Job Candidate Sourcing and Screening

Candidate sourcing is arguably the most critical component of a successful RPO implementation. 

Hudson engages a comprehensive, multi-tiered sourcing strategy for every engagement. With technology continuing to drive innovation, direct and indirect sourcing strategies have become more robust. Early on, we embraced social media, advanced search methodologies, fee-based databases, and niche professional associations and job sites. We combine these tools with our direct sourcing strategies in attracting passive candidates at identified target companies. All of these practices assist us in generating great candidates for hard-to-fill positions today, and in creating pipelines of targeted talent for tomorrow’s needs.

ASSESSMENTS ENSURE TALENT FIT AND MOTIVATION

Our sophisticated talent management capabilities and assessment methodologies further enable us to effectively evaluate candidates to determine if they are the best fit for your organization.

Defining the criteria against which to measure a candidate is the first, critical step in identifying a capable, motivated employee. Hudson works closely with your hiring and HR teams to define Success Profiles (based on the candidate’s personal motivations and competencies) to establish the screening criteria and benchmarks necessary to commence a successful recruitment program. 

PROFESSIONALLY DELIVERED CANDIDATE INTERVIEWS

Quality candidates are interviewed by recruiters to assess fit with the relevant Success Profile and are measured against the Hudson scorecard. Applicants who are not moving forward in the interviewing process receive formal notification that they are no longer being considered for the position.

Our track record of success is largely based on our consistent ability to reduce time-to-fill and, in many cases, eliminate the need to use third-party recruitment agencies.