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Employee Life Cycle

 
 

Attract

  • 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 specialised solutions
  • Engage a partner who is experienced in graduate market solutions
  • Tools

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

 

Engage & Retain

  • Challenge

  • How do we engage our high potentials so that they remain challenged?
  • How can we quantify performance for non sales roles?
  • How can we mobilise our people around a new corporate direction/new strategic objectives?
  • How do we ensure we are meeting our employee engagement proposition?
  • Services

  • Development Centres
  • Talent Engagement Solutions
  • Change management
  • Employer branding
  • Employee value proposition  
  • Solution

  • Engage a provider with custom solutions for distinct talent pools
  • Create a performance indicator by building the link between team performance and the strength of the psychological contract
  • First gain insight on staff capacity for change and identify problem areas requiring additional management attention 
  • Understand and measure the gap between what you offer, what you are delivering, and staff expectations/what they need
  • Tools

  • Advanced simulations & tests
  • Psychometric tools
  • Workforce planning 
  • Psychological performance contract
  • Motivational Drives Questionnaire
  • Management support & training
  • Career Fit Indicator assessments
 
 

 

Strategy

  • Challenge

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

  • TM consultancy
  • Workforce planning
  • Best practice sharing
  • 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  
 
 

 

Select

  • 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?
  • Services

  • Biographical interview
  • Competency-based interview training
  • Motivational interview
  • Business Attitudes and Competency assessments
  • Assessment Centre solutions
  • 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 organisation
  • Tools

  • Interviewing guides & training programmes
  • Interview Manager tool
  • Business Attitudes assessments
  • Motivational & Personality questionnaires
  • Competency & Reasoning Ability assessments
  • Career Fit Indicator assessments
  • Tailored business simulations
 
 

 

DEVELOP

  • Challenge

  • How can we change behaviour to maximise 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 maximising the potential of their teams?
  • How do we develop a succession management program for senior leadership?
  • Services

  • Talent Engagement Solution
  • Analysis & Training
  • Assessment Centres
  • Development Centres
  • Personal Development Planning
  • Consultancy (people mapping)
  • One-to-One Coaching
  • Workforce planning
  • 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
  • Tools

  • Hudson 360° feedback tool
  • Corporate culture
  • Business simulations
  • Competency based interview training
  • Motivational questionnaire
  • Advanced simulations & tests
  • Psychometric tools
  • Reasoning ability tests
  • Personality tests
  • Electronic assessment simulation exercises (EASE)
  • Exercises for management
  • Coaching & feedback training
  • Develop a succession plan that includes who, where and when leaders will be required
 
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HUDSON

Hudson (NASDAQ: HSON) świadczy specjalistyczne usługi z zakresu rekrutacji, zarządzania talentami czy  przywództwa. We współpracy z firmą Hudson, nasi klienci zwiększają swoją efektywność poprzez przyciąganie, selekcję, zaangazowanie, rozwój oraz utrzymanie najbardziej utalentowanych pracowników. Ponad 2000 pracowników w około 20 krajach pracuje na sukces Hudsona.