Archives for September 2023

Beyond the office walls: the power of flexible work models

Beyond the office walls: the power of flexible work models

Content Team

When navigating the ever-evolving modern workplace, many companies are thinking about the future of the office and flexible working models. Although the benefits of in-person collaboration and culture-building are undeniable, flexibility and work-life balance are still top considerations for talent. Alexandra Delaney, Hudson RPO’s Director of Client Solutions in the Americas region, delves deeper into the subject.

I find myself grateful to be part of an organization that recognizes the value of a flexible work model with remote options.”

Talent considerations

“The push for a return to the office and more structured ways of working is understandable. Leaders often see the office as a hub of creativity, a place where ideas are born from spontaneous conversations and shared experiences”, says Alexandra. “However, this perspective may inadvertently overlook the diverse needs of employees as well as potential talent that lies beyond the geographical boundaries of the office.”

A great example of this is the ‘Returning for Good’ report by Unispace, that finds that 72% of companies surveyed from across 14 different countries now say they have mandated office returns. Interestingly, almost half of those who mandated a return to the office now report a higher level of employee attrition, and 29 per cent are struggling to attract the talent they need.

Research amongst the Hudson RPO talent experts in our APAC region, has concluded similar findings. Notably, our talent experts noted a trade-off in quality candidates when mandating a return to the office that didn’t reflect an industry requirement or added value to employees.

Returning to the office and restructuring work-options is a decision that has knock-on effects for your existing and prospective talent pools. Especially when a change is mandated, without considering how this adds value-add for your employees.”

Alexandra’s experience

Alexandra has personally experienced firsthand the importance of a flexible work model: “When my husband was diagnosed with cancer, I became his primary caregiver. It was a challenging time, filled with doctor’s appointments, treatments, and the emotional toll that such a diagnosis brings. I was fortunate to work for an employer who understood my personal needs and didn’t add to my stress by requiring me to come into the office during his treatment and recovery.”

“Without this flexibility, my situation could have been drastically different. The added pressure of commuting, managing my workload, and maintaining a presence at work, all while caring for my husband, would have been overwhelming. Having the flexibility to focus on both aspects of my personal and professional life while maintaining a sense of privacy was incredibly helpful and provided me the opportunity to stay in a role I love and provide the care my husband needed during a critical time.”

Flexibility fueling performance

Alexandra believes the assumption that employees prefer to work from home out of laziness or a desire to shirk responsibilities is a misconception. “There are countless circumstances, some as extreme as mine and others less so, that necessitate the option to work from home. It’s not always about wanting to escape the office environment, but rather about needing the flexibility to manage personal circumstances while still contributing professionally.”

Research by Gartner earlier this year on radical flexibility explored the concept of giving employees flexibility not just when and where they work, but also with whom, on what and how much. According to their research, flexibility boosts the percentage of employees defined as high performers increases by 40 per cent while drastically reducing burn-out risk.
 
“In my experience, I’ve found that I am more productive working from home,” Alexandra says. “The elimination of commute time and the flexibility to create a personalized work environment, significantly increased my productivity. Despite not being physically present in the office, I’ve maintained excellent relationships with my coworkers, and my work-life balance and mental health have improved significantly.”

Is the way you shape work attractive to talent?

For companies considering a change to work arrangements, it’s crucial to consider the diverse needs of employees and the potential benefits of a flexible model. By doing so, they can attract and retain top talent, build trust, and create a supportive environment that values the well-being of their employees. Do you want to learn more about how the way you build work shapes your talent attraction and retention, talk to one of our talent experts 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.

Related articles

Hudson RPO Celebrates 14 Consecutive Years on HRO Today’s Baker’s Dozen List of Top Global RPO Providers

Hudson RPO Celebrates 14 Consecutive Years on HRO Today’s Baker’s Dozen List of Top Global RPO Providers

Content Team

Achieves Record Best Ranking of 6th Place Overall
Annual Client Satisfaction Survey Reflects the Views of Senior HR Decision Makers

OLD GREENWICH, CT, September 20, 2023 — Hudson RPO, a leading global total talent solutions company owned by Hudson Global, Inc. (NASDAQ: HSON), announced today that for the 14th consecutive year it has ranked among HRO Today magazine’s Baker’s Dozen list of top enterprise recruitment process outsourcing (RPO) providers. Hudson RPO’s ranking improved to #6 position, a new company record in the “Overall Enterprise RPO Leaders” category, surpassing its previous best of 9th place.

“Our inclusion on the Baker’s Dozen list for top global RPO providers for the 14th consecutive year is reflective of the best-in-class services we continue to deliver to our clients. This year’s 6th place overall finish marks an all-time best for Hudson RPO and is a testament to the strength of the relationships we have forged and nurtured with our clients over the years,” said Jeff Eberwein, Global CEO of Hudson RPO.

“We believe we are well positioned to capitalize on our enhanced reputation and brand awareness to gain market share and take advantage of opportunities arising from a burgeoning RPO market and increasing adoption of outsourcing services worldwide,” added Mr. Eberwein.

Alongside its highest-ever overall ranking, Hudson RPO also received recognition in three additional key areas: Breadth of Service, Size of Deal, and Quality of Service. These distinctions underscore the company’s focused commitment to client excellence through high-quality, end-to-end solutions.

The annual RPO Baker’s Dozen 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.

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 www.hudsonrpo.com or contact us at [email protected].

Investor Relations:

The Equity Group
Lena Cati
212 836-9611 / [email protected]

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.

Related articles

The Learning & Development teams of the future

The Learning & Development teams of the future

Content Team

As skills-based hiring gains momentum, Learning & Development departments are transforming. The traditional role of L&D as providers of specific skills is shifting focus towards future skills pathways. Find out what the L&D teams of the future look like in this blog, based on insights from our whitepaper ‘The Future of Learning’.

Personalized learning

To capture employee attention, L&D teams are shifting away from traditional classroom-based training and embracing personalized and engaging learning experiences. These experiences utilize various methods, such as micro-learning, gamification, and peer-to-peer teaching, to create an environment that resonates with different learning styles.

By providing these immersive experiences, L&D teams can enhance engagement and retention rates, ensuring that employees not only acquire knowledge but also apply it effectively in their roles.

Building a culture of learning

Empowering individuals to take control of their learning journey is crucial for the future of L&D. By fostering a sense of ownership, employees become proactive in seeking out relevant resources and experiences. This responsibility extends beyond the L&D department; managers also play a vital role in creating an environment that prioritizes continuous learning.

To cultivate this environment, managers should motivate their teams to pursue learning opportunities, model a culture where challenges are seen as learning opportunities, and encourage participation in training. In doing so, managers contribute to a culture of learning where professional growth and development are deeply ingrained within the work culture.

New roles in L&D

The focus has shifted from simply producing content, to curating it. Pleasingly, it is now more than ever, recognized that learning is an ongoing, dynamic process that goes beyond formal training. This shift has also brought about new roles within L&D, such as content developers, learning strategists, and experience designers. These roles ensure that learning initiatives are aligned with business objectives and leverage the latest tools and technologies.

In addition, the L&D teams of the future need to be adaptable and open to experimenting with different approaches. By continually gathering feedback from stakeholders, they can gain valuable insights into how learning initiatives are received and use these insights to create even better experiences in the future.

Strategic alignment

In a world of rapid technological advancements and emerging industries, organizations face significant challenges in bridging the skills gaps of the future. To tackle this, L&D departments are taking a proactive stance in identifying and addressing these gaps. To understand the essential skills for future success and creating pathways to develop them, L&D departments must collaborate closely with a range of different departments.

This strategic alignment empowers organizations to cultivate a future-ready workforce, equipped with the competencies necessary for adaptability and resilience. However, the strategic role of L&D goes beyond filling future skill gaps—it also plays a pivotal role in talent recruitment and retention. Effective learning programs attract individuals who value professional growth, while fostering job satisfaction, engagement, and loyalty among existing employees.

Learn more

Learning and Development is evolving to a strategic partner for managers, talent attraction and retention and future workforce planning. Learn more about the ever-changing landscape of learning, development and skills-based hiring in our whitepaper series with Future Talent Learning.

Building a Skills-based Organization
Audit your existing skill supply and build learning pathways to fill the future requirements of high-performing teams.
Learn how
Leadership Mindsets for the Future
Evolve your leadership skills. Create a culture that retains. Discover what's on the horizon for the leaders of the future.
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Purpose, Culture and Belonging
Embed culture and purpose in your value proposition. Create a sense of belonging to bring out the best in your people.
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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.

Related articles

4 tips for Life Sciences recruitment with Gary

4 tips for Life Sciences recruitment with Gary

Content Team

According to the 2023 U.S. Life Sciences Outlook Report by the CBRE group, life science employment reached a record high at the start of 2023. The San Francisco Bay Area, Boston, and Seattle were the fastest-growing markets. In this environment, talent acquisition leaders and hiring managers must continuously explore innovative ways to attract talent, says Gary Jones, director of life sciences recruitment at Hudson RPO in the Americas. These are his top tips when competing for talent in the life sciences candidate market:

1. Make your mission theirs

Your mission is unique. Do candidates know what it is? In the life sciences industry, candidates are often fueled by their unique skills and ambition to improve quality of life and health outcomes. What you can offer them is the opportunity to drive innovations in precisely that area. Make sure candidates can see how their skills plug into projects and real-life innovations. You are offering more than a job opportunity; you are inviting candidates to be part of positive change and innovation.

2. Ignite passion for learning

Another unique element of the life sciences industry is the unmatched level of research and development. Consider building a recruitment process that highlights your commitment to learning and professional development. Share how your employees have collaborated on cutting-edge research, how they have been supported to stay at the forefront of scientific advancement. By showcasing a culture that thrives on learning and development, you are tapping into a core aspect of what attracts people to the industry.

Recruitment in life sciences is so much more than filling roles; it’s about building teams that shape the health and life-quality innovations of tomorrow. In a competitive landscape, a compelling employer brand and an efficient recruitment process are key. But the magic happens when candidates see not just a job, but a chance to collaborate and innovate with experts from diverse scientific domains. It’s about inspiring them to create the exceptional.”

3. Create a compelling brand

There’s an abundance of great opportunities for today’s life science candidates. A compelling employer brand can set you apart from the competition. A great brand encompasses more than the values displayed on your website; it is the lived experience of the people in your business. Articulating this authentically, for example through testimonials, online reviews, and social media, shows candidates what they are signing up for beyond the job description.

4. Build an efficient recruitment process

In the competitive life sciences industry, it is key to optimize your recruitment process. Many candidates consider the recruitment process a reflection of the way you work. Acting swiftly and efficiently not only prevents top talent from slipping through your fingers to competitors, but also shows candidates appreciation for their skills and time. Do away with redundant steps in your recruitment process and ensure clear communications throughout.

Does your recruitment strategy attract top talent?

In a competitive market requiring niche skills, talent acquisition is always evolving. This means talent acquisition professionals and hiring managers are always exploring innovative ways to attract talent. You don’t have to go at it alone. Hudson RPO has partnered with many renowned life sciences organizations to build transformative recruitment strategies. Get in touch with our talent experts to find out how you could benefit from a partnership with Hudson RPO.

This article was originally published in 2019, and we have since updated it with the latest insights of our talent experts to share actionable and relevant talent advice. Original Article: https://www.hudsonrpo.com/blogs-articles/life-sciences-recruitment-advice-discover-how-to-compete-for-talent

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.

Related articles

Talent pooling with expert Tom: five steps to take before you start

Talent pooling with expert Tom: five steps to take before you start

Content Team

Before diving into talent pooling, it’s crucial to lay a solid foundation for success. These five essential steps will help you navigate the initial stages of talent pooling and ensure that you are well-prepared to build a thriving talent pool. From gaining internal alignment to mapping your talent needs and selecting the right technology, use this guide to embark on your talent pooling journey with confidence.

1. Get your team on board

Talent pooling can decrease time to hire while improving the quality of candidates, but it is a long-term project that requires time, consistency, and investment. Before you start, ensure you have full buy-in from management and your team.

2. Map your needs

Previous patterns of recruitment and workforce planning are great tools to identify which roles would benefit from talent pooling. Other factors you may want to consider regularly recruited roles and any anticipated future hiring needs, like specific projects or introducing new teams, for example. Establish the criteria for which candidates should be added to the talent pool at this stage too.

3. Get the technology

Ensure you have the right tools in place to build and nurture your talent pool. A good applicant tracking system (ATS) and Candidate Relationship Management (CRM) system will take you a long way. You might also want to consider a predictive, analytical tool to track job seeking behaviours.

Talent pooling is a smart way to stay ahead in the hiring game. By nurturing relationships with potential candidates ahead of time, we streamline our recruitment process and tap into a pool of at the ready, top-notch talent when we need it most. Embracing talent pooling lets us maximize efficiency and brings exceptional talent on board.”

4. Decide on your engagement strategy

Craft an effective engagement strategy for your talent pool. Articulate your employer value proposition (EVP) and tailor your communication plan so that it resonates with each talent pool segment. Generic, bulk emails have low success rates, so personalize your outreach efforts. It is also recommended to seek input from candidates on their preferences for staying informed and assure them of their privacy and data security.

5. Dedicate time and resources to your talent pool

Building and nurturing a talent pool requires dedicated time and resources. However, the investment pays off with reduced time to hire and a high-quality, engaged pool of candidates at interview. Before building your talent pool, strategize who, when, and how often you will spend time on your talent pool.

Discover how talent pooling can help you drive efficiencies in your recruitment process and engage with top talent before hiring needs suddenly arrive. Get in touch with our talent experts 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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