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The Great Resignation or the Great Re-engagement?

The Great Resignation or the Great Re-engagement?

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

We explore some key learnings from the discussion, sharing the collective wisdom of academics and senior HR leaders who attended. If you are interested in reading more, download our whitepaper ‘Surviving The Great Resignation’ here.

Employee anecdotes and social media posts sharing resignation stories and headlines about unfilled job vacancies suggest that there is a crisis in the talent market.

The data lag makes it difficult to understand the demographics of who is leaving and the resulting skills shortages which is unnerving for leaders. If we don’t understand who is leaving, how are we are going to retain or replace them? Questions like these are why we should do the following:

1. Listen to why people are leaving (and why they are staying)

During the pandemic, employees looked to their employers for certainty in an uncertain world and many leaders demonstrated increased levels of listening and empathy.

As society returns to a ‘new normal’, employers need to continue listening to get to the root of the role employment plays in people’s lives.

“Continuous dialogue will be the differentiating factor for companies that manage to maintain engagement. This means going beyond traditional surveys and ensuring the behaviours we learned during COVID – regular check-ins, empathy, humanness – become ingrained in how we do things.” – Emma Birchall, global head of diversity & inclusion at Ericsson.

HR can learn from colleagues in marketing to segment employees, gaining a better understanding of ‘age and stage’; for example, employees’ motivations for working from home or in the office and the challenges they face. Demographic similarities exist.

Generally, young people value the exposure to the tacit learning opportunities that come from being in an office, while older and more experienced staff ­– who may have space for a home office and childcare or caring commitments – value being able to work from home.

The debate about whether employees should work from home is not binary. It raises questions about the flexibility of working in different locations, the role of trust and whether working from home would work for the whole business.

Line managers play a crucial role in this dialogue, but they need support and ‘permission’ from the business to prioritise having these conversations with staff. These interactions can provide insights that can help develop an employer brand that appeals to current employees and will attract new talent.

2. Develop a clear connection between purpose and strategy

Trying to get organisational purpose onto c-suite’s agenda is difficult as it can be seen as a ‘fluffy’ or non-essential issue – particularly in light of immediate financial challenges. However, organisations aren’t born accidentally. Whether or not their purpose is clearly stated, there is a reason for their existence – above and beyond generating profit. It is often the external context that shapes and defines organisations’ value.

Alignment for me means where you have a clear connection between the purpose of an organisation why it exists and why it matters, why you should care why somebody should want to work for it and its strategy, how it’s going about fulfilling that purpose at any given point in time.

“The research we’ve been doing absolutely indicates that organisations that were highly aligned pre-pandemic, fared much better in the pandemic than those that, frankly, were getting away with it because times were good.” – Jonathan Trevor, associate professor of management practice at the University of Oxford’s Saïd Business School.

Asking the question “who are we?” and developing a coherent and consistent employer brand is vital to creating a narrative about purpose, values and vision. In a competitive labour market, being able to explain and differentiate yourself as an employer is key to retaining and attracting sought-after talent.

Employers also need to be conscious of external trends that impact how their organisations are perceived. For example, as a major pilot of the four-day working week gets underway in the UK, how might that impact your narrative on wellbeing and work-life balance?

The COVID-19 pandemic prompted many people to reflect on personal purpose and their desire to align their personal values and motivations with their work. In addition, during restrictions, employees increasingly looked to their workplaces for a sense of purpose and connection. Today, employees expect a clear articulation of how their role contributes to their organisation’s overall purpose, along with opportunities for learning, development, and progression. HR has a vital role in facilitating the conversations that enable purpose to be explored and developed.

3. Develop cultures of belonging

“We know that having friends at work is critical to belonging and feeling engaged. We need to enable people to build friendships in an increasingly hybrid and virtual set up.” – Emma Birchall, global head of diversity & inclusion at Ericsson.

Employers can role model dependability through consistency of purpose and building cultures of belonging. Achieving a sense of belonging can be particularly challenging for those who self-identify as non-white or multiracial. According to a 2021 McKinsey & Company survey, these employees are more likely than their white colleagues to leave an organisation because they feel they do not belong at their company.

During COVID-19, maintaining a sense of belonging became more complicated as the relationship between employer and employee moved into adult/child mode. As we come out of the pandemic, there is a need for this relationship to shift back to adult/adult interactions.

In addition, people who were hired during the pandemic may have struggled to connect with colleagues and make workplace friends. As many organisations continue with remote working, employers must consider how they might re-create the informal face-to-face interactions on Teams or Zoom. Employers are having to consider how they ensure that people feel safe and welcome during virtual onboarding sessions.

4. Invest in upskilling

The World Economic Forum has predicted that 50% of people will need reskilling by 2025 to address the changing economies and customer needs. Upskilling your existing employees will help you retain your workforce and future-proof your organisation.

Being explicit about learning and development opportunities is also vital to developing an appealing employer brand. Employees expect these: for example, 87% of millennials (those born between 1981 and 1996) consider learning and development opportunities as a key factor in deciding whether to accept a new position.

Use your Apprenticeship Levy to get your employees to develop new skills in a way that is tailored towards individual jobs and individual companies. Advanced apprenticeships can be used for both new hires and existing employees, so they are a great way to build new capability in your business.

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

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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Nathan Machholz: building long-term partnerships

Nathan Machholz: building long-term partnerships

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As a talent expert, your goal is always to find the best talent for your clients. But what if you could find top talent while building long-term partnerships with clients in the process? Focusing on talent acquisition across the full recruitment cycle, Nathan has found great success in his RPO (Recruitment Process Outsourcing) career. Based on site, Nathan is an expert in fostering long-term relationships and building complete recruitment strategies for our clients. He shares what it was like to join Hudson RPO, and what sets a career in RPO apart in the world of recruitment.

Starting in RPO: a seat at the table

“Coming into Hudson RPO was very exciting, I was surprised how well-organized the onboarding process was and how everyone involved in my recruitment process was there for me and kept me up to date on what was happening. This has translated into my positive experience working in an RPO model,” says Nathan.

Nathan supports one of our client accounts on-site, meaning he is part of the Hudson RPO team but is also fully embedded as a trusted member of our client’s team. This gives him access to the support and knowledge of the experts at Hudson RPO, as well as the expertise and knowledge of our client.

“Having worked in agency recruitment for four years before joining Hudson RPO, the biggest difference was having a seat at the table. You are sitting right there in the room with managers. You have a constant line of communication with them about what their challenges are and what is happening in the business. This gives me a well-rounded and better understanding of the organisation that I can also share with my candidates,” he explains.

Nathan standing near tractor
Being on-site means Nathan is part of the Hudson RPO team but is also fully embedded in our client’s team.

Career progression as a trusted partner

Working for an RPO has provided Nathan with opportunities he would not have had elsewhere, allowing him to look at recruitment as part of a business strategy long-term.

“I am not just looking for the next hire, I am looking at how we can optimise our proposition as an employer, or what events we should attend in order to reach the talent we are looking for. I would say part of my role is also being a brand ambassador for my client. A career in RPO is great for those who are looking to go about recruitment from a strategic perspective with long-term networks and relationships rather than on rapid hires and KPIs alone.”

Another benefit of a career in RPO is the many opportunities for career progression. Many of our recruiters have worked in a variety of positions. Whether you want to become an expert in a specific industry or aspire to be more of a generalist, there is an opportunity for you within the business in one of our accounts or regions. That goes beyond recruitment too, with some of our recruiters stepping into marketing, sales, or business analysis.

Nathan at group meeting
Nathan and the team at the quarterly aspire awards in Perth, WA.

“There are a lot of opportunities when you work for an RPO. While staying in the same company, you get to experience many different industries, companies, teams, and technologies,” explains Nathan.

For Nathan, the best thing about working at Hudson RPO is the supportive environment.

“There is a lot of support from senior leadership at Hudson RPO. They really care about the people that work here; look at the Aspire Awards for example. I enjoy working with my client and colleagues in an inclusive company, so I look forward to seeing where it takes me, and I feel excited about the future!” says Nathan.

Is RPO your next career move?

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

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 certified to meet the requirements of ISO 27001

We are proud to announce that the Information Security Management Systems for Hudson RPO and Coit have been certified to meet the requirements of ISO 27001:2013.

ISO 27001 is the leading international standard for information security management systems (ISMS) and one of the most important frameworks addressing cyber security. It certifies the responsible and secure handling of sensitive information at Hudson RPO and Coit, as well as reflecting the extreme importance we attach to our client’s information security.

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Certificate number:
20853 ISO 27001

As a company entrusted with significant personal data, we are constantly challenging our operating models to improve our services and ensure the highest standards of security and data protection that meet or exceed the needs and expectations of our customers, while always complying with data privacy requirements such as GDPR and other specifications and regulations.

ISO 27001 certification is the result of an enormous effort.  It will provide an additional assurance to our valued customers when evaluating the quality, breadth, and strength of our security practices.

About Hudson RPO

Hudson Global, Inc. is a leading total talent solutions provider operating under the brand name Hudson RPO. We deliver innovative, customised recruitment outsourcing and total talent solutions to organisations 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.

Balancing It All, with Burg

Balancing It All, with Burg

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It's one big happy family

Burg joined our Manila team in 2017 and is one of the longest serving members of our Centre of Excellence where he has been a Sourcing Specialist and most recently, promoted to a Team Leader.

When describing what he enjoys about working at Hudson RPO, what stands out for Burg is the working relationship he has with his colleagues, clients and managers.

‘Hudson RPO feels like a family, we’re really close. It’s very different from previous companies because it’s more than just being supported to do your job – the people here genuinely care,’ he says.

Managing the family business

Something that Burg believes sets Hudson RPO apart from his previous employers is that he now feels like he has a genuine balance between work and home.

‘My manager doesn’t like us to do overtime. It’s really important to me because it means I can do what I’m passionate about outside of work hours,’ he explains.

And for Burg, one of his main passions is playing an important role in his family business.

‘My work schedule is 7am to 4pm and I still have a lot of extra time after that.’

Burg working at farm
‘After my work, I handle family business. We have a poultry business and I actually go to the farm and take care of the chickens,’ explains Burg.

Time for the things that matter most

The Hudson RPO culture of work life balance isn’t the only thing that supports Burg’s ability to maintain his family business. Another important aspect is being given the chance to work remotely from his home province.

‘It’s really beneficial for me to work from home. When I was working from Manila, I had limited time to do things after work because the traffic is so heavy – it took up much of my time. I was renting a house away from my family and I didn’t have time to do other things,’ he says.

Since joining Hudson RPO, Burg has found a harmonious balance between work and life, including time for his other passions like donating blood regularly and using social media to advocate for local tourism in his home province.

An exciting future

Four years on from joining the Hudson RPO family, Burg is more excited about his future with the business than ever.

‘I am really excited about the growth of the Manila team and to see people given the chance to excel. Our global team and clients recognise that our roles are very important to the overall success of the business, and I am looking forward to future changes and challenges.’

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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Working flexibly, bringing families together

Working flexibly, bringing families together

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A unique career

Eugene joined Hudson RPO in Data & Analytics having little knowledge of how RPO’s work. Eugene took on the challenge because he was drawn to the unique work environment offered by Hudson RPO, but soon found that his life was about to change in more ways than simply a new career path.

‘Joining Hudson RPO was something new. I’m a numbers guy and wanted to get a different perspective of data, in this role, I got a new lens when it came to data, customers and clients,’ he says.

A life changing moment

And while the new challenge was a key driver for Eugene, with global clients also a huge draw card, what has really made his experience at Hudson RPO truly unique isn’t his day-to-day responsibilities.

‘The culture is great. In other organisations, I’m always reminded of the levels and hierarchy, but at Hudson RPO, the culture means you are comfortable dealing with colleagues at all levels. Leaders are very approachable and dependable,’ Eugene explains.

But what has profoundly impacted Eugene has been the flexibility at Hudson RPO, allowing him to move away from metro Manila and back to his home province to be with his family full time.

‘For a decade, I only got to see my daughter once a month or 12 times per year. The work from home setup is amazing for me, it’s the most rewarding thing that has happened,’ Eugene says.

Family above all

Hudson RPO is proud of its culture of flexibility and is something that all employees are encouraged to explore to fit their personal and unique circumstances. And that was no different for Eugene.

‘Being able to work and live so that I can spend quality time with my family is very rewarding, very fulfilling. After 10 years, we’re a physical family now, we can do things together and spend time doing all the normal things like watching movies and playing – I don’t have to worry about how they’re doing because now, I am able to see it every day,’ Eugene explains.

Birthday party
‘Being able to work and live so that I can spend quality time with my family is very rewarding, very fulfilling.’

Thriving team spirit

And whilst Eugene works remotely, there is certainly no lack of camaraderie and collaboration with his Manila and global teammates.

‘We still get to know each other. We have a virtual office, our Zoom is on all day so we can see everything, ask questions and update each other. We have team events, celebrate cultural days and my favourite activity – fortnightly bingo. I look forward to it, it helps us unwind from our busy schedule,’ he says.

Despite joining Hudson RPO during a pandemic, Eugene has built great relationships with his colleagues whilst being given the ability to fit his work into his family life.

‘You can really feel that Hudson RPO is about its people – both internally and externally. There is a level of respect given, even if they don’t know much about you. You’ll feel the transparency and the care. I’m really thankful, and I am really enjoying my role,’ says Eugene.

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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In the ‘Business of Excellence’ with Jess Wardlaw

In the ‘Business of Excellence’ with Jess Wardlaw

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The Recruiter profession is often bucketed into three key modes: Agency, Internal and RPO – each with their own pros and cons and each offering a unique career path. Many who work in the industry are well versed on the differences between both the Agency and Internal model, however many remain perplexed on how the RPO model works. More importantly though, what’s it like to work for one?

RPO stands for Recruitment Process Outsourcing, and from a client perspective means that a business makes the decision to outsource its recruitment function to another organisation – like us! RPO teams are embedded into a client’s broader organisation and operate as the client’s own employees.
Jess Wardlaw has spent the last 18 years building a successful career in Recruitment and during that time, worked across all three; agency, internal and RPO. Currently, Jess works onsite for our largest global client, Macquarie Group, as a Strategic Business Partner where she leads a team of Recruiters for Macquarie’s front-office groups.
‘My role is strategic. It’s about operational excellence and providing a high level of customer service,’ says Jess who re-joined Hudson RPO after 3 years working for an internal recruitment team.
When asked what brought her back to the world of RPO, Jess explains that it was a combination of the people and Hudson RPO’s culture, coupled with the RPO model itself.
‘For me, coming back was about the strength of the leadership team, the people, and the genuine care factor, which is incredibly high at Hudson RPO. But at the same time, it’s the autonomy to make decisions about the business areas I support and how we manage ourselves day-to-day,’ explains Jess.
Jess and her colleagues from the Hudson RPO and Macquarie recruitment leadership team getting together for dinner after an annual strategy day.
For Jess, the RPO model also means that she feels empowered to do more, too.
‘The major benefit [of an RPO] is that because we are an outsourced provider; we can upscale quickly and we can make sure that we’ve got teams that are well resourced in order to support the client engine and deliver service excellence. I want to deliver a good service,’ she says.
Working as a strategic lead on our largest global client site, means Jess not only has access to her Macquarie stakeholders, but additionally to myriad subject matter experts. With Technology, Data & Analytics and Employer Branding experts at her fingertips, Jess and her team have the freedom and space in their roles to think big and do more.
When it comes to what Recruitment professionals enjoy most about the industry, the RPO model has its strengths for those looking to work in a strategic and consultative capacity.
‘Unfortunately, a lot of people view RPO as a ‘bolt-on’ offshored service,’ explains Jess.
As an RPO, Hudson RPO prides itself on the ability to save our clients’ money, but that’s not our core promise.
‘It’s actually about delivering quality service. If a client wants to create a best-in-class talent acquisition function that’s strategically aligned to their business objectives, then that’s where we come in. Our clients are looking for high-quality delivery and we’re in the business of delivering best-in-class service,’ says Jess.
Accessing subject matter experts and specialist teams, gives our recruiters, sourcers and leads more opportunity to deliver highly tailored solutions and projects as part of their day-to-day. Our teams are doing so much more than executing recruitment processes, they are designing and delivering key strategic work that is contributing to our clients’ overarching objectives.
‘A recent example for us has been working with our broader HR team across Macquarie’s front office business to overhaul the training and subsequent resources for our Hiring Managers. We’ve designed and executed a suite of materials and sessions to make sure our Hiring Managers are equipped to get more out of their recruitment efforts and to deliver fantastic candidate experiences whilst interviewing,’ explains Jess.
‘It’s so much more than simply running a process. It’s about delivering longevity for talent strategies from candidate experience initiatives through to diversity and inclusion projects,’ says Jess.
Jess is a seasoned recruitment specialist with over 15 years in the industry.
Having the opportunity to work in a heavily strategic role and pursue excellence, is ultimately why Jess believes the RPO model is the right balance between operational and strategic for Recruiters looking for more out of their careers. Our RPO teams are also recognised for the work they do, by both Hudson RPO and our clients’.
And while the concept of having a parent company as well as a client ‘employer’ may sound strange or messy, Jess explains that this blend only contributes to a distinctive culture and employee experience.
‘It’s the chance to break away and have fun together as a collective group of professionals and be rewarded and recognised for the impact that we have on our clients. In my experience, I did not get that from previous internal teams. It helps you realise the importance of the role that you play in the company’s strategic direction, and also, the importance of your role within the business that you’re employed under as well,’ says Jess.
For Recruiters who are driven by the pursuit of excellence and approach problem solving with strategic, out-of-the-box thinking, an RPO could be the best place to grow and develop.
‘When hiring for my team, I look for people who have a strong focus on delivering good service. They’re not afraid to try new or different things and are curious as to how we could be doing things differently. They’ll ask, can we make it better? And we’ll be there to help them make things better,’ says Jess.
Our Recruitment team are always open to having a candid conversation from people interested in learning more about a career with Hudson RPO.
Could Hudson RPO be your next career more? Reach out to Skye Kuhlmann for a chat.

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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