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Thank you for providing the right support to my team. It has been an amazing journey so far, and the training programs had a lot to teach our entire team. My company feels more confident than ever with the right professional working with us today.

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3 Human Resource Management Basics Every HR Professional Should Know

3 Human Resource Management Basics Every HR Professional Should Know

Learning more about HRM and its various divisions is important if you are planning to pursue a career in that field. When delving deeper into the subject of HRM, you need to go through all the crucial layers of it. However, you need to start with the basics that lay the warp to the entire system. Human Resource Management is all about managing people to achieve better performance. Hiring people should not be based merely on their technical knowledge but also on their intelligence and their capability to fall into the track with the company’s policies.

Engagement of the employees is an important aspect that needs to be considered when assessing their works. Human Resources is defined as the people who work for the company as a collective whole; they could be the regular employees, contractors, or the company’s workforce. Many people have started to work on a contract basis rather than working full time with a traditional labor contract. Departments such as Interim Management come under this category, and the independent contractors, on-call workers, and temporary help agency workers are also hired with the same stipulations. Here are a few other basics of HRM that you need to understand in order to shift your focus to the right fields.

company’s policies.

1.      Recruitment

Recruiting candidates is considered to be the most visible element of this department, and it always remains a responsibility of the HR managers. Finding the best fits for the company is the main goal of the HR team, and it is an important task since the company’s growth and stability depends on the employees’ intelligence and handwork. When recruitment becomes hard with plenty of candidates to choose from, preselection tools are also used. An in-depth assessment is conducted later on the candidates who pass the initial rounds.

2.      Performance Management

When HR has to handle the performance of the employees in the company, they have to invest more time into appraising their previous works. A defined set of responsibilities are to be taken care of by every employee, and as long as everyone follows this pattern, an efficient group of employees can be formed. When considering IT Management as a team, the HR will have to look into their administrative skills and the technical excellence each employee possesses since it is this team that helps the clients manage their database. No areas are open to being compromised upon; so, the employees need to pull themselves together and work as a team. HR has to ensure that this happens seamlessly.

Performance Management

3.      Learning and Development

This is the area where HR has to study the issues of the employees. As long as the policies used are good, the organization can be managed in an efficient way to take the whole team ahead towards the goal. The budget may be pre-defined in many companies for L&D, and it is distributed amongst the potentials to improve training opportunities and efficiency.

Top 5 Challenges for an Interim Manager

Top 5 Challenges for an Interim Manager

To work efficiently for your company and not grouse about the workload isn’t a feat everyone can achieve with ease. Any average employee would have their goal of making money and dignity out of their job, but not many of them will have the growth of the company on their to-do list. When you are such a person who is committed to a company, the post of an interim manager can be your first step to a better life.

If you want to be a part of Interim Management, you need muster up the soft skills for it. Many companies also select freelancers for the business’s success. You can put your mark on the company if you are ready to put enough effort into it. However, this job comes with its challenges, which can be new to you. Here are a few such challenges that an interim manager is likely to face.

1. Acquisitions Might Be Around the Corner

Anyone who is employed as an interim manager should be ready to put in their best efforts to bring the company to a stable state. The manager will be busy with the assignment, thereby increasing the chance for overlooking the crucial matters in acquisitions. They might fail to plan the acquisition of the next assignment. This is often a tricky part that many of the managers find difficult to cope up with.

2. Working Below Your level

Working Below

As an interim manager, you may work the same tasks you did with your previous job. This could be exhausting if you are not enjoying it; so, you must take the post seriously. Human Resources could be the area where you provide support, but other departments can have control over you as well.

3. Side Tasks

One of the most annoying parts of working as an interim manager is the situation where you have to take up other tasks. It doesn’t matter if you are working for IT Management, you can be assigned other administration tasks if you are competent enough to handle it.

4.  Losing Focus

Many interims face this issue of having a vague focus of what they exactly need from their job. A market and specialty have to be chosen when you are an interim manager. If your conditions seem to be too implausible for an interim manager to handle, companies might decide not to choose you. By choosing your customers, you are also allowing the companies to choose you. Set your focus to a particular area and aim for it when you want to work as an interim manager.

 

5. Insecurities

One of the biggest challenges interim managers will face is the insecurity that keeps simmering within them. You need not be working next week just because you are employed now; so, you could be checking your phone for opportunities. When you are in such a situation, you may think of running off to another place for a vacation, and you stumble upon an opportunity when you plan for the trip. This can keep happening in your life most often.

 

Tips for Running a Successful Executive Recruiting Firm

Tips for Running a Successful Executive Recruiting Firm

If you are into the corporate world that runs on wheels of money, and you want to make a mark for yourself, there are plenty of areas you can focus on. Being the manager of a firm or a huge conglomerate isn’t something you get to bag at the beginning of your career. But how would it feel about working as the person who hires these employees for a company? It would be an interesting task for many, and that has resulted in the growth of executive recruiting firms in the industry. When starting an executive recruiting firm, you need to keep in mind the fact that you exist to hire a top-notch executive for important positions.

 

Executive Recruiting

If you have been planning to start this venture, you might know what this means. It is all about working on strategies to hire candidates for a company that has a vacancy at the highest level positions. A task of gathering people for recruitment of another company; it is usually the responsibility of the Human Resources team of a company, but when the higher positions are to be filled, executive recruitment is required.

Top-level designations that usually come under this section are vice president, CEOs, senior manager, and other similar positions. Interim Management is an area that only a few companies focus on at times of need; when that position is highly valued, and a massive number of candidates have applied, executive recruitment will come into the picture. This form of hiring is also called C-Suite recruiting because almost all the high-level positions in a company have their titles beginning with the alphabet ‘C’.

Since these positions are to be filled with highly efficient players who can take the company to another level, the job of an executive recruiting firm is quite complex. Hiring a person to the IT Management team can be fulfilled by the HR, whereas when their superior is to be selected, your effort matters. When a company relies on you to select the best candidate for the position that is an integral part in the health and success of the organization, you need to be extremely cautious and meticulous with each detail that you come across.

How to Become a Successful Executive Recruiter

1. Understanding the Requirements of the Industry and the Job

Fetching a suitable candidate for the position is not easy because it involves various levels of assessment. When you want to do it right, you need a rough idea about the job description and the persona of the required person. The only formula to understand it better is the research of the company and the industry, and try to learn their requirements.

2. Employee Referral Can Help

Employee Referral

Having a good network is vital in organizing your works and finding the right person for the position. A connection with the company’s current leaders can help you find candidates who fit the position well and possess the required qualities.

3. Confidentiality Matters

Most of the executives would prefer a discreteness in your approach; so, as an executive recruiter, you need to do the right thing to maintain that confidentiality. Use private email addresses or other online networks to contact them.