Talent assessment & selection

Get the insights you need to hire with confidence

When it comes to the long-term health and success of your organisation, finding the right people is one of the most important elements. A great hire is an instant asset, delivering benefits and performance your business can rely on long into the future.

But recruitment is a difficult process. You can often grapple with unconscious biases that lead to favouring people who resemble you, CVs that seem to tick all the boxes, candidates who interview well, or the age-old “gut feeling”.

If you don’t properly assess candidates before the hiring decision, you risk putting the wrong people in critical roles. If they stay, their under performance can ripple through your entire organisation, if they leave you are faced with going through the recruitment process again. Either way, it can be a costly mistake.

Find the right people the first time

Hudson's solutions will assist you to take the risk out of the hiring process. From establishing what highly successful talent in your organisation needs to look like, to assessing and selecting top talent in small or large numbers, Hudson can support at every stage.

Profile success

Profile success

Before you make any hiring decisions, define the Know How, Can Do and Want To needed for success.
 

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Assess graduate talent

Assess graduate talent

If you need fresh talent or are looking for tomorrow’s leaders, our graduate solutions ensure your find the right people.
 

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Assess individual talent

Assess individual talent

Our range of assessment tools takes the guesswork out of your hiring and helps you pinpoint the perfect people.
 

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Volume assessment

Volume assessment

Hudson's Streamline solution will help attract, screen and filter large volumes of applicants quickly and effectively.
 

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"Know how" is no equal for "want to"

Focusing on the “know how” is one way selection processes can fail. Concentrating on technical skills or experience only exposes the first layer of a candidate’s fit for the role.

What’s more, the necessary expertise required in today’s rapidly-moving workplace is frequently changing. Evaluations of current and past performance are soon outdated, and a future focus on whether the candidate “can do” and “wants to” perform in the role is the best approach to assess suitability.