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How to Become a Recruiter

Interested in Working for Hudson RPO? Learn What It’s Like to Be an RPO Recruiter

How to Become a Recruiter

So you want to know how to become a recruiter, and you’re wondering if Recruitment Process Outsourcing (RPO) is right for you? Here, we describe what it’s like to work for an RPO solution. 

What is RPO exactly? Recruitment Process Outsourcing is a modernized talent acquisition and advisory model. This solution is growing in popularity due to its scalable, flexible structure in which companies, recruiters and talent are vested for long-term success.

A typical day for an RPO recruiter involves sourcing candidates, screening applications, advertising roles, conducting candidate interviews, building relationships with stakeholders and generally, figuring out which candidates are the best suited for the client’s open positions. At Hudson RPO, recruiters meet regularly with their on-site teams and stakeholders, including hiring managers and HR business partners, depending on the hiring volume and the profile of the roles. 

Hudson RPO offers two distinct roles for recruiters: 

  • a Sourcing Specialist, which is more of a proactive outreach role focused on building the candidate pipeline, including advanced social media sourcing as well as screening LinkedIn and ad boards; and 
  • a Recruitment Consultant, which is a more traditional role of managing incoming candidates, selecting resumes, conducting interviews, creating short-lists of finalists and negotiating offers.

Both roles contribute to building the client’s brand with advertisements for positions and communication with candidates.

Performance measurement is an important element of the RPO recruiter’s job. Depending on the contract, Hudson RPO measures success based on pre-determined industry criteria, such as the “time to fill” positions and “source of hire.” Retention and net promoter scores, or feedback from hiring managers, are also measured.

Relationship building skills are key to the success of an effective RPO recruiter; specifically the client-facing component which involves developing trust and rapport with stakeholders. If you can’t build a great relationship with your client, you’ll never be successful. Recruiters who are well-organized, have a customer service focus and are effective time managers excel in the RPO model. Being proactive to keep in touch with candidates is an important part of this model, as is being resourceful to meet KPIs.

Working Onsite versus offsite: Some RPO solutions require that recruiters work onsite at the client’s location, while other clients prefer to tap into an offsite hub of RPO recruiters working on different accounts. Working in the client’s office and being a part of the client team enables RPO recruiters to take advantage of benefits such as on-site cafes, breakfast sweets on Fridays, and understanding the client’s culture. Being on-site makes it easier to feel like a part of the client’s team and to also build relationships with business leaders, hiring managers and HR colleagues. This is the opportunity for the recruiter to be part of the day to day business and meet people in person, discussing expectations and shadowing people to have a better understanding of the positions in their real environment.

Being offsite also has its advantages, especially if the company doesn’t have a large operation in a particular location or if there is a long commute time. More dedicated task focus and access to an on-site network of RPO team members for problem solving and sourcing are two of the key advantages. With technology, recruiters can have calls and video chats with candidates and hiring managers at any time.

Other Differences to Note

Some RPO clients do retain some agencies, so on occasion Hudson RPOs compete with an external agency. However, that is the exception. Most clients hire one RPO to provide for 100% of the solution.

Hudson RPOs are often embedded on site at client facilities, which is great for relationship building, but leaves ‘no place to hide,’ which some find a significant contrast to the agency model.

Sometimes RPO providers must source candidates for some very difficult-to-fill roles for their clients. With Hudson RPO, recruiters are able to leverage networks within the firm, use advanced social sourcing techniques, and draw upon relationships with stakeholders to elevate communication and find just the right candidates. 

Interested in becoming a recruiter for Hudson RPO?

Recruiters are moving to Hudson RPO for professional growth, career progression and team culture. What it comes down to – is the people. The caliber of the people and their drive and motivation – that’s what makes Hudson RPO a great place to be. If you wish to submit your CV/resume to be considered for future Hudson RPO recruiter roles, please click on a regional link to the right. 

Interested in becoming a recruiter for Hudson RPO?

Send us your cv/resume for consideration




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Hudson RPO

Hudson RPO (recruitment process outsourcing) manages the people, process and technology associated with recruitment on a full service (outsourced), hybrid (co-sourced) or project basis. A global force in talent acquisition solutions, Hudson RPO designs, implements and manages custom RPO programs for mid- to large-cap, multi-national companies.