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Career progression in the Centre of Excellence with Gustavo Bonilla

November 10, 2022 by Content Team

Blogs & Articles

Career progression in the Centre of Excellence with Gustavo Bonilla

Content Team

November 10, 2022

Gustavo knows a thing or two about career progression. As the Centre of Excellence (CoE) Delivery Lead in Tampa, it is not only his own career he shapes. Being in the field of talent, naturally he also transforms the careers of others and his team every day. Gustavo shares what it’s like to work at Hudson RPO and his recommendations for anyone looking to join the team in the future!

So where did it all start? After graduating and completing a variety of internships in different fields, Gustavo was searching for a job that would allow him to travel and see the world. His search eventually led him into the world of recruitment. From healthcare to logistics and retail, Gustavo quickly built extensive experience cross-industry. Shortly after he relocated from Orlando to Tampa, his expertise was noted by Hudson RPO recruiters, and we were lucky enough to welcome him into our team.

“I still remember walking into the office. I thought to myself, wow, this could be an incredibly fun place to work. During the interview, I got so motivated by how everyone welcomed me, their ambition, and what they were trying to build. This was at a time when the CoE was still very small, I was one of the first people in the office. I felt like at Hudson RPO, I could learn more and faster than anywhere else. Not even a year later I became CoE Delivery Lead!”

The Centre of Excellence, or CoE for short, can be described as a hub of knowledge and expertise. We like to describe it as our engine room. And for those looking to grow and develop, there is a lot on offer. Whether you want to learn new skills like X-Ray searches, sourcing on social media channels, or if you would like to brush up on existing skills after years of recruiting, you will find it in the CoE. But that’s not all; most importantly there is a learning culture that allows you to learn from senior managers, account managers and seasoned recruiters. As a CoE Lead, it is Gustavo’s job to understand where and how people want to grow and build the road that will get them there.

“We want you to grow, to succeed, and the CoE is the perfect opportunity. From there you can take these skills anywhere your development takes you, for example into a client delivery position. This is because of our consistent training program aimed at developing your skills, the transparency around your development plan and career growth and lastly a network of highly skilled recruiters.”

Structures like these are unique to Hudson RPO. Instead of working on isolated roles for different clients, you get to know one existing account, inside out. Each of them comes with their own set of learning opportunities and teams, which opens avenues for learning at every level. Gustavo believes this is a huge benefit for anyone looking to increase their experience: “You are not stuck in one industry or place. If you have a strong interest in tech or the medical industry for example, there are accounts you can develop into to build your capabilities in recruitment.”

“Hudson RPO invests a lot of time in making sure you get proper training and guidance. Having the time to do this means you get to intensively work on the delivery of quality and an outstanding candidate experience from beginning to end. They make sure you are ready for whatever the world of recruitment could throw at you, I really appreciate that about Hudson RPO.”

But aside from the unique opportunities available, like rapid progression opportunities and learning and development, the company culture is what Gustavo considers the best thing about life at Hudson RPO.

“The company culture is a major win for me, I work with a whole bunch of great people in the office, who I can share my thoughts and challenges with, always. People in leadership are happy to listen to your ideas and open to making changes. This place is built around you and has the space for you to grow into whatever career path you choose.”

Gustavo’s advice for anyone considering joining Hudson RPO?

“If you are looking for key skills that will help you build your career, this is the place for you. The opportunities are there, and if you put in the effort and progression can happen very quickly. There is really no other company that reviews your progression and development with you every six months. Mix that with a great bunch of people to work with, and unlimited access to experience and guidance. I highly recommend it.”

Hudson RPO

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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 China Team recognised in 2022 China Recruiting & Staffing Solution Provider Value Awards for 3rd consecutive year

November 2, 2022 by Content Team

We are thrilled to announce Hudson RPO China Team has been recognised in HR Excellence China’s (HREC) 2022 China Recruiting & Staffing Solution Provider Value Award. This prestigious award was evaluated by 411 HR professionals from 20 different industries and across both multi-national and local companies.

The Hudson RPO China team stood out in its evaluation for market awareness: 40.15% compared to a 30.43% market average. And most importantly for the number of existing clients who would recommend Hudson RPO to others; our China team scored 100% compared to a 79.18% market average.

Susan Fan, Country Director, China for Hudson RPO says,

“We are incredibly proud and honoured to be recognised by HREC with this award for RPO excellence. We have an exceptional team here in China who are viewed by our clients as their trusted partners and advisors. We strive to develop tailored talent solutions that support our client’s strategic growth initiatives, and deliver high-quality talent through a superior experience for candidates and hiring managers.”

About Hudson RPO

Hudson Global, Inc. is a leading global talent solutions provider listed on the NASDAQ. Operating under the brand name Hudson RPO we have delivered innovative, customised recruitment outsourcing solutions in the APAC region for more than 35 years. We provide solutions across all categories of talent – internal, permanent, fixed term contract and temporary. Through our consultative “trusted advisor” approach, we develop tailored talent solutions, designed to meet our clients’ strategic growth initiatives and deliver quality and value.

About HREC

Human Resource Excellence China (HREC) is a high-end, professional, and influential membership organization for professionals in the field of human resources in China. There are more than 3,800 companies joining HREC as corporate members. Among China’s Fortune 500 and Forbes Global 2000, more than 90% of them are members of HREC.

Hudson RPO Celebrates 13 Consecutive Years on HRO Today’s Baker’s Dozen List of Top Global RPO Providers

September 21, 2022 by Content Team

News

Hudson RPO Celebrates 13 Consecutive Years on HRO Today’s Baker’s Dozen List of Top Global RPO Providers

Content Team

September 21, 2022

Annual Client Satisfaction Survey Reflects the Views of Senior HR Decision Makers

OLD GREENWICH, Conn., Sept. 16, 2022 (GLOBE NEWSWIRE) — Hudson RPO, a leading global total talent solutions company owned by Hudson Global, Inc. (NASDAQ: HSON), announced today that for the 13th consecutive year it has ranked among HRO Today magazine’s Baker’s Dozen list of top enterprise recruitment process outsourcing (RPO) providers.

“Our inclusion on the Baker’s Dozen list for top global RPO providers for the 13th consecutive year is a strong indication of the best-in-class quality services we continue to deliver to our clients and the strong relationships we have built over the years. Addressing our clients’ talent needs through innovative and customized hiring solutions especially during this labor shortage market, are fundamental pillars of our success,” said Jeff Eberwein, Global CEO of Hudson RPO.

“We believe we are well positioned to continue to grow our market share and take advantage of opportunities arising from a continuously growing RPO market and increasing adoption of outsourcing services worldwide,” added Mr. Eberwein.

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].

Hudson RPO

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From Olympic talent to talent acquisition: How Conrad went from Rio to Recruitment

September 19, 2022 by Content Team

Blogs & Articles

From Olympic talent to talent acquisition: How Conrad went from Rio to Recruitment

Content Team

September 19, 2022

A unique background

Conrad Rapp’s background in Sports Science enabled him to build a successful career in coaching professional athletes through the Rio and Tokyo Olympics. So how, then, did he end up recruiting some of the brightest minds into Macquarie’s European offices? As you’ll learn, Conrad’s most utilised skills were more synonymous between coaching and recruitment than you may think.

After spending five years working with Olympic and professional athletes as a Sports Physiologist and Strength Conditioning Coach, Conrad was ready to transition into a career that would give him more work-life balance and structure.

“I was getting phone calls from coaches at 11 o’clock at night for 5:30am morning sessions, as well as there being a lot of travel involved. I wanted the ability to continue to do that on the side but really try to transition into a little bit more of a corporate environment,” explains Conrad.

A friend initially introduced Conrad to the world of Recruitment and Hudson RPO. With an open mind and curious demeanour, Conrad decided to give recruitment a go, and joined our Edinburgh centre of excellence as a Sourcing Specialist. The Edinburgh office is considered the engine room of our EMEA region, and where those new to recruitment are given the opportunity to accelerate their learning and hit the ground running.

“I started at the bottom of the barrel, but I found that a lot of aspects like sourcing and the technical components of recruitment came naturally from my research and sports science background. So, I took it on pretty quickly in that sense, and just began to soak up as much as I possibly could,” Conrad says.

From grassroots to Macquarie Group

Within just a year, Conrad was given an opportunity to join the onsite team with our largest global client, Macquarie Group, as a Sourcing Specialist to work with hiring managers, recruiters, and candidates across a range of financial services teams. From a grassroots Sourcer, to practicing as one of the most Senior Talent Sourcing Specialists in the Macquarie Group London team, is a clear indication of Conrad’s ability and a testament to his open-minded approach.

“When I joined Macquarie – it was all new to me. To be honest, I’m not really a big finance type of person, but there are a lot of incredible individuals that work at Macquarie so that was one attractive component,” he says.

Conrad works with hiring managers across the EMEA region; from Luxemburg to London and 21 other Macquarie Group offices across the region, which has given him the chance to work with a highly diverse group of people.

“I come from a diverse background, and I’ve always enjoyed meeting people from different backgrounds. And I feel like that’s a big part of my experience – it’s this big international melting pot. You hear numerous languages and experience different cultures and it’s just an interesting environment. You’re in a very tight-knit community but you’re working on a pretty vast global platform,” says Conrad.

And when considering the juxtaposition of Olympic coaching and working for a global financial services organisation, one might question the appeal for Conrad.

“I find the environment to be very dynamic and fast paced. It doesn’t really feel corporate or large which is quite nice. And I think one of the most attractive elements is the people I interact with – they are incredibly talented and very skilled at what they do,” explains Conrad.

Surprisingly transferable skills

Conrad’s theoretical training in research has lent itself perfectly to talent sourcing, but it wasn’t just his technical skills that he has leveraged in his recruitment career. When asked if there were any similarities between coaching and recruitment, Conrad explains that it comes down to the human aspects.

“In coaching, for instance, we tend to think it has a lot to do with the physical components, but the reality is you’re working with an individual to understand their needs and trying to create an environment to fill those needs. You’re always working towards a goal which is human-centered. Recruitment and coaching are all about being able to understand how individuals work and what their needs are; for individuals, hiring managers and teams,” explains Conrad.

He goes on, “Then there is the cultural fit, understanding what they’re looking for and translating that into finding a role for them. Another aspect I see overlap is when I do project work, you have your eyes on something and you’re always working towards a goal.”

What it comes down to for Conrad, is working with talented people – regardless of the industry. Both his previous role in coaching and now in recruitment gives Conrad the chance to operate in a highly strategic way to achieve optimal outcomes.

“I thought there’d be a pretty interesting fit. I liked the idea that you’re creating these win-win type of scenarios with individuals and an organisation,” he says.

Contributing to the greater purpose

Working for the Macquarie Recruitment team, also means that Conrad gets involved with a broad range of project work outside of BAU recruitment, adding to the job satisfaction and giving Conrad a sense of fulfilment.

“I take on any project work that I can. One of the great exposures that I’ve had with Macquarie was working with the Green Investment Group. I had the chance to work with the newly established solar division, which led to my involvement in building up a new company to house their global offshore wind endeavours,” says Conrad.

Working with the Green Investment Group gave Conrad the chance to see how broad and far-reaching ‘finance’ can be.

“I wasn’t just focusing on finance roles. I was working with Engineers, the CFO, the Head of HR and across technical roles too. It was the chance to work on a variety of roles in order to create a company and get it up and running! There was almost a pressure that came with it and that’s also enjoyable. I mean, it’s good stress, because we could see something ahead of us and it was the chance to get involved in the creation of something big,” he explains.

The highly strategic and collaborative partnership between Macquarie and the Hudson RPO Macquarie Recruitment team gives our specialists the scope to contribute to the organisation’s greater mission. For Conrad, the exposure to Macquarie’s Green Investment Group has been impactful.

“These components of sustainability and renewability and the impact that you’re actually having is personally very important to me. It’s rewarding and fulfilling and the aspect of being able to have a say in creating these teams, ideally means I’m making a positive impact on the world from an environment standpoint. It’s attractive in that sense,” Conrad explains of his project work with the Green Investment Group.

“There’s kind of bigger picture deadlines, and we’re all working towards a bigger goal,” he says.

Finding the right work-life balance

In addition to finding a genuinely fulfilling role within the Macquarie onsite recruitment team, Conrad has also found the balance and flexibility he was searching for.

“I’m actually based in Galway now, in a fully remote position. We’re based out in the sticks, about six kilometres down a single-track road which leads to a causeway that brings you on to an island where we live in an old, thatched cottage!” says Conrad.

Originally growing up in the United States, Conrad takes advantage of Hudson RPO’s global presence and still visits the London and Edinburgh offices a few times a year which keeps him physically connected to his colleagues from both Hudson RPO and Macquarie.

“It’s kind of funny how I ended up back in the remote scenario! But I definitely still enjoy getting back to the Edinburgh office a couple of times a year. And I try to do the same thing for the London office on the Macquarie side of things,” he says.

Finding the right flexibility arrangements for our onsite teams is always prioritised, so we get the most of our client partnerships and our people get the most out of their careers.

“It’s certainly something that Hudson RPO and Macquarie have been very accommodating with which is great,” says Conrad.

Like in Conrad’s journey, joining the Macquarie Recruitment team can open myriad opportunities – and there is undeniably no linear path to get here. Our internal careers team are always open to having a conversation to understand your career aspirations and potentially find you the right role within the Macquarie Recruitment team.

Are you interested in a career in RPO? Click here to read more about life at Hudson RPO or find all our open roles here.

Hudson RPO

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National Working Parents Day at Hudson RPO

September 14, 2022 by Content Team

Blogs & Articles

National Working Parents Day at Hudson RPO

Content Team

September 14, 2022

According to the U.S. Bureau of Labor Statistics, 89.1% of U.S. families have at least one full-time employed parent. Today, on National Working Parents Day, we want to spotlight all our hard-working U.S. parents and caregivers at Hudson RPO. As they manage and excel in their roles both in and outside the workplace, we asked them how Hudson RPO supports them with balancing family and career.

Working in a way that works for you.

Lisa Walker supports our Virginia-based client as a Talent Acquisition & H.R. Partner. She shares: “Hudson RPO makes it possible for working parents to truly experience work-life balance!” Flexibility is a key benefit at Hudson RPO and our people are supported to work in ways that help them succeed. Molly Champagne, Senior Recruiter in Texas, enjoys the special moments this allows her to spend with her family. “Working for Hudson RPO allows us to take our Golden Doodle on the car ride for morning drop-offs, and he makes the kids and teachers smile. My child and the furry child spend quality time together in the back seat on the way to school, which is something we all look forward to. This experience for everyone would not be possible if I had to commute into an office daily.”

Flexibility goes beyond choosing where you work; it is also about when. Our flexible working schedule allows for flexibility in start and end times while allowing for collaboration and connection during our core hours in the middle of the day, flextime as we like to call it. In addition, flextime helps all our employees adjust their daily schedules to suit their lifestyles. Timothy Gibson, our skilled Talent Acquisition specialist in Florida, feels that Hudson RPO understands that some things cannot wait. “Hudson RPO understands that some things for your family cannot wait until after 5pm during the week. I’m extremely grateful this company cares about me as a person, and being a parent is most important to who I am.”

Development opportunities

At Hudson RPO, we are all about opportunities. We love to support you as you grow your skills and experiences while developing personally and professionally. It comes naturally when your business is about talent! Jessica Shelton, our Internal Recruiter, based in Tampa and a single Mom of four, shares: “As a single parent of 4 growing boys, the flexibility and work-life balance that Hudson RPO offers has provided us with a healthy environment in a new season. I appreciate that I can put my family first without having to sacrifice opportunities to grow in my career.”

Development opportunities at Hudson RPO are available to employees at every level and include both offline and online formal training. For example, our e-learning platform in partnership with SocialTalent allows you to learn anytime, anywhere on your chosen learning path that aligns with your aspirations.

Bringing your most authentic self to work

Being in the business of people, we are committed to promoting diversity, inclusion, equity, and accessibility. We are proud to be an equal opportunity workplace. We believe that building a welcoming and inclusive culture is essential to our employees doing their best work and what we can achieve together as an organization. Kasey (in the picture at the top of this page), our Canada-based Director of Client Delivery, puts it best: “Working for Hudson RPO allows me to balance my life as a Manager and a Mom. I never miss my son’s hockey or baseball games. In turn, they benefit from all the qualities being a Mom has allowed me to develop.”

We encourage an environment where everyone’s voice is heard and valued, and you can bring your whole self to work. Jennifer, our Implementation Manager shares: As a working parent, I am thankful to work at Hudson RPO. Everyone supports each other and jumps in to help whenever needed. You can see that family is a priority, which is a great feeling with a little boy at home!

Are you looking for a career with balance and flexibility? Find out more about life at Hudson RPO or explore our open positions.

Hudson RPO

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The Great Resignation, should HR have seen it coming?

August 24, 2022 by Content Team

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The Great Resignation, should HR have seen it coming?

Content Team

August 24, 2022

Future Talent Learning held a thought leadership event for senior HR professionals, in partnership with Hudson RPO.

Saïd Business School’s Jonathan Trevor and Ericsson’s Emma Birchall explored the lessons from ‘the Great Resignation’ – the ongoing economic trend in which employees are voluntarily resigning from their roles.

Headlines about spiralling job vacancies, plus employee anecdotes and social media posts sharing resignation stories, suggest that there is a huge churn in the talent market.

There have certainly been seismic changes in the employer/employee relationship as a result of the COVID-19 pandemic. Here, we explore some key questions from our event and learnings from the discussion, sharing the collective wisdom of academics and senior HR leaders who attended.

What are the current pressures on HR professionals?

With stark financial challenges in the wake of COVID-19 (and the subsequent cost-of-living crisis), many HR professionals currently feel that their voices are being drowned out by the need to employ crisis management tactics and appease short-term performance pressures.

However, if (as has been argued) the pandemic was no more than a catalyst for mass resignations, is it fair to say that HR could have listened more closely to employees in the past – and responded better to their needs – thus pre-empting some of today’s problems?

Jonathan Trevor, associate professor of management practice at the University of Oxford’s Saïd Business School, argued that it could – though he added that the influence of HR professionals hit its peak in the 1990s and has been slowly declining ever since.

This could now be changing in the aftermath of the pandemic with talent shortages coming to the fore, plus a new focus from investors on ‘environmental, social and governance’ (ESG) reporting.

ESG encompasses a range of criteria that ‘responsible’ companies use. The ‘S’ focuses on a company’s relationship with people (in other words, its employees, customers and suppliers) and its reputation in the communities in which it operates. These are all the domain of HR – and bring opportunities for renewed influence.

How has the pandemic changed the role of HR within organisations?

“There is the saying ‘never waste a good crisis’. And actually, this is the time when HR’s voice can be amplified.” – Emma Birchall, global head of diversity & inclusion at Ericsson.

HR professionals are now able to steer ‘people conversations’ at a strategic level as c-suite contemplates how to address talent shortages, the overnight move towards remote working and the shift in the balance of power from employer to employee.

But what ‘good’ looks like will differ between sectors, organisations – and even teams. There is no ‘one-size-fits-all’ model to draw on. HR’s role is to help develop a consensus on best practice within their organisation.

“I think there needs to be a degree of honesty, we also need to have solutions, we need to have a position, we need to have values and principles and beliefs about what good looks like and what it looks like on a case-by-case basis.” – Jonathan Trevor, associate professor of management practice at the University of Oxford’s Saïd Business School.

Can HR help c-suite to develop the new ‘management playbook’?

“I’ve never met a manager or a leader in an organisation who isn’t deeply worried and deeply thoughtful about, ‘Am I a good boss? Am I doing this really well.’…. This crisis has provided an opportunity for HR to really get in the forefront for some of these issues.” – Emma Birchall, global head of diversity & inclusion at Ericsson.

Managers at all levels are finding that the traditional playbook for leadership no longer exists as workplace norms and employee expectations change.

Managing people in a virtual or hybrid workplace is harder than within a traditional 9-5 office-based model. For example:

While the technology that enables virtual working has been around for years, its widespread adoption is relatively new. Managers have had to improve their IT skills and adapt and develop their leadership for the fourth industrial revolution – with varying success.
Managers who were promoted during the pandemic have only ever managed people remotely. How do they develop face-to-face/in-person management skills
How do managers develop that feeling of connectedness and belonging when their employees are not working a traditional 9-5 day in the office? In the ‘new normal’ there are various different working models, from five days back in the office to fully remote or hybrid working.

All these issues have an impact on retention and wellbeing and are relevant to the role of HR professionals.

How can HR professionals respond to an increasingly transactional work model?

HR professionals have to balance c-suite’s need to respond to investor demands with a shifting relationship with employees.

“It becomes very easy to change jobs, because what are you really giving up? You’re giving up one platform for another. The difference between the work experience was the difference between zoom and teams.” – Jonathan Trevor, associate professor of management practice at the University of Oxford’s Saïd Business School.

For many employees working fully remotely or partly from home, work has become more transactional. It becomes easier for people to move jobs because when they have less investment in their organisation and feel less connected to colleagues.

Workers hold most of the cards in the post-COVID-19 workplace, with power shifting from employer to employee. One school of thought is that we should treat employees as customers, but is this realistic – or desirable?

“The employment relationship is undeniably more individualistic, more diverse and more complex than it’s ever been. Gone are the days of having industry-level collective agreements. Now, it’s, it’s become much more of a personal affair. But that is both a challenge and an opportunity.” – Jonathan Trevor, associate professor of management practice at the University of Oxford’s Saïd Business School.

HR can learn from colleagues in marketing to segment employees to gain a better understanding of what their employees want, what they value and their aspirations, and they’re able to craft a message and align behind it a proposition. Build your employee brand on what your talent wants and needs so attract and retain the very people.

This year, Future Talent Learning and Hudson RPO are collaborating on a series of white papers supported by seminars. Each of these will explore the changing nature of work and how this impacts the talent agenda, with a view to helping senior HR leaders like you consider how they can strategically invest in their people proposition for long-term success. Click here to download our whitepaper: Surviving the Great Resignation, and here for the whitepaper: Purpose, Culture and Belonging.

This article originally appeared on the website of our partners, Future Talent Learning, find it here.

Content Team

Career progression in the Centre of Excellence with Gustavo Bonilla

Content Team

What is RPO?

What is MSP?

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About Hudson RPO

About HREC

Hudson RPO Celebrates 13 Consecutive Years on HRO Today’s Baker’s Dozen List of Top Global RPO Providers

Annual Client Satisfaction Survey Reflects the Views of Senior HR Decision Makers

About Hudson Global, Inc.

Content Team

What is RPO?

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From Olympic talent to talent acquisition: How Conrad went from Rio to Recruitment

A unique background

From grassroots to Macquarie Group

Surprisingly transferable skills

Contributing to the greater purpose

Finding the right work-life balance

Content Team

What is RPO?

What is MSP?

Related articles

National Working Parents Day at Hudson RPO

Working in a way that works for you.

Development opportunities

Bringing your most authentic self to work

Content Team

What is RPO?

What is MSP?

Related articles

The Great Resignation, should HR have seen it coming?

What are the current pressures on HR professionals?

How has the pandemic changed the role of HR within organisations?

Can HR help c-suite to develop the new ‘management playbook’?

How can HR professionals respond to an increasingly transactional work model?

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