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Employement Lifecycle

Click on the phases of the lifecycle for more information
















X

Attract

Challenge

  • How can we attract top candidates for our vacancies?
  • How can we attract high quality graduates with the potential to grow and develop as future leaders?

Solution

  • Be clear on what you are offering
  • Find a recruitment partner who offers specialised solutions
  • Engage a partner who is experienced in graduate market solutions

 

Services

  • Comprehensive attraction programs
  • Proven programs for our specialised graduate recruitment solutions
  • Existing relationships with universities, alumni groups and professors
 

Tools

  • Database searches
  • Creative print media advertising
  • Internet advertising
  • Social media
  • Online and offline networking
  • Referrals
 
X

Transition

Challenge

  • How can we best prepare transitioning employees for future success?
  • How can we support our senior staff to transition with dignity and respect?
  • How do we ensure that the change we are about to embark on is smooth, with risks minimised for the organisation?

Solution

  • Engage an expert who can manage change in a professional way
  • Engage an expert who provides customised, tailored support to senior executives
  • Smooth the change process, reduce risks associated with change, protect your brand and ensure the right people are in the right roles

 

 

Services

  

Tools

 
X

Strategy

Challenge

  • How can I create a talent strategy that will help me deliver my business objectives successfully in the future?

Solution

  • Develop and plan a strategy to have the right people in the right place at the right time

 

 

Services

  

Tools

 
X

Select

Challenge

  • How can we ensure that our hiring managers and recruiters have optimum interview skills to reveal the top candidates?
  • We’re making too many hiring mistakes. How do we better evaluate candidates and improve our hiring decisions?
  • How do we sort through all the candidates to determine final contenders?
  • We’re down to three candidates. How do we know which is truly the right match?
  • How do we select high quality graduates with the potential to grow and develop as leaders?

Solution

  • Train your hiring managers and internal recruiters on tested, industry-leading interview techniques
  • Our tools have been tested on more than 60,000 candidates. Remove the guesswork and start measuring the "Big Five" personality domains: Emotional stability, Extraversion, Openness, Altruism, Conscientiousness
  • Conduct an objective assessment to support fair decision making
  • Couple this with our psychometric tools to feel confident you are making the right decision for your organisation

 

 

Services

  

Tools

  • Interview Guides & training programs
  • Tailored interview guide
 
X

Engage & Retain

Challenge

  • How can we mobilise and re-engage staff following large scale change?
  • With a return to skill shortages, how do we maintain strong career paths within our organisation?
  • How do we create and articulate a clear career path within our organisation?
  •  

Solution

  • Change is all about people. Hudson’s solutions build employee engagement, increase productivity and minimise employee turnover
  • Empower individuals to take control of their own careers, providing them with the skills and knowledge to spring board their careers internally
  • Provide clear definitions of job requirements to assist individuals to know how to be a high performer

 

 

Services

  

Tools

 
X

Develop

Challenge

  • How can we identify potential competency gaps to assist new hires to avoid failure?
  • How can we strengthen our leadership pipeline?
  • How can we be sure an employee will be up to his/her promotion?
  • How can we develop our leaders to become more effective in maximising the potential of their teams?
  • How can we ensure our newly appointed leaders are successful in their new roles?
  • How do we develop a succession management program for senior leadership?

Solution

  • Introduce a robust and fact-based process for succession and development plans
  • Set up your employees for success by identifying potential areas for growth before their promotions
  • Develop managers to link strategy with operational excellence while better combining their technical expertise with people management skills
  • Assist leaders to identify factors that may derail their transition. Assist them to identify quick wins to launch their success in the new role.
  • Develop a succession plan that meets the future needs of the organisation in terms of which, where and when, leaders will be required
 

Services

Tools

  • Business simulations
  • Competency based interview training
  • 360 feedback tool
  • Motivational drivers 
  • Psychometric tools 
  • Reasoning ability tests
  • Personality tests
  • Advanced simulations and tests
  • Personal development planning
 

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HUDSON - FROM GREAT PEOPLE TO GREAT PERFORMANCE®

Hudson (NASDAQ: HHGP) offers highly specialised professional recruitment, recruitment outsourcing and talent management solutions. Clients partnering with Hudson achieve greater organisational performance by attracting, selecting, engaging and developing the best talent for their business. With a global presence of more than 2,000 employees operating in approximately 20 countries, Hudson delivers great people and great performance.