Your second opinion.

Do you prefer to do the recruitment yourself, yet see the added value of an objective, thorough and competency-based decision making?

In a volatile market, it is no longer enough to know the candidate’s abilities. Facets as leadership potential, business attitudes, and cultural compatibility are also important when making the right decision in the hunt after a new employee or leader for your organisation.

Through a Second Opinion, we help companies feel secure in their recruitment. Based on your requirement profile, we allow the candidates to conduct a careful selection of tests (personality, motivation and ability tests) and then supplement these with a competency-based interview.

The results are collected in a report describing how the candidate matches the requirement profile you have set, as well as a prediction of how the candidate will perform in the role.

Our goal is that our client gets deep insights into the candidate’s competences and skills. At the same time, we do everything in our power to give the candidates new insights and learnings about themselves every time they leave our offices after an interview.

The Service

We combine state-of-the-art assessments tools and competency-based interviews to provide you with the overview you need to make your decisions.

Our consultants compile the results in a report to you. The report includes a description of the candidate’s potential in the current role, the candidate’s strengths and areas of development as well as a summary of personality profile, motivation analysis and skills tests related to selected competencies and current role. For assignments where several candidates are considered for the same role, a general comparison can also be made between the candidates’ results.

The candidate receives direct feedback on analyzes and test results and documentation to take home.

What is included in the process;

  • Competence-based interview

Our consultants together with the client identify relevant competencies for the current role from Hudson’s competency model 5 + 1. A selection of competencies is discussed in the interview, where the questions are made to produce concrete examples of current competence and provide a picture of the candidate’s potential.

  • Personality Profile (BAQ)

The analysis is performed online via the Internet before the personal meeting with a Hudson consultant, and the results are collected based on the selected competencies. Senior positions can also be compared to other “Leadership Profiles”.

  • Motivational Analysis (MDQ)

The analysis is performed online via the Internet before the personal meeting with a consultant from Hudson. The result is collected and evaluated on the basis of a predefined motivation profile, relevant to the role.

  • Ability tests

The test is conducted either online via the Internet or on site before the personal meeting. Hudson offers different types of proficiency tests, such as verbal, numerical or abstract reasoning, depending on the role in question.

  • A report

Our consultants compile the results in a report for you.