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Recruitment technology: glimpse the future in this new HR video

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  • Blogs & Articles, Video

Recruitment technology: glimpse the future in this new HR video

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Recruitment technology: the new world of talent tech is changing the way that great candidates are discovered and hired. What does the future hold? Imagine tomorrow’s talent processes, today.

Watch the video to discover what’s in store for hiring managers, HR leaders, and candidates.

All this technology exists today. Now is the time for companies to begin implementing recruitment technology and AI into their talent processes.

In many ways, AI helps enable process efficiency and increase satisfaction rates. Talent technology is used regularly by business leaders to:

  • Streamline front-end hiring approval
  • Power job applications on career sites
  • Create and manage talent pools
  • Reduce administrative tasks
  • Increase hiring speed
  • Drive candidate engagement
  • Improve measurement and reporting

The applications are endless. The opportunity is huge.

A pick-and-mix technology suite frees capacity for value-added initiatives that drive the business forward. The right tech can also enable you to focus on nurturing candidates at key touch points. The result? Your enterprise gains the upper hand in hiring and retaining star talent.

Choosing the right recruitment tech

Learn more about how Hudson RPO can assist in recruitment technology.

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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SourceCon GrandMaster winner: Iker Jusué sources global success

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Congratulations to Iker Jusué, who has just been announced as the 2019 SourceCon GrandMaster winner!

Most impressively, Iker is also the first non-native English speaker to win this global sourcing award. In talent circles, the competition is highly regarded as the sourcing Olympics (or Oscars, if you prefer theatrics over athletics!).

Iker Jursue SourceCon winner
GrandMaster: Iker Jusué wins at SourceCon

Iker is one of our highly rated talent acquisition and sourcing consultants. With multilingual resourcing experience — including in Spanish, French, and English — Iker provides valued expertise to our Sourcing Centre of Excellence.

He recently participated in SourceCon’s GrandMaster Challenge, an annual sourcing competition, where he came away a global sourcing winner.

Over the course of the year, the GrandMaster competition challenges the best talent sourcing specialists from around the globe. It features hundreds of sourcing pros competing in a timed sourcing challenge.

The heat may have been on, but when it comes to unearthing niche talent under pressure, Iker knows how to keep it cool.

Discover, in Iker’s own words, what it means to win the coveted global award of SourceCon GrandMaster. Just as inspirational, learn why Iker is a passionate believer in sharing knowledge throughout the sourcing community.

SourceCon GrandMaster: Iker’s story

My career had ups and downs… However, I never imagined that Batman (yes, a genuine superhero!) would announce to a crowd in Seattle that I was the SourceCon 2019 Grandmaster champion.

When the announcement came out, I was actually on a business trip more than 8,000 km away from Seattle. As I processed the news, I was filled with surprise, excitement, and happiness!

Long before winning the competition, I became very passionate about SourceCon, and the role it plays in bringing the sourcing community together.

Let me tell you how I’ve gotten to know more about the sourcing community, and sourcing as an industry, thanks to SourceCon.

I first came across SourceCon in 2016. Since then, I became increasingly interested in sharing talent-sourcing knowledge with people from different backgrounds, and across borders.

In particular, I’m passionate about exchanging talent sourcing knowledge with peers in North America as well as EMEA. At events and over social media, I enjoy cultivating a deeper knowledge of sourcing trends and practices. These insights help close the talent knowledge gap on both sides of the pond.

In 2017, I decided that I wanted to participate in the SourceCon challenge. The next year, I finished as the second runner-up. The experience was great; the connections I formed helped fuel my passion for sourcing.

Today, I’m very proud to be the first non-native English speaker, the first Spaniard, and the second European to win SoureCon. It’s an amazing source of pride, and a privilege to help impart best practice throughout the global sourcing community.

Want to learn more about talent sourcing?

Congratulations to Iker on his amazing achievement! We’re all incredibly proud to have him supporting our talent team.

Would you like to learn more about talent sourcing? Click here for more information.

HRD Summit US: embracing AI and multi-generational teams

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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.

HRD Summit US 2019
HRD Summit US: Say hello to us at booth 7. We’ll be right next to the refreshments, so grab a drink and enjoy a chat!

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

Lori Hock
Lori Hock, CEO for the Americas, will be presenting at HRD.

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.

Tony Martin
EVP Tony Martin will also be presenting at HRD Summit US.

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

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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.

Kimberley Hubble
Kimberley Hubble, CEO for APAC

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.

Darren Lancaster
Darren Lancaster, CEO for EMEA

“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:

Lori Hock
Lori Hock, CEO for the Americas
  • 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

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Talent acquisition strategies in the new world of work

Content Team


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.

four smiling people in circle
Talent acquisition strategies can help fortify competitive enterprises.

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

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

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

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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.

Two workers in a meeting discussing global talent strategy
Agile talent acquisition models take flight when you master seven basic steps, starting with developing a global hiring road map.

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.

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 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.

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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