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Archives for July 2024

Hudson RPO Named One of ‘America’s Greatest Workplaces’ by Newsweek

Tampa, Fla., June 24, 2024 – Hudson RPO has been named as one of America’s 500 best places to work in Newsweek and Plant-A Insights Group’s second-annual ranking of America’s Greatest Workplaces. This recognition highlights Hudson RPO’s commitment to creating an exceptional work environment and fostering employee engagement, even amid a challenging economy.

“At Hudson RPO, we believe that a great workplace is the cornerstone of our success,” said Jake Zabkowicz, Global CEO of Hudson RPO. “Being named one of America’s Greatest Workplaces is a testament to our ongoing efforts to cultivate a positive and engaging work environment. Our employees are the driving force behind our achievements, and we remain dedicated to supporting their growth, well-being and satisfaction.”

To compile this year’s list, Newsweek and Plant-A Insights Group interviewed more than 250,000 U.S. employees, generating more than 1.5 million company reviews across 78 individual sectors. The survey explored key aspects of the workplace, including compensation and benefits, training and career progression, work-life balance and company culture. Hudson RPO’s strong performance in these areas is a clear indicator of its successful employee engagement strategies.

In addition to the survey, the ranking considered each company’s online reputation, diversity and inclusion ratings, and reviews of senior management. Hudson RPO’s consistent positive ratings in these categories demonstrate its commitment to fostering an inclusive and supportive work environment.

According to Nancy Cooper, the Global Editor in Chief at Newsweek, the companies featured in this ranking are noted for their ability to foster environments where employees feel valued and motivated. As a result, these organizations often enjoy stronger client relationships and higher retention rates.

“We are honored to be recognized alongside other leading companies that prioritize their employees’ needs and well-being,” said Zabkowicz. “This accolade reinforces our commitment to creating a workplace where our team members can thrive and achieve their full potential.”

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Media Contact

Tracy Kurschner
Global Communications Manager, Hudson RPO
[email protected]
612.309.3957

Counteroffers and Job Satisfaction: Insights from Hudson RPO’s Latest Survey

Tampa, Fla., July 11, 2024 – A new Hudson RPO survey reveals that many professionals are skeptical about how effective counteroffers are in convincing them to stay in their current role.

When asked if they would stay at their current job if offered a counteroffer, a staggering 73% of respondents said no.

The survey explored the effectiveness of counteroffers in detail. While 57% of respondents had received a counteroffer when they announced their intention to leave, only 27% found it sufficient to stay. Most professionals indicated that a 30% increase in salary would be the minimum acceptable counteroffer to consider staying, with 32% stating that no counteroffer would make them stay.

“Counteroffers are often seen as a quick fix to employee turnover, but our survey shows that they rarely address the underlying issues,” said Hudson RPO CEO Jake Zabkowicz. “Organizations need to focus on creating a supportive and engaging work environment rather than solely relying on monetary incentives to retain talent.”

The survey highlighted several key insights into job satisfaction and the reasons professionals choose to leave or stay at their jobs. The top reasons professionals leave their jobs include having a bad boss (35%), salary and benefits (32%), and needing more of a challenge (17%). Conversely, the primary reasons for staying with their current employer are great co-workers and management (32%), an increase in salary and benefits (25%), and engaging, rewarding work (21%).

When asked about their preferred working environment, a significant majority (84%) favored a hybrid model with some level of remote work, while only 3% preferred working onsite five days a week.

The survey also found that nearly half (46%) of professionals have left their job without having another lined up, indicating a strong willingness to take risks for better opportunities.

About the Survey: The global survey of nearly 350 professionals took place in late June 2024.

Survey results

Has an employer ever given you a counteroffer when you told them you were leaving for another job?

  • Yes: 57%
  • No: 43%

If you did receive a counteroffer from an employer, did it incentivize you to stay?

  • Yes: 27%
  • No: 73%

What is the minimum salary percentage of a counteroffer that would cause you to stay at your current employer, even if you were less than happy with your job?

  • 10%: 8%
  • 30%: 44%
  • 50%: 16%
  • No counteroffer would make me stay: 32%

Are you looking for a new job?

  • Yes: 49%
  • No: 32%

Have you ever left your job without another one lined up?

  • Yes: 46%
  • No: 54%

What is your preferred remote vs. office environment?

  • 100% remote: 13%
  • Onsite 1 day per week: 6%
  • Onsite 2 days per week: 27%
  • Onsite 3 days per week: 43%
  • Onsite 4 days per week: 8%
  • Onsite 5 days per week: 3%

Have you changed employers since 2021?

  • Yes: 51%
  • No: 49%

Has your boss ever talked you out of leaving for another job by promising a better work environment?

  • Yes: 44%
  • No: 56%

What’s the biggest reason to leave one employer for another?

  • Salary/benefits: 32%
  • Bad boss: 35%
  • Too much stress: 14%
  • I’m bored, need more of a challenge: 17%
  • Can’t work remotely: 2%

What’s the biggest reason to stay with your current employer instead of taking a new job?

  • Challenging, rewarding work: 21%
  • Increase in salary/benefits: 25%
  • Great coworkers, management: 32%
  • Company culture: 11%
  • Can work remotely: 11%

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Media Contact

Tracy Kurschner
[email protected]
612.309.3957

How to write an inclusive job description

How to write an inclusive job description

Content Team

An inclusive workplace fosters a sense of belonging, encourages authenticity and open communication, and supports the career growth of all employees, regardless of race, gender, sexual orientation, religion, age, education, or background. This is a tall order, but many companies are working hard to improve inclusivity through shifts in company culture, leadership development, and employee education.

All too often, however, these efforts bypass the job description and seriously undermine inclusion as a result. Job descriptions are the initial touchpoint for a large segment of your prospective talent and where candidates get a ‘gut feeling’ about whether they’ll feel valued and welcome to be themselves at work. It’s increasingly clear that this matters, and not just to minority groups. A 2023 Deloitte survey found that inclusion is very important to employees when choosing where to work. Nearly two-thirds of millennials (64%) and three-quarters of Gen Z (72%) look for information about a company’s commitment to diversity and inclusion before applying for a job.

Read on to learn how to write inclusive job descriptions, so candidates sense they’d be valued by your organization and are more likely to click ‘Apply.’

Make your inclusion and diversity goals clear

Simply sharing the fact that inclusion and diversity matter to your company goes a long way toward attracting a diverse group of applicants. You can convey this company value throughout the job description. For example, you may lead with a brief “What We Offer” or “Working With Us” section that states your commitment to diversity goals, career growth, and work-life balance. In the list of requirements for the role, you can also include the ability to work effectively with a diverse group of employees to further demonstrate that your organization takes inclusion seriously.

Avoid exclusionary language

Certain words used for job titles and descriptions can be off-putting to some people. Though it’s pretty common knowledge that including ‘ninja,’ ‘rockstar,’ ‘wizard,’ and ‘genius’ can make older candidates and women scroll right past your job posting, they still show up in job descriptions. These words hint at a youth-centered workplace and the so-called ‘bro culture’ that is known to make women feel unwelcome. Also, while it’s important to feel confident in what you bring to the table, ‘genius’ or ‘guru’ is not how many highly talented people would describe themselves.

Additionally, keep gendered language to a minimum in job descriptions. For example, words like ‘competitive’ and ‘hard-driving’ are generally associated with masculinity, while words like ‘supportive’ and ‘collaborative’ have more feminine connotations. This doesn’t mean these words should be thrown out entirely, but if you overuse either masculine or feminine words you will unwittingly narrow your applicant pool.

Make sure perks have broad appeal

Highlighting only the presence of a fancy espresso machine or cozy lounge chairs in your job description is a mistake if that’s all you mention. Similarly, mentioning quirky team-building activities like laser tag and bowling afternoons or exclusively offering craft beer at company events might not resonate with everyone. While these activities are not enjoyed by men exclusively, they are more associated with male than with female interests. Include activities that have broader appeal, such as team cooking classes or offering beer, wine, and cocktails at company socials.

Distinguish between requirements and nice-to-haves

A long bullet list of required skills and experience is known to minimize applicant diversity. That’s because women tend to apply for jobs only when they meet most requirements, while men apply even when they meet only some of them. Decide what the ‘must-haves’ are for the role and clarify them on the job description. Then, in a separate section, list the skills that would be great for candidates to have but are not vital.

Back it up

Finally, make sure the picture of an inclusive workplace you are painting in the job description accurately reflects your real office culture. When you foster an inclusive culture at every level of your organization, you’re more likely to retain the wider group of talent your improved job description attracts.

Need hiring assistance? Contact us.

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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Fueling growth with the right talent: India’s services export industry

Fueling growth with the right talent: India’s services export industry

Vinay Mehta

The Indian services export industry has experienced phenomenal growth over the past two decades underpinning the nation’s economic engine.  From IT to rapidly expanding financial hubs, India is a prime location for global companies looking to establish a strategic presence.  However, with rapid expansion comes a critical challenge, attracting and retaining top talent.

In this article we explore some of the key highlights of India’s services economy as well as the expected challenges that will arise from a booming talent economy.

Exponential growth

  • Double the global average:  India’s services exports have surged from $53 billion in 2005 to $338 billion in 2023, nearly doubling the global average growth rate.
  • Fueling the economy: These exports are not just impressive, they account for nearly 10% of India’s GDP, with projections to reach 11% by 2030 – a potential $800 billion engine for growth.

Key sectors driving growth

  • IT Services: Undoubtedly the leader in India’s service sector, IT services comprised almost half (47%) of all services exports in 2023.
  • Professional Consulting: The fastest-growing sector, boasting a 17% annual growth rate over 18 years. This sector offers a variety of specialized services, from management consulting to strategy planning, and business advisory services.
  • Financial Services: The future of finance lies partly in India, as emerging markets capture a growing share from developed markets. This sector includes a broad spectrum of services including banking, insurance, asset management, and financial advisory.

Evolution of Global Capability Centers (GCCs)

Global Capability Centers (GCC’s) in India have transcended their initial role of cost-effective offshoring. Today, they are strategic partners, providing high-value support in critical areas like IT, finance, HR and analytics. 

  • Double the impact: The number of GCC’s has more than doubled, from 700 to 1,580 in just a few years.
  • Revenue boom: Revenues from GCCs quadrupled to $46 billion over 13 years, with employee numbers reaching 1.7 million in 2023.

Challenges ahead

While India’s growth story is impressive, there will be challenges to overcome when it comes to finding the right talent to drive this immense growth forward.

  • Pipeline of talent: Ensuring a steady pipeline of skilled technology talent to meet job market demands is crucial.
  • Resource management: Rapid growth in hubs like Bengaluru is impacting natural resources, with water scarcity becoming a critical issue.
  • Infrastructure and Urban Planning: The strain on infrastructure in major cities necessitates diversification into other urban centers to alleviate pressure and distribute growth more evenly across the country.

Unlocking India’s potential: Partnering for success

At Hudson RPO, we can support this growth with our specialized recruitment solutions and expertise. Your business is unique, so your talent strategy should be too. That’s why all of our client solutions are developed with your unique challenges and goals in mind. Our team of Talent Experts bring:

  • Deep market understanding: We leverage our extensive knowledge of the Indian market to connect you with the top talent you need.
  • Local expertise with global reach: We understand the dynamic nature of the Indian market and can help you navigate recruitment challenges with confidence while drawing on our global network to deliver exceptional outcomes for your business.
  • Scale and agility: We know how challenging it is for businesses to scale talent quickly to match organizational growth ambitions. Our teams can be rapidly deployed to support your business or teams to deliver exceptional talent swiftly.

At Hudson RPO, we understand the complexities of navigating the Indian recruitment landscape.  With our deep market understanding, global reach and ability to scale teams quickly, we are your strategic partner, building the teams of tomorrow, today.

Get in touch with our talent expert Vinay Mehta at [email protected] or connect via LinkedIn.

Vinay Mehta headshot

Vinay Mehta

Sales Director

Vinay joined Hudson RPO in 2024 as our Sales Director in India. With over twelve years’ experience working across business development, client services, vendor management and team leadership he brings a wealth of knowledge and insight into supporting organisations with their recruitment needs. 

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Performance Measurement of Diversity, Equity & Inclusion Strategies

Performance Measurement of Diversity, Equity & Inclusion Strategies

Content Team

This is 10 Ways to incorporate Diversity, Equity and Inclusion into your Talent Acquisition Strategy. Whether you have just begun or are already advanced in your DE&I journey, measuring your progress is a crucial part of any strategy

DE&I measurements can provide a place to start, a baseline to keep track of progress or pinpoint areas in your organizational strategy that need improvement. Measuring diversity, equity, and inclusion can be difficult and should always include input from your employees. This blog discusses how data and metrics can provide important learnings and the common pitfalls to avoid in DE&I measurements.

Data & Insights

Data collection can be done in various ways and, depending on the way you collect your data, will provide different insights. Collecting data should typically be the starting point of a DE&I strategy, as it can provide a baseline for you to track your progress and highlight unexpected areas for improvement in your approach.

Quantitative data can include demographics, such as sexual and religious orientations, ethnicity, or family status. However, it is not always permissible to ask for or use this information, and employees may feel uncomfortable with sharing this kind of information.

An example of another form of quantitative data that could provide useful insights is employees’ participation rate in targeted inclusion initiatives such as training, committees, or employee resource groups.

Quantitative data is helpful for data collection and insights on diversity, but the numbers alone will not tell you the full story. It is important to not only focus on diversity but also on equity and inclusion. This is where qualitative data can help you answer questions like: How are employees feeling about their workplace, do they feel part of their team, and how do their values align to those of the organization? Engagement surveys are a widely used tool to identify potential management issues, but a network analysis can also highlight how knowledge sharing, collaboration, and networks in your organization support DE&I goals.

Analysis & Correlational Metrics

Once you have collected your relevant data, analysis and correlational metrics are the next step to understanding how you should address your DE&I goals or where improvement is needed. When seeking leadership buy-in for your objectives, it can be helpful to use correlational metrics to support the value that your program can bring to the organization.

Correlational metrics can be storytellers when measured against your organizational, hiring or recruitment data. How are different groups making it through your hiring process? Are screening and selection tools applied evenly? Are staff overturns higher in one job family or seniority level? Examples of other correlational metrics include promotion rates, pay rates, and employment status (full time or contract).

Diversity KPIs

Nicki McCulloch, Client Services Director APAC, shares how diversity KPIs can help deliver diversity outcomes. Diversity KPIs need to be considered carefully to make sure they drive the right behavior in your organization. To be successful in DE&I, an organization needs a leadership team that is fully invested in a program and a joint understanding of what objectives should be met across the business.

Pitfalls to avoid in DE&I Measurements

Measuring diversity, equity, and inclusion can be challenging. However, input from a company’s employees is critical to its success. While there are some best-practice examples, copying what other organizations are doing without tailoring your approach to your organization and goals will not be effective long-term. Other common pitfalls are:

  • Authenticity
    Focus your research on what is relevant for your organization and how your data can contribute to insights for your DE&I strategy. A one-time survey is not enough to improve your DE&I.
  • Accessibility
    Make sure the results of your research are accessible to all, as well as the research method itself. For example, make sure the participants of your survey understand what their time and contributions will be used for, how their data will be used and anonymized, and take the necessary steps to ensure everyone who wants to is able to participate.
  • Transparency
    Even if the survey answers are anonymized and confidential, the conclusions of your research and the follow up of the outcomes can still be shared. This will also help assure employees that their time and contributions are valued, taken seriously and that your interest in improving DE&I is genuine.
  • Equity & Inclusion
    As previously mentioned, it is not about diversity alone. It is important to measure equity and inclusion too. DE&I is about more than having a diverse workforce; it is about creating a workplace where everyone feels included and empowered to contribute to your organization’s goals.

Hudson RPO can help you finetune your DE&I goals and advise on the appropriate metrics and technology for your organization. Contact us to find out how we can help. If you would like to learn more about DE&I, download 10 Ways to incorporate Diversity, Equity and Inclusion into your Talent Acquisition Strategy or listen to our podcast.

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

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