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Hudson RPO Recognized as a Major Contender and Star Performer in Recruitment Process Outsourcing (RPO) in Everest Group’s PEAK Matrix® Assessment

Tampa, Fla., August 21, 2024 – Hudson RPO today announced that Everest Group has recognized the firm as a Major Contender in all regions and a Star Performer in EMEA and APAC in its Regional Recruitment Process Outsourcing (RPO) PEAK Matrix® Assessment. The Star Performer designation is based on Hudson RPO’s significant Year over Year (YoY) movement up the Matrix.

The report cites several accomplishments in Hudson RPO’s offering that led to its elevated ranking, including its innovation, vision and strategy, depth of services, portfolio mix and value delivered.

The organization has also seen measurable global expansion with organic growth by setting up an entity in Ireland, inorganic growth with the acquisition of Hudson Singapore, and an increased presence in the Middle East.

“Hudson RPO has made concerted organic and inorganic investments to expand its global RPO footprint across most of the major RPO markets. Its expertise in hiring white-collar professionals across key industries, such as pharmaceutical and life sciences, BFSI, and manufacturing, have enabled Hudson RPO to demonstrate significant resilience in the downturn of 2023,” says Arkadev “Arko” Basak, Partner, Everest Group. “Its continued investments in advancing its talent advisory services and its partnership-based technology ecosystem have strengthened its position as a Major Contender and Star Performer on Everest Group’s Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2024.”

In addition, Hudson RPO has enhanced its offering with a dedicated Executive Search team and expanded advisory services.

“Our clients are increasingly looking to us for a full spectrum of talent acquisition and workforce planning needs,” said Hudson RPO CEO Jake Zabkowicz. “As we continue to expand and excel in the marketplace, we look forward to offering clients best-in-class results, including DEI, advisory, permanent and contingent workforce planning and technology consulting.”

For the RPO Services Regional PEAK Matrix®, Everest Group analyzes the RPO landscape and the performance of 53 service providers in all industries, looking at these providers’ vision for RPO, their capacity to deliver on that vision, the impact that they have had on the wider market, including the scope of services offered, and level of innovation and investments. The assessment also considers third-party RPO deals as well as 6,400 multi-process RPO deals. The report divides RPO providers into three main categories: Leaders, Major Contenders and Aspirants.

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Media Contact

Tracy Kurschner
Global Communications Manager, Hudson RPO
[email protected]
612.309.3957

Hudson RPO Named a Leader in all Categories of NelsonHall’s NEAT Matrix

Tampa, Fla., August 13, 2024 – Hudson RPO has been named a “Leader” in NelsonHall’s Vendor Evaluation & Assessment Tool (NEAT) Matrix. The NEAT Matrix allows strategic sourcing managers to assess the capability of vendors across a range of criteria and business situations and identifies the best performing vendors overall.

NelsonHall placed Hudson RPO in the “Leader” quadrant in all four categories it analyzes: Overall, Services, Technology and Geographic Reach. The designation focuses on the firm’s Managed Services Provider (MSP)/Contingent Workforce Solutions (CWS) services.

According to the NelsonHall analysis, Hudson RPO has a plethora of Unique Selling Points (USPs) with several enhancements within the last year, including its ongoing expansion in the APAC region with the acquisition of Hudson Singapore, the firm’s contractor hub “Strike Micro” site with all its how-to guides and FAQs, plus an enhanced contract experience, journey workflow and expanded contractor benefits.

“Our goal is to continually enhance our client, candidate and partner experiences to be the clear talent acquisition partner of choice and to be top-of-mind in the industry,” said Hudson RPO CEO Jake Zabkowicz. “It’s gratifying that industry leaders such as NelsonHall recognize that we are consciously working to take the firm to the next level – and that it’s working.”

The Leader recognition in the NEAT Matrix is just the latest of Hudson RPO’s recent accolades. The firm was recently recognized as a Major Contender and Star Performer in Recruitment Process Outsourcing (RPO) in Everest Group’s PEAK Matrix® Assessment.

About NelsonHall

NelsonHall is a leading global analyst firm that provides organizations with detailed, critical information on technology and services markets, including the NelsonHall Vendor & Assessment Tool (NEAT). The NEAT tool allows strategic sourcing managers to assess the capability of vendors across a range of criteria and business situations and identify the best performing vendors overall.

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Media Contact

Tracy Kurschner
Global Communications Manager, Hudson RPO
[email protected]
612.309.3957

How RPO partnerships help leaders deliver an agile recruitment function

How RPO partnerships help leaders deliver an agile recruitment function

Content Team

A “Support Function” RPO allows in-house recruiters to be
more strategic and business focused

Your organization relies on you to deliver top talent in a way that enables business success. To best achieve this, consider a “Support Function” Recruitment Process Outsourcing (RPO) partnership. This solution allows the perfect approach to your Talent Acquisition (TA) function through a hybrid of in-house TA and an outsourced team, which enables you to scale resources as the business needs and create the agility required to be successful in today’s uncertain market.  

A Support Function RPO can take over necessary, but time-consuming tasks, such as sourcing candidates, handling complex interview scheduling, and overseeing administrative tasks associated with recruiting and pre-boarding talent.  

Consider the ways a Support Function RPO could help drive improved outcomes in your TA function and the overall business:  

  • Sourcing qualified candidates (both active and passive job seekers): You’ll be presented with talent who best fit the role – no more sifting through non-relevant resumes.
  • Positive candidate and hiring manager experience: RPO partners can provide a consistent and positive experience for both candidates and hiring managers, which will help improve your employer-of-choice status and convince top talent to join your company.
  • Elevate your in-house recruiters: With functional tasks handled for them, your recruiters will be enabled to engage hiring managers and the business in a new and more strategic way, driving better outcomes. Spend your time on sharing strategic market intelligence and building deeper relationships that result in improved talent selection and onboarding of new talent.  
  • Geographic breadth: No matter where your organization needs qualified candidates, a Support Function RPO can provide you with on-the-ground intelligence and connections to quickly ramp up teams and get to business faster and more efficiently.
  • Diversity, Equity, and Inclusion (DE&I): Studies show that a diverse workforce is more productive and efficient. Your RPO partner can deliver a diverse slate of candidates for every engagement.  

We’d love to give you a no-cost, no-commitment consultation to find the best approach for your organizational and talent needs.

Contact us to start the conversation 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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Hudson RPO Named One of ‘America’s Greatest Workplaces’ by Newsweek

Tampa, Fla., June 24, 2024 – Hudson RPO has been named as one of America’s 500 best places to work in Newsweek and Plant-A Insights Group’s second-annual ranking of America’s Greatest Workplaces. This recognition highlights Hudson RPO’s commitment to creating an exceptional work environment and fostering employee engagement, even amid a challenging economy.

“At Hudson RPO, we believe that a great workplace is the cornerstone of our success,” said Jake Zabkowicz, Global CEO of Hudson RPO. “Being named one of America’s Greatest Workplaces is a testament to our ongoing efforts to cultivate a positive and engaging work environment. Our employees are the driving force behind our achievements, and we remain dedicated to supporting their growth, well-being and satisfaction.”

To compile this year’s list, Newsweek and Plant-A Insights Group interviewed more than 250,000 U.S. employees, generating more than 1.5 million company reviews across 78 individual sectors. The survey explored key aspects of the workplace, including compensation and benefits, training and career progression, work-life balance and company culture. Hudson RPO’s strong performance in these areas is a clear indicator of its successful employee engagement strategies.

In addition to the survey, the ranking considered each company’s online reputation, diversity and inclusion ratings, and reviews of senior management. Hudson RPO’s consistent positive ratings in these categories demonstrate its commitment to fostering an inclusive and supportive work environment.

According to Nancy Cooper, the Global Editor in Chief at Newsweek, the companies featured in this ranking are noted for their ability to foster environments where employees feel valued and motivated. As a result, these organizations often enjoy stronger client relationships and higher retention rates.

“We are honored to be recognized alongside other leading companies that prioritize their employees’ needs and well-being,” said Zabkowicz. “This accolade reinforces our commitment to creating a workplace where our team members can thrive and achieve their full potential.”

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Media Contact

Tracy Kurschner
Global Communications Manager, Hudson RPO
[email protected]
612.309.3957

Counteroffers and Job Satisfaction: Insights from Hudson RPO’s Latest Survey

Tampa, Fla., July 11, 2024 – A new Hudson RPO survey reveals that many professionals are skeptical about how effective counteroffers are in convincing them to stay in their current role.

When asked if they would stay at their current job if offered a counteroffer, a staggering 73% of respondents said no.

The survey explored the effectiveness of counteroffers in detail. While 57% of respondents had received a counteroffer when they announced their intention to leave, only 27% found it sufficient to stay. Most professionals indicated that a 30% increase in salary would be the minimum acceptable counteroffer to consider staying, with 32% stating that no counteroffer would make them stay.

“Counteroffers are often seen as a quick fix to employee turnover, but our survey shows that they rarely address the underlying issues,” said Hudson RPO CEO Jake Zabkowicz. “Organizations need to focus on creating a supportive and engaging work environment rather than solely relying on monetary incentives to retain talent.”

The survey highlighted several key insights into job satisfaction and the reasons professionals choose to leave or stay at their jobs. The top reasons professionals leave their jobs include having a bad boss (35%), salary and benefits (32%), and needing more of a challenge (17%). Conversely, the primary reasons for staying with their current employer are great co-workers and management (32%), an increase in salary and benefits (25%), and engaging, rewarding work (21%).

When asked about their preferred working environment, a significant majority (84%) favored a hybrid model with some level of remote work, while only 3% preferred working onsite five days a week.

The survey also found that nearly half (46%) of professionals have left their job without having another lined up, indicating a strong willingness to take risks for better opportunities.

About the Survey: The global survey of nearly 350 professionals took place in late June 2024.

Survey results

Has an employer ever given you a counteroffer when you told them you were leaving for another job?

  • Yes: 57%
  • No: 43%

If you did receive a counteroffer from an employer, did it incentivize you to stay?

  • Yes: 27%
  • No: 73%

What is the minimum salary percentage of a counteroffer that would cause you to stay at your current employer, even if you were less than happy with your job?

  • 10%: 8%
  • 30%: 44%
  • 50%: 16%
  • No counteroffer would make me stay: 32%

Are you looking for a new job?

  • Yes: 49%
  • No: 32%

Have you ever left your job without another one lined up?

  • Yes: 46%
  • No: 54%

What is your preferred remote vs. office environment?

  • 100% remote: 13%
  • Onsite 1 day per week: 6%
  • Onsite 2 days per week: 27%
  • Onsite 3 days per week: 43%
  • Onsite 4 days per week: 8%
  • Onsite 5 days per week: 3%

Have you changed employers since 2021?

  • Yes: 51%
  • No: 49%

Has your boss ever talked you out of leaving for another job by promising a better work environment?

  • Yes: 44%
  • No: 56%

What’s the biggest reason to leave one employer for another?

  • Salary/benefits: 32%
  • Bad boss: 35%
  • Too much stress: 14%
  • I’m bored, need more of a challenge: 17%
  • Can’t work remotely: 2%

What’s the biggest reason to stay with your current employer instead of taking a new job?

  • Challenging, rewarding work: 21%
  • Increase in salary/benefits: 25%
  • Great coworkers, management: 32%
  • Company culture: 11%
  • Can work remotely: 11%

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Media Contact

Tracy Kurschner
[email protected]
612.309.3957

How to write an inclusive job description

How to write an inclusive job description

Content Team

An inclusive workplace fosters a sense of belonging, encourages authenticity and open communication, and supports the career growth of all employees, regardless of race, gender, sexual orientation, religion, age, education, or background. This is a tall order, but many companies are working hard to improve inclusivity through shifts in company culture, leadership development, and employee education.

All too often, however, these efforts bypass the job description and seriously undermine inclusion as a result. Job descriptions are the initial touchpoint for a large segment of your prospective talent and where candidates get a ‘gut feeling’ about whether they’ll feel valued and welcome to be themselves at work. It’s increasingly clear that this matters, and not just to minority groups. A 2023 Deloitte survey found that inclusion is very important to employees when choosing where to work. Nearly two-thirds of millennials (64%) and three-quarters of Gen Z (72%) look for information about a company’s commitment to diversity and inclusion before applying for a job.

Read on to learn how to write inclusive job descriptions, so candidates sense they’d be valued by your organization and are more likely to click ‘Apply.’

Make your inclusion and diversity goals clear

Simply sharing the fact that inclusion and diversity matter to your company goes a long way toward attracting a diverse group of applicants. You can convey this company value throughout the job description. For example, you may lead with a brief “What We Offer” or “Working With Us” section that states your commitment to diversity goals, career growth, and work-life balance. In the list of requirements for the role, you can also include the ability to work effectively with a diverse group of employees to further demonstrate that your organization takes inclusion seriously.

Avoid exclusionary language

Certain words used for job titles and descriptions can be off-putting to some people. Though it’s pretty common knowledge that including ‘ninja,’ ‘rockstar,’ ‘wizard,’ and ‘genius’ can make older candidates and women scroll right past your job posting, they still show up in job descriptions. These words hint at a youth-centered workplace and the so-called ‘bro culture’ that is known to make women feel unwelcome. Also, while it’s important to feel confident in what you bring to the table, ‘genius’ or ‘guru’ is not how many highly talented people would describe themselves.

Additionally, keep gendered language to a minimum in job descriptions. For example, words like ‘competitive’ and ‘hard-driving’ are generally associated with masculinity, while words like ‘supportive’ and ‘collaborative’ have more feminine connotations. This doesn’t mean these words should be thrown out entirely, but if you overuse either masculine or feminine words you will unwittingly narrow your applicant pool.

Make sure perks have broad appeal

Highlighting only the presence of a fancy espresso machine or cozy lounge chairs in your job description is a mistake if that’s all you mention. Similarly, mentioning quirky team-building activities like laser tag and bowling afternoons or exclusively offering craft beer at company events might not resonate with everyone. While these activities are not enjoyed by men exclusively, they are more associated with male than with female interests. Include activities that have broader appeal, such as team cooking classes or offering beer, wine, and cocktails at company socials.

Distinguish between requirements and nice-to-haves

A long bullet list of required skills and experience is known to minimize applicant diversity. That’s because women tend to apply for jobs only when they meet most requirements, while men apply even when they meet only some of them. Decide what the ‘must-haves’ are for the role and clarify them on the job description. Then, in a separate section, list the skills that would be great for candidates to have but are not vital.

Back it up

Finally, make sure the picture of an inclusive workplace you are painting in the job description accurately reflects your real office culture. When you foster an inclusive culture at every level of your organization, you’re more likely to retain the wider group of talent your improved job description attracts.

Need hiring assistance? Contact us.

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.

Related articles

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