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Employee Lifecycle



  • Challenge

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

  • Comprehensive attraction programs
  • Existing relationships with universities, alumni groups and professors
  • Solution

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

  • Candidate microsites
  • Social networking
  • Jobs boards
  • Trainee programs


Engage, Retain and Outplace

  • Challenge

  • How do we engage our high potentials so that they remain challenged?
  • How do we support people who are leaving the company?
  • How do we ensure we are meeting our employee engagement proposition?
  • Solution

  • Engage a provider with custom solutions for distinct talent pools
  • Engage a provider with outplacement services to support people who leave the company in finding a meaningful occupation
  • Understand and measure the gap between what you offer, what you are delivering, and staff expectations/what they need



  • 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
  • Tools

  • Full suite of tools at your disposal to support every aspect of the lifecycle
  • Competency workshops



  • Challenge

  • How can we ensure that our recruiters have optimum interview skills to reveal the top candidates?
  • How do we better evaluate candidates and improve our hiring decisions?
  • How do we sort through all these candidates to determine the final contenders?
  • We're down to three candidates. How do we know which is truly the right match?
  • Solution

  • Train your internal recruiters on tested, industry-leading interview techniques
  • Leverage powerful assessment tools to measure the "Big Five" personality domains: Emotional Stability, Extraversion, Openness, Altruism, Conscientiousness”
  • Conduct an objective assessment to guarantee objectivity
  • Couple this with our psychometric tools to feel confident you are making the right decision for your organization



  • Challenge

  • How can we change behavior to maximize engagement, performance and to enhance returns?
  • How can we identify potential competency gaps for 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 train our leaders to become more effective in maximizing the potential of their teams?
  • How do we develop a succession management program for senior leadership?
  • Solution

  • Learn to tailor your employer proposition to increase engagement and performance
  • Introduce a rigorous and consistent selection process which takes away subjectivity
  • 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
  • Train managers to link strategy with operational excellence while better combining their technical expertise with people management skills
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Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.