard correctly you need to know what the successful incumbent requires to hit the ground running and have the required support. We believe that onboarding will play a more crucial part in the hiring process from 2026 onwards due to the upcoming changes in employment law and the fact that each new employee will have rights from day one. But rather than doing it for legislative reasons, why not do it to allow your new starter the best chance of success, which in turn gives your business a quicker return on investment. #employmentlaw #onboarding #success #retention Brian Creegan | Rachel Creegan | Malgorzata Glowa-Willemse | Cyril Ann Cabrera-de Guzman | Barry Marshall | David Wade | Matt Buchanan | Tracey Milne | Dundee & Angus Chamber of Commerce | Forth Valley Chamber of Commerce

Fractional roles have grown in popularity post pandemic, predominantly in the finance sector. What are the benefits of a fractional offering: ? Cost savings ? Flexibility ? Access to specialised talent ? No long-term commitment ? Innovation and a fresh approach At Creegan Talent our fractional offering gives you a team who have helped to build businesses, develop talent and work with stakeholders to retain their top people. We become part of your team, not a supplier to you! #fractional #people #expertise #HR #talent Brian Creegan | Stewart Fotheringham | Malgorzata Glowa-Willemse | Cyril Ann Cabrera-de Guzman | Rachel Creegan | Kathleen Langan | Creegan Communications

In recent times the hiring market outlook has looked a little more than shaky, this is evidenced by large UK recruitment agencies making senior layoffs. For proactive businesses this is an opportunity to identify and communicate with top talent even though there might be no current requirements, preparing themselves for an upturn in the market. To quote billionaire, Ray Dalio, "I think so many people are reactive...they see things in a short term way, they're right up against it." Having a partner who puts an emphasis in approaching and facilitating conversations for top talent will give you the jump once the market gets crowded again! Let us know how you plan to be ahead of the curve when things change? #proactive #talent #hiring #strategy Brian Creegan | Rachel Creegan | Malgorzata Glowa-Willemse | Frank Alexander | Stewart Fotheringham | Cyril Ann Cabrera-de Guzman