Archives for October 2021

Why Anita loves flexible working so much at Hudson RPO

Why Anita loves flexible working so much at Hudson RPO

Kathi May

Anita returned to Hudson RPO after a gap of several years.  During that time, she started a family, studied, and worked full time for various companies in Melbourne. Anita says that it’s the leadership and culture of trust and flexibility that brought her back.

“Coming back to Hudson RPO was a no brainer – it’s the exceptional leadership and the ability of the business to provide a flexible work environment for all employees that works with where I’m at in my life.”

Anita re-joined Hudson RPO as a Senior Talent Acquisition Partner with our on-site solution at Tabcorp and has enjoyed the experience of learning a new skillset within the Technology sector.

To Anita, the flexible nature of the Hudson RPO culture, means that managing her day in a way that works for her is critical to her success as a parent but also as an employee. ‘I get up early and do a couple of hours of work, followed by some exercise then help my kids with their schoolwork during virtual learning. My days are not driven by my watch. If I want to take the dog for a walk at 11am, I will. I just make sure that I get my work done whilst juggling the demands of a busy household.

Anita and Harper
Anita with daughter Harper

“It’s so important to me to be able to attend my kid’s school activities such as cross country or art shows. I have not been able to do that in previous organisations. So, for me, flexibility and trust are critical,” says Anita.

In addition to juggling a busy household with three young kids, Anita’s eldest daughter, Harper, has just completed filming of a Paramount + television series which required daily commitment for 8 weeks – adding another level of complexity to Anita’s daily routine.

“I was slightly nervous when we found out that Harper was successful in the role as I was also offered this job at the same time. I had an open and honest conversation with my manager who was so supportive and did not want Harper to miss out on such a great opportunity. I won’t forget the feeling of gratitude that I felt following that conversation.”

“You can’t put a price on this level of trust,” says Anita. Between life, work and spending time on set in Harper’s trailer each day, she has been able to make it work, thanks to the flexibility and trust of her team and manager.

Harper on set
Harper on set

Aside from trust and flexibility, Anita was also drawn back to Hudson RPO because of the nature of the work itself.

“Working for Hudson RPO is the perfect blended role. You’re really able to partner with your client, but you also get the opportunity to work on different projects so you’re always learning new skills and collaborating with team members from all over Asia Pacific,” she says.

For Anita, another big draw card for returning to Hudson RPO, was the unique environment that our organisation offers our people.

“I’ve loved the opportunity to be able to work with different client solutions, to share ideas and celebrate success with like-minded people – the collaboration is great. That’s certainly something that drives me and gets me out of bed each day,” she explains.

Flexibility is at the core of our business and our people are supported to work in a way that helps them succeed. For Anita, it’s about balancing her work and family. Of course, everyone’s situation is different, but if you are looking for flexibility and a place to thrive, then click here to read more about life at Hudson RPO, or to check out our current opportunities, click here.

Kathi May Headshot

Kathi May

Regional Director, Marketing & Employer Branding

Kathi leads Marketing and Employer Branding in APAC and is passionate about helping Hudson RPO clients attract, engage and retain top talent through innovative employer branding initiatives.  She works closely with the Client Solutions team to develop meaningful marketing strategies that promote the benefits of recruitment process outsourcing in delivering cost reductions, reduced time to hire and significant improvements in quality of talent, staff retention and recruitment service levels.

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Hudson RPO Celebrates 12 Consecutive Years on HRO Today’s Baker’s Dozen List of Top Global RPO Providers

Annual Client Satisfaction Survey Reveals Top Recruitment Process Outsourcing (RPO) Providers

OLD GREENWICH, Conn., Oct. 05, 2021 (GLOBE NEWSWIRE) — Hudson RPO, a leading global total talent solutions company owned by Hudson Global, Inc. (NASDAQ: HSON), announced today that for the 12th consecutive year it has ranked among HRO Today magazine’s Baker’s Dozen list of top enterprise recruitment process outsourcing (RPO) providers.

2021 Baker's Dozen winner logo

The annual RPO Baker’s Dozen list reflects the views of senior HR decision makers. The list is based on a survey of industry professionals, including RPO clients, who analyze and rank services offered across the market. The Baker’s Dozen survey is considered a leading global indicator of top recruitment outsourcing providers.

“Once again, we are honored to be included on the Baker’s Dozen list for top global RPO providers. I am proud of the world-class service we have continued to deliver to our clients throughout the global pandemic as workplace fundamentals changed drastically. I am very impressed by the resilience shown by our staff, and it is gratifying to know our clients are benefitting from their hard work,” said Jeff Eberwein, Global CEO of Hudson RPO.

“We appreciate the dedicated community of HR professionals who shared their experiences and insights for the Baker’s Dozen. We are also incredibly grateful for the loyal partnerships we share with our extraordinary clients, and I believe these relationships have only deepened throughout the challenging times of the COVID-19 pandemic,” added Mr. Eberwein.

Results of the Baker’s Dozen were based on a client satisfaction survey completed by 500 verified global customers who use recruitment outsourcing services. Respondents rated RPO providers on the overall breadth of service, deal size, and service quality.

About Hudson Global, Inc.

Hudson Global, Inc. is a leading total talent solutions provider operating under the brand name Hudson RPO. We deliver innovative, customized recruitment outsourcing and total talent solutions to organizations worldwide. Through our consultative approach, we design tailored solutions to meet our clients’ strategic growth initiatives. As a trusted advisor, we meet our commitments, deliver quality and value, and strive to exceed expectations.

For more information, please visit us at or contact us at [email protected].

The great resignation: 5 steps you can take today.

The great resignation: 5 steps you can take today.

Content Team

The Great Resignation has seen millions leave their jobs in the spring and summer months, but new talent doesn’t seem in a rush to replace them. Although from July to September this year, in the UK alone hiring increased by 13% and the numbers of employers looking to hire is the highest it’s been in 8 years, organizations are struggling to fill their roles. Similar trends in Australia have seen a record level of jobs growth with 45% increase in job opportunities since January 2021.

If you are struggling to hire the talent you need, in what many refer to as the toughest recruiting environment they have experienced, find the 5 steps you can take today to improve your chances of hiring below: 

three diverse co-workers in meeting
Hiring increased by 13% between July and September this year.

1. Review your benefits and working arrangements

The vast majority of jobseekers are looking for a flexible working arrangement. Every organization has a different definition for flexible working, so make sure candidates understand what this entails for your business. Not every company is able to offer flexible working arrangements, depending on the industry and nature of work. Other benefits like wellbeing offerings, financial benefits, and internal employee programs can be relevant and should be advertised throughout.

2. Be open about what you are offering

Outside of working arrangements, candidates want to see the salary ranges so they can make informed decisions on their applications and offers. Although 70% of professionals want to hear about salary in the first message from a recruiter, most companies are not openly discussing their salary ranges: 40% of UK vacancies and 50% of US vacancies are advertised without salary information and in Australia it is estimated to be as high as 80%. Compare how the salary package levels up to competitors who are recruiting for the same talent and skillsets, adjust if needed and include it with your job advertisement to create a competitive advantage.

3. Consider where you can fill roles by developing and reskilling talent

In a shortage of newly available talent, it is worth considering where talent can be trained, developed, and reskilled. The largest pool of readily available talent might already work in your organization. In other cases, talent that is interested in working for you, but doesn’t tick all the boxes on the list of requirements, could be trained on the job. In times of the Great Resignation, where staff retention is a challenge, training and development alongside appropriate wages and flexible arrangements can be a valuable, long-term investment.

woman pointing to graphs
The largest pool of readily available talent might already work in your organization.

4. Consider a broader marketplace

What roles require someone to be in, and which can be done remotely? Talent is everywhere in the world of remote working, also often making work more accessible to candidates who have families or live in smaller cities. Even though our collaboration and networks have decreased in the world of online working, the authenticity of our connections has increased. For certain roles that require input and connections, going fully remote might not be ideal, while for other roles there is no reason they can’t be done online.

5. Strengthen your employer brand

Many workers’ decision to leave their company and job, has been driven by how they were treated by their employers. Job security and the response to the Covid-19 pandemic are now elements of an employer’s brand. While previous response and decisions can’t be overturned now, part of an employer’s brand is also showing authenticity, and how the company plans to move forward in the future. Other elements of the employer brand such as the benefits, opportunities for learning and development and employer value propositions can be placed on the forefront of communications about job opportunities.

two workers sitting on window sill
Many workers’ decision to leave their company and job, has been driven by how they were treated by their employers.

Hudson RPO is a proven recruitment partner and strategic advisor in uncertain times. If you would like to discuss the steps you can take during the Great Resignation to gain access to the talent you need, get in touch today.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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