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Do you recognize these 4 signs? If so, it’s time to consider an RPO partner.

March 2, 2022 by Content Team

Blogs & Articles

Do you recognize these 4 signs? If so, it’s time to consider an RPO partner.

Content Team

March 2, 2022

Many organizations are experiencing fluctuations in their hiring needs and increased pressure on their recruitment function and practices. For the year ahead, we expect more changes to follow in response to a competitive and candidate-led market. An RPO can help mitigate business disruptions as your trusted partner in times of change and fluctuating needs. Our talent experts have listed four tell-tale signs that it’s time to consider an RPO partner.

1. Do fluctuating hiring needs impact your operations and recruitment costs?

The past two years demonstrated how quickly the need for talent can rise and fall in tandem with a shifting marketplace, events like ‘the Great Resignation’, or with the unique requirements and opportunities of your enterprise. Rapid change can cause companies to overspend on hiring or revert to reactive hiring, leading to low quality hires and low retention rates.

An RPO partner can stop the cycle of overspending on hiring and offer the flexibility to scale to your needs and circumstances. Through expertise and insights into your recruitment process and the talent market, an RPO can help you predict your hiring needs, improve the quality of hires, while reducing your time to fill and recruitment costs.

2. Are you experiencing high turnover of recruiters?

Recruiters are the first point of contact between talent and your organization. They sell your employer brand, culture, benefits and opportunities daily. When your recruitment function relies on agencies or experiences high employee turnovers, it can be difficult for a recruiter to achieve the required understanding of your organization that comes with time and commitment. Additionally, it can be harder to keep track of hiring spend, quality of hire, recruitment timelines and accountability for hiring results.

An RPO partner can support your existing recruitment function and teams when and where they need it most. A tailored approach paired with outsourced on or offsite recruiters can relieve pressure, offer your team a better employee experience and more time to engage with talent. Our outsourced recruiters get to know your business over the long term, delivering key insights that drive effective hiring and an improved experience for recruiters as well as candidates.

3. Are you losing time and resources trying to attract and retain niche talent?

Finding Talent
Talent acquisition takes industry-specific knowledge and insight into local markets, this is particularly true for competitive roles. Hudson RPO speaks the language of hard to fill roles and combines this with the expertise of our international team and the local knowledge of onsite recruiters in various regions.

Attracting Talent
What is your employer brand telling potential candidates if it appears outdated, unpolished, or is non-existent? In an RPO partnership, the combination of market insights and knowledge of best in class employer branding strategies and campaigns an RPO partner can provide, can help you compete for niche talent more effectively.

Retaining Talent
Without guidance, training, and one-to-one attention, even the best of new hires can disengage quickly. Unfortunately, many companies lose sight of the vital function of onboarding processes during high-growth phases or uncertain times. An RPO partner can help design consistent and effective onboarding processes across departments and regions, helping new hires to be effective in their roles more quickly and reduce employee turnover.

4. Do you need more insights to make and review strategic hiring decisions?

To stay competitive in a candidate-led market, recruitment strategies need to pivot quickly. Regular review of the competition, market, cost and time to hire, quality of hire and employee retention are essential. But gathering and reviewing data can be timely and expensive when decisions need to be made rapidly to attract the right talent.

An RPO partner can help complete and implement critical assessments and brings expertise and insights into your recruitment data, strategic and predictive talent management as well as industry trends. Depending on your needs, the insights provided by your RPO partner can help you make strategic decisions, but also advise best-fit technologies to improve your recruitment function, engaging diverse talent and what touch points in your interview process need to be streamlined.

When to consider RPO partners

Do any of the 4 signs apply to you? It’s time to consider an RPO partner. They can scale to support your business with a single recruitment challenge in a short time frame, or even refresh your entire recruitment function if requested.

Hudson RPO works with clients in many different industries from pharma to finance and manufacturing to technology. We are there for their talent needs whenever and wherever, both in times of transition, growth, as well as time of challenges and uncertainty. Find out how we can help you, chat to one of our experts today.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Employee Story – Peter Shares his Experience Working for Hudson RPO

February 22, 2022 by Content Team

Blogs & Articles

Employee Story – Peter Shares his Experience Working for Hudson RPO

Content Team

February 22, 2022

Peter Doku joined Hudson RPO as a Recruiter working within the Tampa Center of Excellence working for one of our Pharmaceutical clients, Bausch and Lomb. He is an integral part of the Hudson RPO team as well as the internal hiring team at Bausch and Lomb. Peter, who identifies as Ghanaian, was inspired by Black History Month to share his journey and give advice to those looking to building meaningful careers.

What kinds of resources have you taken advantage of while on our team?

When it comes to sourcing and recruiting, trends are changing fast. For Peter, he values the learning opportunities provided to all employees through Hudson RPO’s partnership with SocialTalent – the world’s leading e-learning platform dedicated to improving the hiring process. Peter said, “SocialTalent has taught me to how to use new and improved recruiting technology that we have access to and provides resources on inclusivity during this hiring process.” He enjoys being able to learn on his own time and working for an organization that promotes learning and development.

What has your experience been with the Hudson RPO company culture?

While looking for a new career, Peter was drawn to organizations that appreciate all cultures, diverse backgrounds, and varying experiences. Peter shared “seeing black and brown faces, especially in leadership, is motivating and inspiring for me. Hudson RPO encourages women in leadership, diversity and inclusion, and internally celebrates Black History Month, International Women’s Day and more.” He loves that Hudson RPO creates a community for all and appreciates that managers are interested in learning about all teammates on a personal level, rather than limiting conversation to work.

What is your experience working in RPO?

“Working in an RPO model is unique” Peter says. “It is the best work experience I’ve ever had. I am able to feel a part of the Hudson RPO team as well as my client’s internal recruitment team.” Because of the nature of a close relationship with the client, Peter values this partnership deeply because it allows him to succeed in his role. He understands clearly what a “good candidate” looks like to the hiring manager and has in depth knowledge of the internal talent acquisition process compared to previous staffing agency positions where he was jumping from several clients at once.

Which benefits are your favorite and why?

For Peter, one of the biggest reasons that he decided to join Hudson RPO was the work/life balance and the fact that the organization prioritizes mental health and wellness. Peter said “Hudson RPO recognizes hard work but they also emphasize enjoying the work you do. That energizes me to put forth my best work and has made me feel appreciated since day one.” During his free time, Peter says he “likes to listen to Jay Z, watch the Ravens play, and enjoy time with my family and two dogs.” With a flexible work schedule, he is easily able to fit this into his day.

Flexibility and creating a culture that celebrates differences is at the core of our business. For Peter, working for Hudson RPO is about feeling included, promoting DE&I, and balancing family time and work. Of course, everyone’s situation is different, but if you are looking for flexibility and a place to thrive, read more about life at Hudson RPO, or check out our current job opportunities.

Hudson RPO

Content Team

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Are you prepared to hire the best talent? Answer these 5 questions to find out.

February 14, 2022 by Content Team

Blogs & Articles

Are you prepared to hire the best talent? Answer these 5 questions to find out.

Content Team

February 14, 2022

Last week we shared 10 recruitment trends for 2022. We explained how the competition for talent is not showing any signs of slowing down. Candidates hold the cards, and organizations must execute a recruitment strategy that will cut through an already saturated market to attract and engage talent. Are you equipped to enter the race for talent? Answer these 5 questions to find out:

1. How do your benefits and working arrangements compare to the market?

The vast majority of jobseekers are looking for a flexible working arrangement. Every organization has a different definition for flexible working, so make sure candidates understand what this entails for your business. Not every company is able to offer flexible working arrangements, depending on the industry and nature of work. Other benefits like wellbeing offerings, financial benefits, and internal employee programs can be relevant and should be advertised throughout.

2. Are you offering insight into your company culture?

Organizational culture is the cornerstone of an employer brand. In fact, LinkedIn recently identified that globally, 40% of professionals identified colleagues and culture as their top priority when considering a new job.

It is key to invest in employer branding as organizations grapple with the challenges of a talent short market and changing candidate attitudes. These strategies should focus on leveraging current employees as brand advocates, recognition programs, and initiatives to bolster employee retention.

3. Do you have the talent mapping and L&D programmes in place to fill roles by developing and reskilling talent?

What initially began as a response to the pandemic has resulted in companies embracing the talent within and the corresponding benefits of appointing internal candidates to fill talent gaps in a competitive market. Across our EMEA client solutions, we have seen employee referrals as a source of hire double between 2020 and 2021.

In a shortage of newly available talent, it is worth considering where talent can be trained, developed, and reskilled. The largest pool of readily available talent might already work in your organization. In other cases, talent that is interested in working for you, but doesn’t tick all the boxes on the list of requirements, could be trained on the job.

4. Is your social media recruitment strategy up to date with the latest trends?

The realm of social media changes quickly, as do the platforms that recruitment functions need to have a presence on. Social media users continue to share the experiences they have with their employers, calling out their interview processes, employee experiences and commitment to Corporate Social Responsibility. Social media is such a powerful tool in your recruitment strategy and whilst organizations need to be aware of the pitfalls and potential risks, a digital and social strategy should play a key role in attracting, engaging, and retaining talent. More and more, the conversation is led by social media users sharing their experiences, so focus attention on bringing positive employee stories to the forefront.

5. How are you demonstrating your commitment to DE&I to current and future employees?

DE&I has long been on the agenda for recruitment teams. Recent research by the DMCG shows just how important DE&I continues to be for candidates. Over half of candidates state they would consider looking for a new job if their employer did not demonstrate a commitment to DE&I.

Additionally, candidates are most likely to take into account employee experiences and by assessing whether or not an organization has diverse management, as opposed to solely relying on broad DE & I statement across the recruitment journey. Though statements are an important first step, actions and lived experiences make a real difference.

Next Steps

Have you identified one or more areas of improvement in your recruitment strategy? An RPO partner can help you analyse, improve, and implement changes to your hiring strategy in scalable solutions that are tailored to your organization. Are you ready to enter the race for talent? Get in touch today.

Hudson RPO

Content Team

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10 recruitment trends for 2022

January 31, 2022 by Content Team

Blogs & Articles

10 recruitment trends for 2022

Content Team

January 31, 2022

This year will change the way we compete for talent. Set your strategy and recruitment teams up for success.

Are you ready to put the lessons we learned last year into action? 2022 will be an exciting time wherein we will see shifts in the way we attract, engage and recruit talent.

We created an overview of the 10 most important trends – and how organizations can adapt to them – to set you and your recruitment teams up for success.

Culture is the cornerstone of your employer brand.
Leverage technology to engage with candidates ahead of time.
Reimagine recruitment strategies to identify soft skills.
Unlock the talent that already works for you.
Be an employer of choice: take care of your employees.
4 different generations working together in one place.
Show don’t tell: bring employee stories to life.
Impact reaches beyond the workplace.
Commitment is demonstrated in experience.
It begins and ends with your recruitment function.

Download 10 recruitment trends for 2022 now. If you would like to chat further, please get in touch with one of our Talent Experts.

Hudson RPO

Content Team

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Ready to transform your contingent workforce?

January 31, 2022 by Content Team

Webinars

Ready to transform your contingent workforce?

Content Team

January 31, 2022

Webinar Topic:

Transform your Contingent Workforce – lessons and successes to drive the competitive edge your business needs.

Webinar Details:

The contingent workforce is an increasingly critical component of any organisation’s overall talent strategy. However, many businesses find it a highly challenging and complex environment to manage effectively due to a lack of visibility into their contractor workforce – spend, performance, process and risk management issues.

As we enter 2022 and you start to formulate your plans, there are a few questions you may wish to consider ensuring you are getting it right when managing your contingent workforce:

Do you know your VMS from your MSP?
Has COVID held back your approach to your non-permanent workforce?
Have you started your implementation journey?

Take a listen to our webinar and hear our client, Tabcorp, discuss how they sourced their MSP partner, Hudson RPO, and VMS technology partner, Beeline. Learn why they needed support and the value they’ve seen since implementing.

Key Highlights:

Tabcorp (client) had direct relationships with over 50 third party contingent laboursuppliers, 24 of which have now been transitioned to Hudson RPO.
Centralization of all contingent workforce recruitment, payrolling, and management via the onsite MSP team Hudson RPO and the vendor management system (VMS) capabilities of Beeline Extended Workforce Platform.
Savings from more favourable contractual terms in supplier agreements – e.g., reduced margins and tenure discounts – of more than $384,000 AUD in the first six months

Panelists:

Kimberley Hubble, Hudson RPO, Chief Executive Officer APAC
Carol John, Strategic Client Relationship Manager, Beeline
Jenny Mowatt, General Manager Capability, Tabcorp

What is RPO?

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How can HR teams achieve cost savings by partnering with an RPO specialist?

January 20, 2022 by Content Team

Blogs & Articles

How can HR teams achieve cost savings by partnering with an RPO specialist?

Content Team

January 20, 2022

Are you considering outsourcing your recruitment function to help your team save costs? Outsourcing the recruitment process is a major strategic consideration that will help you identify, secure and retain your company’s greatest asset – it’s people. From talking with our clients around the world, one of the top ways clients have improved their business performance is by partnering with an RPO specialist to help reduce their costs. How does it work?

1. Reduce cost to hire.

Working with an RPO partner significantly decreases the average cost-per-hire, often by more than 50 percent. A tailored RPO solution can supplement hiring and helps you drive quality, efficiency, reduced costs and a reduction in the time to hire. There are different ways an RPO partnership can reduce costs:

Faster time to hire.
Time is money and hiring new professional level employees takes a lot of both. From identifying candidates, to conducting interviews and negotiating offers, acquiring a new employee taxes your internal resources.

Plus, each day a job requisition remains unfilled, your business loses the benefit of that employee’s contribution. Recruiting and budgetary resources are pulled away from other high-value initiatives. Outsourcing all or part of your internal recruitment function can dramatically reduce your time to hire, sometimes as much as 80%.

Quality of hire
Many clients are in a niche sector and need scarce skill sets. Leveraging formerly untapped sourcing channels, to access additional candidates is one of many benefits of outsourcing recruitment. Hudson RPO is highly experienced in candidate sourcing and has a range of multilingual talent sourcers available to meet client’s needs anytime, anywhere. Our award-winning, onsite sourcing team has helped reduce our client’s agency reliance from 92 to 7 percent, while also improving the interview process and implementing a campus hiring program.
Enhanced employer brand
Utilizing Hudson RPO’s experienced recruiters as an extension of your team provides accessibility to deep candidate networks and reduces time to engage those candidates. Hudson RPO can also include employer branding into your tailored solution to help you further improve your employer brand. As well as creating a better candidate experience, a strong employer brand makes your organization more attractive to candidates and positions you as the employer of choice in your market or industry.

2. Reduce risk in an unpredictable market

When a business downturn hits and recruiting needs suddenly drop, so does a company’s need for in-house recruiters. Likewise, when the business is expanding into another product category or region of the world, recruiting needs may suddenly spike. In both cases, the flexibility and scalability provided by an RPO provider will prove beneficial.

Cost reduction through shared risk.
Outsourcing the recruitment function allows a company to mitigate some of the financial risk of those resources to the business partner. Recruitment outsourcing partners accept the responsibility of efficiently adjusting resource levels when hiring fluctuations happen. As a result, you don’t have to bear the burden of carrying unnecessary staff. Similarly, you face a lesser chance of being short-staffed when greater resources are required.
Ability to flex and scale
An RPO solution allows your organization to flex talent acquisition headcount up and down as hiring needs change. Measuring and tracking performance through regular reporting, alongside talent data that is easily translated to insights, you will increase efficiencies, identify improvements, and better forecast future hiring needs.

3. Reduce operational costs

One of the most common problems we see with the recruitment life cycle is that it can be a disjointed and uncoordinated number of practices—good and bad—across organizational functions, departments, divisions and regions. Often, this causes overlap in media buying, training, and on-boarding procedures. It leads to poorer hiring decisions and higher operational costs.

Piloting an RPO project gives you the opportunity to rethink these processes. The RPO vendor will help examine your recruitment process workflows to determine where overlap, excessive cost, and inefficient practices may exist. Then, an outsourced model can be custom designed, providing you with service levels and success metrics that exceed the status quo. These practices yield increased efficiency and satisfaction with the recruitment life cycle, resulting in overall cost reduction for your company. Questions or ready to get started? Speak to one of our experts today.

Content Team

Do you recognize these 4 signs? If so, it’s time to consider an RPO partner.

1. Do fluctuating hiring needs impact your operations and recruitment costs?

2. Are you experiencing high turnover of recruiters?

3. Are you losing time and resources trying to attract and retain niche talent?

4. Do you need more insights to make and review strategic hiring decisions?

When to consider RPO partners

Content Team

What is RPO?

What is MSP?

Related articles

Employee Story – Peter Shares his Experience Working for Hudson RPO

What kinds of resources have you taken advantage of while on our team?

What has your experience been with the Hudson RPO company culture?

What is your experience working in RPO?

Which benefits are your favorite and why?

Content Team

What is RPO?

What is MSP?

Related articles

Are you prepared to hire the best talent? Answer these 5 questions to find out.

1. How do your benefits and working arrangements compare to the market?

2. Are you offering insight into your company culture?

3. Do you have the talent mapping and L&D programmes in place to fill roles by developing and reskilling talent?

4. Is your social media recruitment strategy up to date with the latest trends?

5. How are you demonstrating your commitment to DE&I to current and future employees?

Next Steps

Content Team

What is RPO?

What is MSP?

Related articles

10 recruitment trends for 2022

This year will change the way we compete for talent. Set your strategy and recruitment teams up for success.

Content Team

What is RPO?

What is MSP?

Related articles

Ready to transform your contingent workforce?

Webinar Topic:

Webinar Details:

Key Highlights:

Panelists:

What is RPO?

What is MSP?

How can HR teams achieve cost savings by partnering with an RPO specialist?

1. Reduce cost to hire.

Faster time to hire.

Quality of hire

Enhanced employer brand

2. Reduce risk in an unpredictable market

Cost reduction through shared risk.

Ability to flex and scale

3. Reduce operational costs

Content Team

What is RPO?

What is MSP?

Related articles

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