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Insider tips for choosing the right RPO partner

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Insider tips for choosing the right RPO partner

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Selecting the right RPO partner is crucial for your organization’s success. With a variety of providers in the market, making an informed decision can be challenging. Following are top tips when considering an RPO partner. 

1. Define your objectives and needs

The first step in choosing the right RPO partner is to clearly define your organization’s objectives and needs. Consider factors such as your current recruitment challenges, future growth plans, and specific talent requirements. Do you need help with volume hiring, niche skill acquisition, or a complete overhaul of your recruitment process? By understanding your unique goals, you can narrow down RPO providers that specialize in the areas most relevant to your organization. 

2. Assess provider expertise

It’s essential to evaluate an RPO provider’s expertise in your industry and region. Look for providers with a track record of success in similar organizations or industries. Explore case studies, client testimonials, and industry recognitions to gauge their capabilities. An RPO partner with domain knowledge can better understand your specific talent needs, ensuring more efficient and effective recruitment. 

“RPO is never a one-size-fits-all solution. The key to selecting the right RPO provider is finding one that truly understands your unique needs, values, and long-term objectives. A strong RPO partnership should be built on the foundation of customization, transparency, and commitment to your success.”

— David Whittingham-Jones, Vice President, Growth, EMEA and North America

3. Analyze service offerings

Different RPO providers offer various service models, ranging from end-to-end recruitment to specific components of the process. Determine which services align with your organization’s needs, as well as if they can be tailored. For example, if you need additional support in areas like sourcing and engaging diverse talent, engaging an RPO with this capability is an important factor to take into consideration. Additionally, ensure the RPO partner can scale up or down to accommodate fluctuations in your recruitment needs without disruption.  

4. Evaluate technology capabilities

RPO leverages technology to optimize recruitment processes and enhance candidate and stakeholder experiences. It is crucial to evaluate the technology stack and tools offered by RPO providers, while also ensuring that their advice aligns with your unique requirements and budget, rather than simply recommending technology associated with their contracts. A good RPO provider will have a proven track record of implementing and managing customized technology solutions that drive results for their clients. They should also have the expertise to assess your existing recruitment technology and identify areas for improvement, as well as the ability to seamlessly integrate new technologies into your existing process. 

If you’re eager to explore how an RPO solution could work for your organization or if you have any questions about how RPO can transform your talent acquisition process, don’t hesitate to get in touch with our team of experts.  

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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Unlocking talent: 3 signs your business needs Recruitment Process Outsourcing

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Unlocking talent: 3 signs your business needs Recruitment Process Outsourcing

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Recruitment Process Outsourcing (RPO) is a unique and highly effective talent acquisition solution. RPO is defined as outsourcing all or portions of your organization’s recruitment process. By doing so, you can achieve significant benefits, including cost savings, enhanced efficiency, improved quality of hire, and more. In this article, we’ll explore three significant signs that your business may benefit from an RPO partnership to address your talent acquisition needs more effectively. 

RPO is not just about finding the right talent; it's enabling agility and scalability in the recruitment function and ultimately, optimizing the entire recruitment process and strategy to boost efficiency, improve quality, and reduce overall costs. In a competitive market, RPO can give you the competitive edge to acquire the skills you need in your business."

— David Whittingham-Jones, Vice President, Growth, EMEA and North America

1. Uncertainty of hiring needs and difficulty with workforce planning is requiring your organization to be more agile and scalable:

During times of economic uncertainty, geopolitical unrest, and unprecedented skills shortage, many organizations are challenged with creating agility within the recruitment function. This often causes the need to reduce headcount within talent acquisition with some fear that hiring needs will shift extremely quickly causing the business to turn to higher-cost solutions to hire. RPO partnerships are designed to shift a traditional fixed-cost infrastructure to a variable cost and deliver an outcome-based result. Hudson RPO’s “always on” approach will scale to meet the needs of your business and deliver a world-class experience for candidates and hiring managers alike.  

2. Recruitment costs are climbing:

An RPO partnership reduces the overall costs in the talent acquisition function by reducing or eliminating the need for agency hiring and delivering higher productivity through the efficient use of tools, training, and technology. Additionally, an RPO can also inherently help improve your employer-of-choice status, which will help engage and persuade top talent to join your organization.   

3. Outdated, or lack of access, to recruitment technology:

Recruitment teams rely on technology to find, engage, and persuade top talent for enhanced candidate experiences. Building a technology stack that is both fit for purpose and budget-friendly can be transformative but challenging. RPO partners serve as subject matter experts and provide the right technology in their solutions that enable the recruitment operation. They seamlessly implement and integrate customized technological solutions into your RPO solution.

Leveraging an RPO partnership can deliver the agility and scalability you need to survive and flourish in the current business climate. It can also deliver your desired talent acquisition outcomes, including process efficiency, tech-enablement and overall cost-savings. As a comprehensive, scalable, and cost-effective approach to talent acquisition, a quality RPO partner can serve as a strategic asset that drives your organization’s success. 

To learn more about how an RPO partner can save costs and drive exceptional results, reach out to a Talent Expert to find out more. 

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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Celebrating Renewable Energy Jobs This Earth Day

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Celebrating Renewable Energy Jobs This Earth Day

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Despite some recent administration pushback to clean energy mandates, the industry is continuing to expand and thrive. According to the U.S. Department of Energy, in 2023, clean energy employment increased by 142,000 jobs, which accounts for more than half of new energy sector jobs.

A career in renewable energy is generally considered a good option due to its strong job market, positive societal impact and high earning potential. For example, the average annual salary for a renewable energy engineer is $111,552.

Though the energy industry is still adding jobs in fossil fuels, positions in solar and wind project development are climbing at a much faster rate. The sector is expected to continue growing, ensuring long-term stability and advancement opportunities.

According to the U.S. Department of Energy, since 2020, jobs in clean energy have grown by 400,000, showing a growth rate of 12.8%. This is faster than the rest of the energy sector, which added more than 452,000 net jobs for a growth rate of 9.7% over the same period.

There are several career path options in this industry – from engineering and project management to policy and finance.  Specific examples of roles include wind and solar technicians, energy efficiency specialists and regulatory specialists.

Another key benefit to working in the renewable energy sector is that it is not necessarily impacted by economic downturns and is generally considered recession proof.

Conclusion

It’s important to keep in mind that the industry is constantly evolving, so professionals need to be constantly expanding their skill sets and knowledge to stay current with industry regulations and trends.

If you’d like to learn more how Hudson RPO can help with the recruiting process for renewable energy, please 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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Creating a Globalized Workforce Strategy in an Era in Talent Chaos

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Creating a Globalized Workforce Strategy in an Era in Talent Chaos

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The talent acquisition landscape is evolving day by day, minute-by-minute. While it’s difficult to stay ahead of the curve, being armed with the right information and tools can help TA professionals lead with confidence.  

Hudson RPO Chief Administrative Officer Jeff Bettinger recently had an engaging conversation with Everest Group Practice Director Lokesh Goyal on the criticality of agile global workforce strategies while being mindful of local nuances – a term we like to use is “Glocalization.” 

Beyond Cost Savings: The Benefits of Globalization

Bettinger points out that the benefits of global expansion go beyond cost saving to achieving greater innovation, resilience and speed to market. And while there are significant advantages to becoming more global, it’s critical that expansion is well planned and informed by data, such as Talent Analytics, to help determine where best to establish centers of expertise that have access to the needed talent and resources. Planning ahead for future workforce needs by diversifying talent acquisition strategies helps ensure organizations can get the talent they need and at the scale that works for their organization. 

Attracting and Retaining Top Talent

And even though there are new technologies and services being continually introduced, TA leaders still struggle with attracting and keeping top talent across key geographies. Key strategies include creating both streamlined processes and an effective employer brand that focus on resilience and diversification. This also helps find people with in-demand and niche skills because it widens the talent pool net. 

Expanding geographically to business hubs such as Hyderabad, Bangalore, Singapore and Hong Kong help companies acquire niche expertise in fields like tech and engineering. Looking at these areas can also help with cost optimization. Regions such as Southeast Asia, Eastern Europe and Latin America can offer reduced labor and operational expenses.  

Globalization Minimizes Risks

A distributed workforce reduces dependence on a single region and can minimize risks, such as regulatory changes and economic and socio-political instabilities. 

Expanding into other regions can also help with companies’ employer brand by creating increased workforce agility and flexibility for workers who may wish to experience different parts of the globe. 

Enhancing Diversity

Globalization also plays a key factor in enhancing diversity. It’s proven that diverse teams are better at innovation, flexibility and dealing with ambiguity. Through the use of Talent Analytics, Hudson RPO is able to counsel organizations on the most effective geographic areas to target for expansion. 

Global-Minded Leadership

And as much as picking the right region is critical, it’s also important to find leaders who think globally and are open to new ways to innovate and solve problems. Not everyone has the unique skills that are needed to manage across time zones, cultures and differing digital tools. At Hudson RPO, we have a robust Talent Intelligence tool that helps us focus on what’s needed for a particular role and organization, and helps us identify the transferable skills needed to succeed.  

Leaders also need to be adept at managing these remote teams in a way that they can nurture the skills and innovation needed to achieve business goals and attain true globalization.   

Bettinger notes that those companies that invest in resilience and culture will have better reputations with internal and external audiences, thereby creating better business outcomes.  

This article is based on a paper written by leading research firm Everest Group and commissioned by an industry leader in talent acquisition, Hudson RPO. The paper delves into key topics, including DEIB, leveraging AI and measuring the value of RPO programs. 

Listen below to the webinar, “Globalized Workforce Strategies in an Era of Talent Chaos” featuring Hudson RPO’s Jeff Bettinger and Everest Group’s Lokesh Goyal.  

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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Key Takeaways from the Podcast 2024: A Year of Market Uncertainty

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Key Takeaways from the Podcast 2024: A Year of Market Uncertainty

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Listen to an insightful conversation between Elliot Clark, CEO of HRO Today, and Jake Zabkowicz, Global CEO of Hudson RPO, on business insights and strategic planning for 2025.

The past year has been marked by economic sluggishness, resulting in low voluntary turnover and reduced hiring activity. Businesses experienced record-low attrition, which, while stabilizing the workforce, also posed challenges for long-term workforce planning.

The Outlook for 2025: A Return to Normalcy

Looking ahead, hiring activity is expected to increase, particularly in commercial, sales, engineering, and manufacturing sectors. As companies prepare for a market correction, investing in technology and strategic hiring practices will be critical to maintaining a competitive edge.

Preparing for Talent Demand Fluctuations

To ensure agility in workforce planning, organizations should conduct a thorough talent acquisition (TA) audit. This assessment will help identify inefficiencies and optimize processes for scalability. Additionally, selecting the right TA partners and leveraging market insights will enable businesses to navigate a competitive hiring landscape more effectively.

The Rise of Internal Mobility and Boomerang Programs

Companies are increasingly focusing on internal mobility initiatives to enhance employee development and career progression. Additionally, rehiring former employees—commonly known as boomerang hires—is emerging as a strategic way to reintegrate experienced talent into the workforce, reducing onboarding time and increasing retention.

Regional Hiring Trends to Watch

Hiring trends vary significantly across global markets. The U.S. and Latin America are showing early signs of hiring growth, while the Middle East is experiencing a rebound. In Europe, hiring activity is expected to pick up in the third or fourth quarter of 2025. Although technology hiring remains sluggish, projections indicate a gradual recovery later in the year.

Why You Should Listen

This podcast offers invaluable insights for HR professionals, talent acquisition leaders, and business executives seeking to refine their workforce strategies. With expert analysis on hiring trends, economic forecasts, and strategic planning, this discussion provides actionable steps to help organizations navigate the evolving job market with confidence.

Don’t miss this opportunity to gain a competitive advantage—tune in to the full conversation and equip your team with the knowledge needed to thrive in 2025 and beyond.

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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Key Takeaways from the Hudson RPO Podcast: Navigating the Talent Acquisition Landscape in 2025

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Key Takeaways from the Hudson RPO Podcast: Navigating the Talent Acquisition Landscape in 2025

Content Team

The latest podcast episode from Hudson RPO includes an insightful conversation between Elliot Clark, CEO of HRO Today, and Jake Zabkowicz, Global CEO of Hudson RPO.

This discussion shares crucial insights into the evolving talent acquisition (TA) trends and what businesses need to prepare for in 2025. Here are the main points you’ll want to know:

  • 2024 Trends and Challenges: Economic growth slowed, voluntary turnover dropped, and hiring was limited. Companies found themselves navigating through the “Great Hesitation” phase.
  • Preparing for Growth in 2025: While 2024 was quiet, signs of a market rebound are emerging. Companies must prepare for an uptick in hiring, especially in sectors like commercial sales, engineering, and manufacturing.
  • Actionable Advice for Companies: Jake stresses the importance of conducting talent audits, optimizing recruitment processes, and ensuring the right technology infrastructure to manage future hiring demands.
  • Focus on Strategic Talent Programs: Boomerang programs and internal mobility are becoming key strategies to attract and retain talent.

As we look ahead, Jake emphasizes long-term planning, especially considering the current economic landscape and future demand for talent. Now is the time to reassess your TA processes and ensure you’re ready for the changes ahead.

Why You Should Listen

This podcast offers actionable insights on talent acquisition strategies, technology investment, and workforce planning that can make a significant difference for your business in 2025 and beyond. Don’t miss the opportunity to hear directly from experts on how to stay ahead of the curve in this shifting market. Tune in now to get the full breakdown and start preparing your talent strategy for the future.                     

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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What is RPO?

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What is MSP?

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