What are some of the myths that surround the RPO model?
EMEA Marketing Director Miles Stribbling addresses this question during a recent podcast with HRD Live.
Listen to the full podcast below.
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A typical recruiting sourcer job description will include many things: who you’re accountable to, what you’ll be doing on a day-to-day basis, etc. But what the recruiting sourcer job description often lacks, is a vision of the strategic mark a great sourcer can make.
Commonly, the corporate environment fails to define and support the long-term professional development of talent sourcers. The business implications of this are significant. It’s one thing not to provide career development to talent sourcers. It’s another thing altogether for organisations not to fully exploit the industry knowledge of recruiting sourcers.
The problem is, if you simply regard your talent sourcers as a business support service, and if you fail to guide them along a career progression journey, you risk missing out on the key market insights that can emerge when sourcers become strategic business partners.
Sourcing archetypes often exist in hiring teams. Generalists are generally pragmatic in their approach. They can act as a team lead, mentor, and pipeline starter. They excel at adapting to diverse sourcing environments. Specialists are focused on market knowledge. They excel at partnering up with the business and tend to be employer branding advocates. Sourcing machines are focused on efficiency.
They’re the best-practice setters, often the most-trusted tools person. Fixers focus on process, data, and predictions. They act as a crisis manager, able to solve problems and manage projects. Source: Ondrej Prochazka at the Hudson RPO masterclass, HRD Summit UK.
Of course, top recruiting sourcers are experts at finding passive talent and niche candidates, often for hard-to-fill roles. They do this by combining native language skills with cutting-edge search technology.
But, if you dig further, you’ll discover that this set of skills has the potential to uncover macro-level insights powerful enough to shape and shift entire business strategies.
Let’s explain how this is possible, starting with candidate-mapping. The ability to combine native-language search techniques with leading search technology allows sourcers to map candidate pools in different markets.
By creating long-term talent pipelines, rich with both active and passive talent, sourcers can identify exceptional candidates who may otherwise remain off the radar.
The skilled use of big data technology also allows them to understand and articulate how candidates and competitors operate across markets.
Troves of market insights can be highly influential when it comes to designing corporate strategies around new markets and offerings, and equally, where and when to scale back.
But how can you discover them, let alone fully exploit them, if your recruiting sourcers are not progressively developed into business partners?
From the dozens of recruiting sourcers who have joined our business, we often hear that the industry tends not to enable a clear career development path for recruiting sourcers.
Ondrej Prochazka, talent sourcer and alum of Hudson RPO, recently addressed this issue during the Hudson RPO masterclass at HRD Summit UK. In this clip, he talks about how a lack of development permeates the industry:
Watch this short video to see Ondrej presenting at HRD Summit UK, during the Hudson RPO masterclass.
Imagine if we could flip the perception that career progression doesn’t exist within the talent sourcing community. The good news is — with the right training, support, and investment — we can.
Explore the potential career transformation, both in terms of technical capability and stakeholder engagement, in this talent sourcer graphic shared by Ondrej:
In its flagship Centre of Excellence (CoE), Hudson RPO is actively transforming career development expectations within the sourcing industry.
Career development stages are identified for all new starters who work within sourcing, recruitment, and administration. These are shared during the new joiner’s induction session.
Every six months, colleagues within the CoE review their development goals and measure their performance, often stepping into the next development stage.
You can see how sourcing careers develop at the CoE by downloading our CoE Recruitment Researcher role profile.
In that example, you’ll see how the different stages of skills development are clearly identified. The role focuses on talent sourcing development; successful candidates collaborate with onsite recruiters and offsite recruitment specialists.
Experienced recruitment researchers can offer strategic value to organisations, thanks to a range of skills in:
From researcher to onsite recruiter and team lead, our colleagues can look forward to transparent professional development and progression. This is made clear in our recruitment-focused job descriptions, inductions, and ongoing training and support. We believe in this model, and recommend it to clients.
“Across the industry, a lack of transparent, long-term career development often permeates many stages of a talent sourcer’s career,” says George McRobbie, Service Delivery Director (EMEA) at the CoE.
“We seek to redefine that experience by providing structured career development at the CoE. As a result, our individual talent specialists are benefiting from tailored career development.”
George continued: “We are proud to help train some of the industry’s most respected recruiting sourcers, including people like Ondrej, who has gone on to further his career in technical sourcing at Facebook, while also becoming a highly sought-after speaker in the sourcing industry.”
In the graphic below, check out the four stages of talent sourcing career development, as shared by Ondrej during the Hudson RPO masterclass at HRD Summit UK.
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Without question, one of the most inspiring speakers of HRD Summit UK proved to be Eric Hutcherson, Chief Human Resources Officer for the National Basketball Association (NBA).
Delivered with high energy, Eric’s presentation revealed how to create lasting cultural transformation.
If you missed this hugely popular session, fear not. Global digital marketing manager Patrice Burnside caught up with Eric to get his top tips for leading in the talent space. Enjoy the highlights below!
As a seasoned HR leader, Eric has built his passion across a range of experiences, including founding a career development training program called Say Yes to Success. Eric also serves on the Senior Advisory Council for the National Association of African Americans in HR.
Discover Eric’s three anchor points for driving cultural transformation:
Eric advocates a values-based approach to shaping teams and career strategies. Watch the video below to benefit from more of Eric’s leadership advice, shared exclusively with Hudson RPO at HRD Summit UK!
With thanks to multilingual talent specialist Jessie Caudron for filming this clip.
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Earlier this month, Hudson RPO joined our partners at PayPoint to conduct mock interviews with 160 Year 11 students in Welwyn Garden City.
Lead recruiter Carol Jager tells us more about how the area partnership continues to inspire and engage area students.
As Year 11 students prepare to write their GCSE exams, they face the important decision of whether to progress to 6th form and do their A levels, or apply to local colleges to complete a BTEC qualification.
Hudson RPO and PayPoint are committed to helping students along this journey.
We’ve partnered with Stanborough, a local secondary school, to help this community reach their Gatsby benchmarks. The Gatsby programme promotes careers guidance and exploration.
Thanks to the programme, every pupil enjoys multiple opportunities to learn from employers. They discover more about work, employment, and the skills that are valued in the workplace.
Every year from the age of 11, pupils participate in at least one meaningful encounter with an employer where they learn about work and what it is like or what it takes to be successful in the workplace.
During a recent session, students could ask questions about PayPoint, learn more about our backgrounds, and deepen their understanding of how decisions influence career prospects. We also conducted dozens of mock interviews.
Excitingly, we have a number of activities planned with local schools this year. The next one takes place on the 4th March. During this event, we’ll give girls (aged 11 to 14) the opportunity to meet 22 women in different careers, ranging from engineering, to nursing, to finance.
At PayPoint, we delight in giving back to the community, whether it’s by offering careers advice or volunteering for other good causes, including World Environment Day.
Want to learn more about Hudson RPO’s partnership with PayPoint? Read the case study, which reveals how we’ve helped PayPoint save £600k in agency fees.
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Post-pandemic predictions – Are you equipped to create positive change and transform the way you recruit, onboard and engage talent in a post-pandemic workforce?
During 2020 at the onset of the pandemic, we ran a series of discussions with our people across Hudson RPO APAC to navigate and understand the similarities and differences across our regions and industries as to how organisations have responded to rapid and unprecedented change.
We focused on the three overarching tenets of talent management – how you hire and onboard talent, how you engage talent, and how you retain talent.
Our predictions at a glance:
Listen to our webinar to find out more. Or download our report for more information.
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One of our onsite recruitment teams, based at a major investment bank, recently arranged a series of fundraisers to benefit people affected by the Australian bush fires.
We spoke with one of our onsite recruiters to learn more about the creative events they organised and participated in. Learn more below.
Monday: We started with a fundraiser at the building entrance, where we promoted the upcoming events for the week and asked people to donate cash before entering the barriers.
Monday lunchtime involved a 45-minute fundraiser walk to St Paul’s Cathedral. People had to register and donate ahead of time in order to be included in the walk.
Tuesday: At lunch time, a 45-minute spin class was hosted by Nuffield Health. These participants also donated to our cause.
Wednesday: We collaborated with our onsite cafe to have an all-day ‘Aussie Tuck-shop’. The morning started with an ‘Aussie Chef’s Spread’ with popular Australian breakfast items from 8-10am. From 10am-2pm, we had a ‘Gourmates’ bake sale. This was just the first bake sale of the day.
Our second ‘Gourmates’ bake sale crew also organised some amazing baked goods for sale. On this stand, we also had a raffle for a hamper full of Australian foods, wine, snacks etc.
Another colleague also managed to get a very generous donation of merchandise from Budgy Smugglers — an Australian swimwear and beach accessories brand. This was also raffled off. Then, during lunchtime, we had a ‘Sausage Sizzle’.
All items bought at the Café included the option of adding a £1, £5 or £10 charity donation.
How much was raised? We raised £5,354 to support communities affected by the bush fires. The organisation supports staff-led community activities through matching personal donations and fundraising efforts. This amount raised includes matching funds.
Which charities will benefit? Australian Red Cross, The Salvation Army, Foodbank Australia, and WWF Australia.
Is there anything else you’d like to add? None of this would’ve been possible without our wonderful colleagues from both Hudson RPO and our partner. We really put our heads together, and within four days we arranged this fundraiser. We met with the head of the foundation group and with the director of the cafe to coordinate the events. They were highly supportive and accommodating of our events. Many thanks to everyone who participated and led the effort!
