Content Team

HRD Summit US: embracing AI and multi-generational teams

March 21, 2019 by Content Team

HRD Summit US is soon approaching, and we look forward to engaging with HR professionals from a range of sectors and backgrounds.

Building up the excitement, two of our senior talent acquisition experts, CEO Lori Hock and EVP Tony Martin have revealed that they will be guest-presenting two seminars.

Read on for a sneak peek into two of the top sessions recommended for HR leaders and talent visionaries who want to maximize their experience at HRD Summit US.

Highly recommended HRD Summit US seminars

As passionate HR leaders, CEO Lori Hock and EVP Tony Martin are delighted to present two sessions at HRD Summit US.

Be sure to catch their first presentation at 12.05pm on Tuesday, March 26: Recruitment Strategies for Multi-Generational Candidates.

They’ll be discussing the attributes, characteristics, and preferences of each generation comprising a diverse workplace. You’ll learn how to inspire, engage, and motivate each generation

Then, at 11.10am on Wednesday, March 27, make sure you arrive on time for an energetic lightning talk led by Lori and Tony: Are You Prepared for the Future of Hiring?

They promise a fascinating conversation, saying:

“The continued rise of AI, and the introduction of AR and VR, gamification, and blockchain will inevitably change the recruitment process. What might the talent acquisition process look like in 2040, and what should you be thinking about to get there?”

The topics fit within the wider conference theme of curating a new business landscape by crafting agile solutions for the future.

HRD Summit US: your chance to win Apple AirPods

While at the HRD Summit, you’re warmly invited to say hello to us at booth 7. It’s a pretty awesome location, right next to the refreshments stand, so grab a drink and enjoy a chat!

In addition to friendly conversation, you can browse a range of RPO case studies designed to inspire your talent strategy. And of course, don’t miss your chance to win Apple AirPods by entering our raffle.

HRD Summit US, here we come! We’ll be there March 26-27, at the Seaport Hotel in Boston.

HRO Today awards: talent leaders named to HR Superstars global list

March 21, 2019 by Content Team

HRO Today awards have been announced, and they feature Hudson RPO leaders.

Kimberley Hubble and Darren Lancaster, regional leaders of Hudson RPO, have been featured as global HR leaders by one of the industry’s leading publications.

Produced by HRO Today magazine, the HR Superstars list honours top HR leaders serving outside America. In particular, it recognises their track record of industry transformation through innovation and agility.

The editors write: “This year’s superstars have a proven track record of challenging the status quo, adopting experimental methods, and redefining the new normal for HR.

“With the help of smart technologies and a new wealth of data, these leaders create targeted employee engagement strategies, leverage workforce planning insights to enable more fluid and organic career paths, and break down silos to encourage a consistent workplace culture and experience.”

Darren and Kimberley were also named as HR Superstars on another HRO Today awards list that includes international and US-based leaders. Lori Hock, CEO for the Americas, also featured on this HR Superstars list.

Each regional leader has a tenured history with Hudson RPO. Among their highlights:

Kimberley launched Australia’s first-ever RPO solution for Johnson & Johnson, a solution which Hudson RPO managed for 17 years. She offers more than 25 years of industry experience, including 18 years in RPO.
Darren led his team in creating one of the first RPO solutions in North Africa. Offering more than two decades of industry experience, he promotes an organisational culture of curiosity.
Lori offers more than 30 years of industry experience working in regional and global teams. During that time, she implemented a large-scale Recruitment Center of Excellence.

Talent acquisition strategies in the new world of work

March 13, 2019 by Content Team

Blogs & Articles

Talent acquisition strategies in the new world of work

Content Team

March 13, 2019

Talent acquisition strategies are key to business success.

Consider three scenarios: 1.) Your company’s hiring needs surge suddenly. 2.) Your industry is facing a severe talent shortage. 3.) Your employer brand is a bit outdated or nonexistent.

Without the right talent acquisition strategies in place, these common workforce challenges can throw off your company’s talent game.

A weak or missing talent acquisition strategy can cause hiring to fall out of sync with your overall business strategy. Hiring may also lag behind the competition when markets experience sudden shifts.

Yet, the presence of a formal talent acquisition strategy can help position your company to weather changes and capitalize upon market opportunities.

What is a talent acquisition strategy?

A talent acquisition strategy is the series of proactive, ongoing steps that ensure your company has the skilled workforce it needs to thrive. The key elements are:

Workforce planning. This step involves determining current hiring needs and identifying future ones, based on your business, broader market trends, and the talent market. Workforce planning also helps determine whether there are roles best filled by a contingent workforce.
Recruitment technology updates. New recruitment technologies improve hiring, whether you streamline your applicant tracking system, elevate your candidate experience with a recruitment chatbot, or scores of other recruitment tech options.
Employer branding. To compete for top talent, you must be recognized as an appealing workplace through your employer brand to draw the interest of skilled candidates.
Talent sourcing and recruitment. An ongoing talent pipeline is essential, particularly in industries, such as tech, with a shortage of skilled workers.
Talent management. Retain employees through pre-hire assessments and post-hire talent development.
Analysis and fine-tuning. Tracking key metrics, such as retention rates or candidate engagement can pinpoint areas that need improvement. You may discover you’re losing candidates because the application process is too complicated, or there’s a lull in communication after the second interview.

Workforce disruption has become so prevalent in the digital age, that the word ‘disruption’ doesn’t apply anymore. Change is the norm.By 2020, 37 percent of HR leaders expect the use of contractors to increase, according to the 2018 Deloitte Global Human Capital Trends report.¹

The Deloitte report also highlights the increasing prevalence of flexible careers, in which employees explore different roles and evolve their careers within an organization. It also emphasizes the growing demand for complex problem-solving and social skills.

Additionally, many organizations struggle to align their talent acquisition strategy with their overall business function. Among US middle market company executives, more than 40 percent give their talent planning a grade of “C” or below, according to a 2016 study by the National Center for the Middle Market.²

The middle market study also found better-performing companies placed a greater emphasis on talent planning than slower-growth companies, and that talent planning overall is more successful when the process is formalized. Despite this, only 22 percent of the middle market companies in the study had a formal strategy in place.

The benefits of a talent acquisition partnership: bringing in backup

Partnering with an outsourced recruitment solutions provider can help your company jump-start a talent acquisition strategy from the ground up, or fill in the missing elements of your existing recruitment and workforce management process.

If your company is facing a talent backlog, for example, a recruitment partnership can take the hiring demands off the plate of your human resources team, giving them time to focus on long-term workforce strategies.

Perhaps your company is spending too much because of a reliance on multiple recruitment agencies to help with hiring when there’s a spike in open roles. With a recruitment process outsourcing solution, you access industry experts who can quickly pinpoint and correct inefficiencies and build a talent pipeline so you’re ready for the next jump in hiring.

Or, your company’s employer brand is in dire need of a revamp, but your team doesn’t have the bandwidth for another project. An outsourced talent acquisition partner can provide expertise to build a new employee value proposition and drive this crucial rebranding.

RPO solutions offer agility and know-how which translates into reduced time-to-fill, guidance on the most valuable recruitment tools for your business, global capabilities when needed, and tailored talent development.

A nimble talent acquisition strategy is an essential spoke in the wheel of any long-term business strategy, as vital to the success of your company as customer service, lead generation, and any other business function. In short, effective talent acquisition keeps your business moving forward.

Sources

¹ “The Rise of the Social Enterprise. 2018 Deloitte Global Human Capital Trends.” Deloitte Insights. Web. Accessed 5 March 2018.

² “Mastering Talent Planning: A Framework for Success.” A Report by the National Center for the Middle Market with Visage Worldwide, Inc. and Dr. Larry Inks of the Ohio State University Fisher College of Business. Web. Accessed 5 March 2018.

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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Agile talent acquisition: 7 steps to creating a global talent strategy

March 12, 2019 by Content Team

Blogs & Articles

Agile talent acquisition: 7 steps to creating a global talent strategy

Content Team

March 12, 2019

Agile talent acquisition: a lean and flexible strategy positions your enterprise to build an anytime, anywhere, optimal workforce.

A comprehensive global talent acquisition strategy is workforce planning writ large. It enables you to ramp up hiring following a business acquisition in a new country, for example. An agile talent acquisition strategy can also prepare teams for expansion into new markets.

After exploring the benefits of talent acquisition, you may be ready to create an agile talent acquisition model.

Read on to discover the seven basic steps behind high-performing global talent acquisition strategies.

Step 1: Develop a global hiring road map

From the C-suite to the HR department to the project managers who will work closely with global hires, corporate buy-in is key to delivering an agile talent acquisition plan.

In many ways, the world is still the early stages of a global workplace. Executives and employees alike are still adjusting.

Teams may require training to collaborate effectively with workers across different cultures. A manager unaccustomed to working with one or two remote employees may require additional training and reminders to properly include those workers, for example.

When key decision makers support the global workplace, critical steps are less likely to fall through the cracks. These steps may include cultural awareness workshops and in-person team gatherings every quarter or so — activities which can help reduce frustration and friction, while helping teams bond and collaborate.

Step 2: Unify stakeholders and cross-cultural teams

From the C-suite to the HR department to the project managers who will work closely with global hires, corporate buy-in is key to delivering an agile talent acquisition plan.

In many ways, the world is still the early stages of a global workplace. Executives and employees alike are still adjusting.

Step 3: Showcase a global employer brand

A positive, dynamic employer brand is the bedrock of effective global talent acquisition. Candidates in your target markets and around the world should gain a clear view of your workplace culture, day-to-day vibe, and long-term career opportunities. Important windows into your employee value proposition include:

Regional job fairs
A regional careers website
Local social media recruitment campaigns
Global company pages on LinkedIn and Glassdoor
Outreach to local universities and professional associations

Keep your current employees in mind when developing, or evolving your employer brand. They help sustain your value proposition and keep you honest if the EVP doesn’t translate to lived experience. Effective hiring, retention, and workforce engagement depend upon an authentic employer brand.

While it’s important to do your research, you can easily get stuck in this early phase and stagnate. Building or bolstering your global employer brand is a smart starting point.

Step 4: Create candidate messaging that resonates

While a consistent, appealing global employer brand is vital, job particulars require tailoring in different regions. Candidates in Belgium, for example, will have different expectations around compensation and benefits compared to candidates in Australia or the Americas.

Effective social media marketing can also change in different countries as platform preferences shift.

Step 5: Gain efficiencies from HR technology

Though global talent acquisition is complex, recruitment technologies can keep the process manageable, central, and cost-effective. The right recruitment tech underpins a truly agile talent acquisition strategy.

There are many ways in which recruitment tech can help drive efficiency. Global applicant tracking systems search for local keywords to reduce the number of candidates who move to the more time-intensive steps of the hiring process. AI chat bots and automated emails can help drive candidate engagement. With video interviewing, you can manage first interviews without losing candidates who can’t easily meet in person. New solutions are always arriving.

Step 6: Establish a timeline and accountability

From the start, clarify expectations in your global talent acquisition strategy. Even in an agile context, every global recruitment project should still start with an agreed deadline. This applies whether you’re rolling out a new global applicant tracking system, training your hiring teams in video interviewing, hiring a sales team in a new country, or crafting a social media recruitment playbook for a new region.

As the project progresses, you may need to review and realign. However, everyone should work towards getting a first version out the door, so to speak, and then iterating upon that. Taking too long to set projects live gives your competitors ample chance to breeze past.

Within your teams and service provider partnerships, there should also be clear accountability for meeting goals.

Step 7: Evaluate and adjust based on data

When it comes to an agile talent acquisition model, results matter. Leverage data analytics, as well as manager, candidate, and employee feedback to understand success factors, bottlenecks, and pain points.

Evaluations should include candidate quality, talent retention rates, and social media engagement. Such metrics can help inform strategy adjustments or overhauls. They can also highlight high-performing elements, thus allowing you to exploit these successes further. A global approach also allows these best practices to be shared more widely and replicated.

The global hiring landscape is here, and companies that leverage the talents of foreign workers have the upper-hand on establishing an identifiable employer brand in new markets. Remember this as you set out to develop an agile talent acquisition strategy targeted towards attracting highly engaged candidates.

Want to learn more about agile talent acquisition?

Click here for more information about Talent Acquisition.

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5 benefits of talent acquisition, making global scale a reality

March 11, 2019 by Content Team

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5 benefits of talent acquisition, making global scale a reality

Content Team

March 11, 2019

The benefits of talent acquisition can help your enterprise compete regionally and scale globally.

Whether your team operates in four countries or 40, a global talent acquisition strategy can help you target top talent, regardless of where that talent is based. A flexible, border-fluid approach to talent acquisition enables the most creative enterprises to build and maintain position as market leaders.

As a talent executive or HR leader, you can add value by initiating a business conversation around this approach. To help spark the discussion, here are five key benefits of talent acquisition driven by a global focus.

Talent acquisition benefit 1: operational efficiency

Companies with far-reaching operations often enlist local agencies to help source hires. Alternatively, a global approach to talent acquisition helps your business streamline hiring processes. It can reduce costs while improving communication about hiring needs and regional skills gaps.

Here’s an example scenario. Consider a global logistics company seeking supply chain managers. The business already has talented inventory managers on the payroll in other countries, some of whom are showing key signs they’re ready for a change.

How would this scenario fit into a global talent acquisition strategy?

To begin, a global strategy would typically include key communications and awareness campaigns. As a result, existing employees would be actively invited to apply for the job, or to at least participate in preparatory training for similar openings.

The company would also save on agency fees, while reducing the time and expense of on-boarding new employees. Workplace morale also benefits from the availability of career development opportunities.

Talent acquisition benefit 2: better candidate journey and employee experience

Global talent acquisition also enables greater consistency along the candidate journey. With a unified approach to candidate messaging, you can ensure each touch point represents your employer brand.

Your employer brand reflects your genuine global employee value proposition. Your talent outreach should be positive and clear across all regions.

Whatever country the candidate is based in, he or she should receive a consistent representation of your business. There will always be a degree of cultural nuance in any multi-regional enterprise, but this shouldn’t cloud the delivery of your global values. This is particularly important in the world of social media recruitment marketing.

No matter where your workers are in the world, they feel as though they are a valued part of a professional community. With these essential elements in place, your team can more easily recruit permanent and contingent workers in new regions.

Talent acquisition benefit 3: richer diversity and tangible business gains

Thanks to advanced collaboration, messaging, and video-conferencing technologies, companies can schedule brainstorming meetings with team members on different continents. These tools allow your business to access the skills, knowledge, and creativity of people from across the globe.

Effective collaboration in a diverse environment can benefit the bottom line. That’s because companies in the top quarter for ethnic and gender diversity are more likely to have above average profitability compared with companies in the bottom quarter.¹

Talent acquisition benefit 4: local insights into new markets

The number of Fortune 500 companies based in global emerging markets may exceed 45 percent by 2025, according to McKinsey & Company.²

So, when expanding into new and emerging markets, companies must understand the local culture, economic climate, business practices, and effective sales strategies of each region. These are not the same the world over. Hiring local talent allows your business to integrate into the community quickly and effectively, helping to avoid the cultural missteps that can harm business prospects.

Talent acquisition benefit 5: business solutions powered by key skills

Astonishingly, 70 percent of employees in professional services work remotely one day per week, and more than 50 percent work remotely at least half the week, according to IGW.³

Flexible work incentives intensify the competition for skilled workers. But a strong global talent acquisition strategy can let you cast a worldwide net to attract the people who offer key creative and cognitive skills.

Want to learn more about talent acquisition?

Click here for more information about Hudson RPO Talent Acquisition.

Sources

¹ Dickey, Megan Rose. “Diverse teams are still *really* good for business, McKinsey says.” TechCrunch. Web. 18 Jan 2018.

² McKinsey Global Institute. “Urban world: The shifting global business landscape.” Web. Oct. 2013

³ Browne, Ryan. “70% of people globally work remotely at least once a week, study says.” CNBC. Web. 30 May 2018.

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Global talent acquisition: how to compete with astonishing growth

February 28, 2019 by Content Team

Blogs & Articles

Global talent acquisition: how to compete with astonishing growth

Content Team

February 28, 2019

Global talent acquisition is growing at an extraordinary pace. Among global professionals, 70 percent of people in professional services work remotely one day per week, and more than 50 percent work remotely at least half the week.

Those insights may astonish workers and managers who still operate within a traditional work environment. Nonetheless, they come from a detailed global study conducted by IWG in 2018.¹

Needless to say, the implications are extraordinary. Perhaps top of the list, enticing levels of flexibility are being offered to compete for the best talent worldwide.

As we deepen our understanding of the rapid growth in global hiring, we must also equip ourselves to compete effectively.

The recommended approach includes a global talent acquisition strategy.

A global approach to talent acquisition enables your business to capture a wide-angle view of all the far-flung pieces. It lets you observe what’s working, what’s missing, and how to bring it all together—now and in the future.

The rise of global talent acquisition

Before we act, let’s make clear the necessity, based on a review of global talent acquisition growth trends.

Businesses of all sizes are entering or expanding their reach in the global marketplace. The number of Fortune 500 companies based in global emerging markets is expected to exceed 45 percent by 2025, according to research by management consulting firm, McKinsey & Company.²

In the United States, 70 percent of employers consider a global workforce “very or extremely important” to their talent strategy, according to a 2018 Harris Poll for Envoy, a global immigration services firm.³

Furthermore, just under 40 of US hiring managers expect employees will do the majority of their work remotely in the next ten years, according to a 2018 survey by freelance website Upwork.⁴

All of these figures point in the same direction: With the rise of a global workforce, we renew our commitment to cross-cultural communication and engagement strategies. This applies to the full life cycle of talent acquisition, but it begins with your candidate engagement strategy.

Talent acquisition takes its pulse from your EVP

A positive, dynamic workplace culture is the bedrock of effective global talent acquisition. Seek to provide candidates in your target markets and around the world with a clear view of your team culture, day-to-day vibe, and long-term career opportunities.

Important windows into your employee value proposition (EVP) may include:

A regional careers website
Global-focused company pages on LinkedIn and Glassdoor
Local social media recruitment campaigns
Regional job fairs
Outreach to local universities and professional associations

Workplace adaptations for a global talent force

A successful on-boarding process is key to the long-term success of remote employees. It can also help shape an effective, collaborative environment that spans time zones, geographies, and cultures.

Worldwide, employees and employers are in the midst of a workplace sea change. Increasingly, team members join meetings and contribute via cloud-based project management tools and video conferencing.

Keep your current employees in mind when developing or evolving your employer brand. They help sustain your value proposition and keep you honest if the EVP doesn’t translate to their experience.

Effective hiring, retention, and workforce engagement depend upon an authentic employer brand and supportive communication channels.

Want to learn more about talent acquisition?

Click here for more information about Hudson RPO Talent acquisition.

Sources

¹ Browne, Ryan. “70% of people globally work remotely at least once a week, study says.” CNBC. Web. 30 May 2018.

² McKinsey Global Institute. “Urban world: The shifting global business landscape.” Web. Oct. 2013

³ O’Donnell, Riia. “How to recruit in a global talent market.” HRDive. Web. 29 Nov. 2018.

⁴ Dishman, Lydia. “Remote work is “the new normal.”” Fast Company. Web. 28 Feb. 2018.

Content Team

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Agile talent acquisition: 7 steps to creating a global talent strategy

Step 1: Develop a global hiring road map

Step 2: Unify stakeholders and cross-cultural teams

Step 3: Showcase a global employer brand

Step 4: Create candidate messaging that resonates

Step 5: Gain efficiencies from HR technology

Step 6: Establish a timeline and accountability

Step 7: Evaluate and adjust based on data

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5 benefits of talent acquisition, making global scale a reality

Talent acquisition benefit 1: operational efficiency

Talent acquisition benefit 2: better candidate journey and employee experience

Talent acquisition benefit 3: richer diversity and tangible business gains

Talent acquisition benefit 4: local insights into new markets

Talent acquisition benefit 5: business solutions powered by key skills

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Global talent acquisition: how to compete with astonishing growth

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