Talent Pipelining and Succession Planning
Talent pipelining comes in handy whenever you have visibility of incoming changes that require forward planning and a pool of candidates that you may need to bring into the business over a period of time. This could be to support a new market entry, contract award and mobilisation, or where you require to build or replace a specific niche skillset. We can engage with the market, identify and build bench strength, maintain candidates’ interest over time, and turn on hiring as your needs solidify.
This allows a shorter time to hire and a pool of engaged candidates ready to access. This approach can also be used to identify team-based moves to make an immediate impact in a new market. We can also work with you to deliver a strong succession plan, assessing the depth of internal talent and augmenting this with external candidates where necessary to ensure that there is a robust process with alternatives to de-risk the ongoing business viability.