Hudson Decreases Recruitment Costs and Increased Retention
CPA Australia is one of the world's largest accounting bodies with a membership of more than 150,000 finance, accounting and business professionals in 121 countries across the globe.
Before Hudson RPO was brought in, the organization was over-reliant on third-party agencies and had issues with retention and lack of visibility on recruitment costs. In response, Hudson designed a solution that would:
- Increase retention across all divisions
- Standardize recruitment practices across Asia network
- Create better visibility on all recruitment costs
- Reduce reliance on external agencies
- Develop and roll out an EVP to improve candidate attraction
The Hudson RPO team delivers permanent roles including senior appointments and fixed- term contracts across all job families globally. Roles have been recruited throughout Asia, in locations including Malaysia, Vietnam, Hong Kong, Singapore and China.
In filling these roles, CPA Australia has access to more than 1.9 million Australian candidates from the Hudson database, as well as access to Hudson’s proprietary recruitment software, Ingenium.
The end-to-end process consist s of managing the recruitment approval process and all internal and external candidates as well as oversight of the assessment and probity processes. Hudson RPO also develops and delivers the overall sourcing strategy, including talent pool development and channel management.
Since launching in 2013, Hudson also has supported a number of strategic projects, which include developing an Employee Value Proposition (EVP) and refreshing both the careers site and all advertising templates. Competency- based interview training and recruitment skills training support hiring manager development, while regular market-update information sessions keep hiring managers informed.
Within the first 12 months, the business was on track to save more than $500,000 in recruitment costs as compared to the previous model and had a range to talent pools developed for traditionally hard-to-fill vacancies. Recruitment metrics are measured and reported monthly. Time-to-fill has been reduced and direct sourcing channels have been successfully developed.