Archives for November 2023

Are you exploring new territories in 2024? 5 tips to build a fit-for-purpose talent strategy.

Are you exploring new territories in 2024? 5 tips to build a fit-for-purpose talent strategy.

Content Team

New year, new opportunities. Expanding into new territories is a common way to gain access to new business opportunities and unexplored talent pools. A lean and flexible talent strategy positions your enterprise to build an anytime-anywhere workforce that is ready to maximize new ventures. Alexandra, Director of Client Solutions, shares five tips to help you get started.

1: Articulate your vision

Starting a new year with an expansion strategy is exciting, but charging ahead without a plan can lead to costly mistakes. Before you execute anything, ask yourself these questions about your talent needs:

  • What level of expertise do I need to successfully enter a new geography?
  • What is my projected speed of expansion and growth?
  • What is the hiring landscape like in my target region?
  • What talent do I need to achieve my goals?

When you answer these questions, you paint a clear picture of your requirements, and whether you need to partner with an expert that knows your target market to help you succeed.

2: Cultivate organizational alignment

In an interconnected world, the linchpin to a successful talent strategy lies in effective collaboration across borders and departments. From the C-suite to HR, and the teams and departments ushering in new global teams and hires, cultivating buy-in and cross-border collaboration stands at the heart of expansions. Offer training for effective collaboration, ensure that Diversity, Equity, and Inclusion (DE&I) are integrated from the outset, and emphasize seamless communications and change management throughout.  

In unpredictable markets, we've seen a big uptake in expansions into new global regions where talent pools, currencies and economic climates look more promising and stable. In an interconnected world, opportunities are endless. A robust talent strategy ensures you are ready to maximise these prospects.”

3: Craft a compelling employer brand

Your employer brand is the cornerstone of a successful global talent strategy. Create a positive, dynamic brand that transcends borders. Utilize regional job fairs, localized career websites, and targeted social media campaigns to showcase your workplace culture. Engage with local universities and professional associations to establish your presence. Keep it authentic; your employees are your best brand ambassadors.

4: Leverage HR technology and AI for efficiency

Every moment counts when expanding your business. Underpinning your recruitment process with HR technology and AI can be a game changer. These tools have the potential to streamline your hiring journey and provide the efficiency needed to focus on more strategic elements of talent acquisition. For example:

  • Optimized search: AI-driven Applicant Tracking Systems (ATS) refine and expedite the search for qualified candidates in a new territory.
  • Automated communication: Utilize AI for chatbots and automated emails to maintain seamless candidate interactions while get your team in place.
  • Predictive analytics: Harness AI to analyze data, offering insights into hiring trends and forecasting future talent needs.
  • Cost-effective automation: Implement AI to automate routine tasks, freeing up time for strategic decision-making in recruitment.

5: Evaluate and iterate with data

Results matter in the world of global talent acquisition. Leverage data analytics and feedback from managers, candidates, and employees to continuously evolve your strategy. Evaluate metrics such as candidate quality, talent retention rates, and social media engagement. This data-driven approach informs strategic adjustments, allowing you to replicate successful practices across different regions.

Hudson RPO has extensive experience in building and expanding recruitment strategies on a local and global scale. If you’re ready to explore new territories in 2024 and build a fit-for-purpose talent strategy, 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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Hudson RPO celebrates #1 ranking in APAC on the HRO Today Baker’s Dozen List 2023

Hudson RPO APAC has been recognised as Asia Pacific’s number 1 RPO provider on the 2023 Baker’s Dozen list

The annual Baker’s Dozen reflects the views of senior HR decision-makers. Based on survey feedback, the annual RPO Baker’s Dozen evaluates RPO providers across three key areas: breadth of service, deal sizes and quality of service. It is considered a leading global indicator of top recruitment outsourcing providers. Being recognised for the quality of their overall leaders and quality of service leaders was instrumental in capturing the number one position in APAC. 

We are incredibly honoured to have been recognised as the number one RPO in Asia Pacific on the HRO Today Baker’s Dozen list. These ratings are based on client feedback, so this award is a testament to our people's dedication, commitment, professionalism, and ability to partner with our clients to shape exceptional outcomes. Our mission is to deliver exceptional, high-quality outcomes for our clients and candidates, and this award has cemented those efforts in 2023.”

HRO Today award for APAC

An impressive year 

This year marks the 14th consecutive year Hudson RPO has been recognised on the Baker’s Dozen list and comes on top of an impressive list of achievements in the APAC region this year including recognition in the HREC Awards in China and a finalist in ‘Best RPO’ category in the Seek SARA Awards in Australia .

Our China team was recognised in the 2023 HREC China Recruiting & Staffing Solution Provider Value Awards.
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Looking ahead

As an organisation, we are proud to be recognised for delivering high-quality and strategic recruitment outsourcing services to our clients. Our teams are passionate dedicated and have deep talent expertise, making them the true winners of this award. We look forward to continuing our success in the APAC region. 

Looking to talk talent? Want to know more about how RPO can help your business? Talk to one of our talent experts.  

About the HRO Today Baker’s Dozen List

The annual Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback captured through online surveys from buyers of RPO services.  Using a predetermined algorithm that weighs questions and categories based on importance, scores are calculated in all three subcategories as well as an overall score. The rankings are based on those scores.   

The role of recruiters in AI-enabled recruitment processes

The role of recruiters in AI-enabled recruitment processes

Content Team

The integration of artificial intelligence (AI) into recruitment processes is increasingly playing a significant role in talent strategy. As AI technology advances, new challenges and opportunities continue to rise. Our surveys indicate that 45% of responders believe AI will automate routine tasks and alleviate administrative duties in recruitment. Additionally, 29% see AI’s potential in providing predictive insights for hiring decisions. Yet, only 24% believe AI alone has the capacity to truly enhance the candidate experience. So, if AI enablement has the power to alleviate recruiters from some tasks and not others, what exactly is the role of recruiters in an AI-enabled recruitment process? We asked our experts Stephen, Regional Director of HR & Technology, and Cristine, VP of Solution Design and Tech Innovation.

Recruitment experts possess invaluable human qualities and the ability to build connections between talent and hiring teams that are difficult, if not impossible, for AI to replace.”

First and foremost, it is essential to acknowledge that AI in recruitment is unlikely to directly replace recruiters,” says Stephen. More likely, it will augment their capabilities. Recruitment experts possess invaluable human qualities and the ability to build connections between talent and hiring teams that are difficult, if not impossible, for AI to replace. As we described earlier this year, whether it is the rapport built in a face-to-face meeting or the personal touch of a targeted ad, some aspects of recruitment simply can’t be replicated.

Strategic partnerships

Cristine agrees that AI will have applications for automation, administrative tasks, and predictive insights. “In leveraging those [AI] benefits, I also believe it has the potential to bring back the traditionally consultative nature of the recruitment profession, both for candidates and organizations. I believe recruiters will be more strategically involved in projects like workforce planning, consulting candidates on their career paths, skills-based pathways and development programs to fill future hiring needs, employer branding and other retention-boosting initiatives.”

Data-informed decision-making

“Additionally, recruiters will become data-driven decision-makers, leveraging advanced analytics tools and AI-driven algorithms to assess recruitment performance, candidate quality, and overall hiring strategies”, Stephen says. “This shift will enable recruiters to make more informed choices, optimize their processes, and adapt to evolving market trends, ultimately leading to more efficient and effective talent acquisition with a strategic future-focus. In its current state however, AI needs vast amounts of data. Transactional data from one company is not enough to accurately predict the performance of a candidate, but it is a change we expect to see in the future.”

It isn’t AI itself that will transform the candidate experience, it is the recruiters strategically leveraging AI that will.”

Authentic candidate experiences

According to Cristine, the way AI can transform candidate experiences is generally underestimated. “Mostly because it is not AI that will transform the candidate experience, it is the recruiters that leverage the time AI enablement has given them back in their schedules. If a chatbot can engage with candidates around the clock with common questions and application updates, or if an ATS can integrate administrative duties, a recruiter has time to engage in meaningful conversations around cultural fit, ambition, and soft skills.” These are just some of the areas we predict AI will transform the recruitment process through increased efficiencies and optimizations:

  • Reduce time spent candidate sourcing
  • Skill-based matching between candidate profiles and skill-requirements
  • Improved and automated candidate screening
  • Chat-based candidate communications & support
  • Conduct and analyze virtual interviews

The recruitment teams of the future

The role of recruiters in an AI-enabled recruitment process is evolving. Recruiters should embrace AI as a tool to streamline administrative tasks, gain predictive insights, and enhance the candidate’s experience. By doing so, they can free up time for more meaningful interactions and decision-making while providing candidates with a more efficient and personalized journey. Ultimately, the successful recruiter of the future will be one who can strike the right balance between leveraging AI’s capabilities and harnessing their own unique human skills to build stronger, more productive teams.

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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Hudson RPO Appoints Jake Zabkowicz as Global CEO

Prioritizes Global Accounts & Aggressive Growth

OLD GREENWICH, Conn., Nov. 15, 2023 (GLOBE NEWSWIRE) — Hudson RPO, a leading global total talent solutions company owned by Hudson Global, Inc. (the “Company”) (NASDAQ: HSON), announced today the appointment of Jacob “Jake” Zabkowicz as Global Chief Executive Officer, effective November 15, 2023. As Global CEO for Hudson RPO, Mr. Zabkowicz will lead the vision, strategy, and execution of Hudson RPO’s growth plan. Jeff Eberwein will remain Chief Executive Officer of Hudson Global, Inc. and will continue to focus on capital allocation, acquisitions, corporate strategy, and maximizing shareholder value.

Mr. Zabkowicz, 41, is a seasoned, growth-minded executive who brings to Hudson RPO extensive global leadership as well as operational and business development experience in the talent acquisition industry. Most recently, he was Senior Vice President, Global RPO at Korn Ferry, where he was instrumental in building and growing the firm’s global RPO business during his 10-year tenure. Prior to his time at Korn Ferry RPO, Mr. Zabkowicz served as Director, Solution Design & Implementation at Pinstripe (now Cielo). Mr. Zabkowicz’s experience and insights have been quoted in publications including Bloomberg, Forbes, and USA Today.

“I am excited to welcome Jake to the Hudson RPO team. Jake’s growth orientation and winning mindset will help Hudson RPO achieve its aggressive growth goals,” said Jeff Eberwein, CEO of Hudson Global. “Over the course of his career, Jake has developed a reputation for delivering outstanding client service, building loyal and high-achieving teams, and driving exceptional growth. We look forward to leveraging his expertise to aggressively grow our RPO business and, ultimately, shareholder value.”

“I am thrilled to join the Hudson RPO team and honored to lead such a respected organization towards advancing and cementing our position atop the global RPO market,” said Mr. Zabkowicz. “I have been impressed both by the talent on the Hudson RPO team and the depth of the relationships this team has forged with prestigious clients. Leveraging these attributes, along with Hudson RPO’s strong reputation in the market, I am confident we can drive rapid organic growth globally. This global focus will be squarely at the forefront of Hudson RPO’s go-to-market strategy under my leadership, and I’m particularly eager to target new business in several large and fast-growing markets including healthcare, technology, and life sciences. We have a tremendous opportunity in front of us and I’m excited for the challenge ahead.”

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable total talent solutions.  At Hudson RPO, people, process, and technology come together to ignite transformative change at mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders around the globe to build diverse, high-impact teams and drive business success. Learn more at


Hudson RPO
Tracy Kurschner
612 309-3957 / [email protected]

Hudson Global, Inc. Investor Relations
The Equity Group
Lena Cati
212 836-9611 / [email protected]

Katie Murphy
212 836-9612 / [email protected]

Get to Know
Jake Zabkowicz, Hudson RPO Global CEO

Get to Know
Jake Zabkowicz, Hudson RPO Global CEO

Content Team

With a fresh perspective and a wealth of experience in the recruitment industry, Jake is poised to steer the company towards new horizons. Learn about his distinct perspectives, approach to leadership, and the personal passions that influenced his professional career path.

Two decades of leadership in global recruitment and talent solutions

Jake Zabkowicz’s 20-year career has been driven by a commitment to positively influence his colleagues and clients alike. His journey through operations and technology sparked a passion for recruitment, which he carried to Cielo and then Korn Ferry, where he architected dynamic business and RPO solutions and built leading diverse recruiting teams that have made a global impact in healthcare, life sciences, technology and other sectors. 

How did you get started in the industry?

Out of college, I started at Epic Systems and led EMR implementations before joining WageWorks to manage tech-enabled benefits services. A pivotal call from a veteran’s spouse highlighting the positive impacts recruiting can have on the lives of others steered me towards a career in the industry.

What led you to recruitment?

Being new to the industry, I followed a friend’s recommendation to apply to Pinstripe (now Cielo). I have always been interested in solution design, technology and the world of recruiting, so it was a natural fit for me. My boss at Pinstripe was phenomenal. She taught me so much about the business.

I was later introduced to Korn Ferry, where I spent a decade designing their RPO program and broadening their international reach. My role involved managing an extensive portfolio of RPO partnerships with teams from 10 up to 200 members, alongside driving the expansion of our life sciences business.

How did you come to join Hudson RPO?

Hudson RPO always stood out to me, even when I was navigating the competitive waters at Korn Ferry and Pinstripe/Cielo. There was this one instance where a Korn Ferry client staunchly refused to shift a portion of their business away from Hudson RPO, a clear testament to their commitment and satisfaction. Despite us managing most of their hiring, that remaining 10% was non-negotiable. I had never seen anything like that before in my career up until that point.

The more I learned about Hudson RPO’s team, vision, and culture, the more I understood what Hudson RPO brings to the table. Korn Ferry and Cielo command tremendous clout in the industry, yet Hudson RPO possesses the team and culture essential to becoming a truly predominant RPO player.

What are your goals for Hudson RPO?

My priority is to scale our RPO services and to win more global accounts. Hudson RPO has an exceptional team and the right attributes to accomplish this.

My role involves bringing the best out of each and every team member to accelerate Hudson RPO’s growth, both organically and through strategic acquisitions that align with our culture and enhance our market position. Organic growth will be the priority. I love acquisitions, but they require a careful weighing of numerous factors, including strategic fit, culture, and cost.

What inspires you in your work?

Working with great people – working with great clients and working on a great cause. If you have those three in the mix, anything is possible. My goal is to pave the way for our teams, remove obstacles, and create an environment where they can pursue their passions, innovate, and continue to grow without restraint.

How would you describe your leadership style?

I value authenticity and integrity, understanding the power of ‘yes’ and the necessity of ‘no.’ I’m committed to fostering choice and chances. For me, success is a collective effort, where every voice is part of a harmonious chorus. I invest in top talent; I’m convinced that the strength of a team is each individual, and the strength of each individual is the team.

Did any particular client or project solidify your passion for recruiting?

A talent leader in the pharmaceutical space. She was a visionary. One of those people who talks about saving lives, and how talent acquisition saves lives. That solidified it for me. That’s the most incredible aspect of what we do.

What do you like to do outside of work?

I’m really hands-on when it comes to my kids’ activities. They’re 10 and 12, and right now sports is their world, with soccer (or European Football, as some would say) dominating our weekends.

When I’m not cheering them on from the sidelines, you’ll find me enjoying the peace and regeneration of the great outdoors. Whether it’s hiking, fishing, hunting, or just relaxing by a fire, that’s where I recharge my batteries and find my balance. And when I do get some downtime, I love indulging in my foodie passions – from exploring the world of wines and whiskeys to discussing the latest craft beer trends. It’s all about finding those moments of joy and relaxation amidst a busy life.

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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Joan’s 2023 talent buzzword guide

Joan’s 2023 talent buzzword guide

Content Team

2021 was the year of ‘the great’; the great resignation, the great renegotiation, the great reshuffle. And by late 2022 into early 2023, a different theme emerged – ‘the quiet’. From quiet quitting through to quiet hiring, phrases like career cushioning and rage applying infiltrated our talent vocabularies. Keeping up with these trends can be challenging which is why Hudson RPO expert Joan, has taken a deeper dive into this year’s workplace buzzwords.

Fuelled by changing legislations, uncertain economic environments, and digital transformations, we've seen a seismic shift in the employer-employee dynamic that transforms recruitment and retention strategies.”

Quiet quitting

Quiet quitting made waves in the latter half of 2022, as most trends do, on TikTok. The biggest misconception around ‘quiet quitting’ is that employees are quitting their jobs entirely. Rather, quiet quitting is defined by individuals in the workplace giving up on the idea that going above and beyond is the standard. This trend is sometimes also referred to as ‘acting your wage’ on social media, or ‘quiet thriving’. The trend has continued its trajectory as of June 2023, 59% of 122,416 of global workers that participated in a survey said that they are not engaged at work.

Career cushioning

Another term born out of the quiet quitting theme was career cushioning, or creating a professional plan B. Career cushioning is about maintaining a secondary job or skillset, in order to provide a safety net for a potential job loss. It is estimated that nearly 68% of professionals have taken on proactive ‘career cushioning’ methods, including applying for new jobs, monitoring the job market, or preparing their CVs.

Loud quitting

From quiet quitting also came its successor, ‘loud quitting’. According to Gallup’s global workforce report, loud quitters are those who actively harm an organization, while actively undercutting and opposing its leaders and goals. Almost 1 in 5 employees globally are ‘loud quitting’, and 56% of them report feeling stressed at work citing they would switch jobs even if it means a pay cut.

Rage applying

The term ‘rage applying’, although less extreme than it sounds, describes the act of applying for other jobs as a response to unsatisfactory work conditions. According to  HR Morning trend first emerged in 2023 when a TikTok user said “I got mad at work and rage applied to like 15 jobs and then I got a job that gave me a $25,000 raise and it’s a great place to work. So, keep rage applying. It’ll happen.”

Quiet hiring

In 2022, Gartner identified “quiet quitting” as one of the key workplace trends for 2023. They predicted that HR leaders would counter this by implementing “quiet hiring” strategies. This would mean focusing on internal talent mobility, providing stretch and upskilling opportunities, and leveraging alumni networks and gig workers to meet evolving organizational needs without adding full-time employees.

Quiet firing or quiet cutting

“Quiet cutting” or “quiet firing” is a term used to describe a strategy where organizations avoid firing employees but instead assign them different roles, according to SHRM. This approach is seen as a way to avoid higher unemployment insurance rates and maintain stability during uncertain financial times. However, it can be risky as it may lead to alienating or losing talented employees.

Boomerang employees

According to Joan, the latest buzzword to watch in 2023 is the boomerang employee. As the name suggests, a boomerang employee describes a situation when a past employee who has left an organization returns after having gained employment elsewhere in between.  While the term is not a new adjective, it’s a trend that will pick up pace with organizations worldwide needing to explore alternative ways of accessing talent in a competitive market.  Last month, Salesforce introduced it as a new success metric and is even hosting alumni events for former employees.

The evolving terminology in the workplace and specifically in recruitment, are indicative of the shifting landscape in the world of work. From ‘quiet quitting’ to ‘rage applying’, each trend underscores the increasingly individualized approach employees are taking towards their roles and their professional futures. For employers, understanding these trends and adapting in an effort to address them is key to fostering a resilient and engaged workforce.  Click here to talk to one of our talent experts about the latest hiring and retention trends.

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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