Follow Hudson on Twitter

Site Search
Hudson RPO blog

How to Use RPO to Drive International Internal Recruitment

Internal recruitment is one of the best
strategies for sourcing top candidates
in the current war for talent

The “War for Talent” (McKinsey & Company, April 2001) states that, “Reduced supply of future executives in Europe and US will make the international war for talent more intense.” Internal employees are one of the best talent resources available to help minimise the impact of the “War for Talent”. Hudson’s 20:20 Report: Next Generation Recruitment – Battle Strategies for the Talent War, further backs this up by saying, “As the talent pool dwindles employers must maximise the value of their employer brand ensuring they promote career development opportunities within their organisation.”

Internal employees already have the knowledge of your business, are often “Brand Ambassadors” and their successful relocation can be used as a great example of your business truly investing in its workforce.

Despite the current economic climate, employees still want growth opportunities and the allure to work overseas is as strong as ever. Companies have the opportunity to relocate top talent in order to meet the needs of both the employee and the company. This could be from regions from low growth to higher economic growth areas or taking successful leaders to revive low growth regions.

Hudson RPO regularly partners with their clients to facilitate international internal recruitment, by adopting the following process:

  1. Having frank and open discussions with hiring managers to identify opportunities within their team that would be suitable for international internal employees, as well as identifying existing talent who have specified a specific interest in working overseas.
  2. Developing strong networks with other internal recruitment functions around the globe, both RPO and in-house models.
  3. Using those networks to discuss internal talent to identify opportunities for individuals.
  4. Proactively managing the relationship with internal employees to ensure that the potential new position meets their expectations.
  5. Providing the internal employee with comprehensive information about life in their potential new country, for them and their family where needed.
  6. Working with local HR departments globally, to ensure the necessary processes are completed in a quick and efficient manner.
  7. Handling the expectations of all parties concerned to ensure that the transfer of the employee does not negatively impact business opportunities.
  8. Consistently contacting the employee throughout the recruitment process and once they have started to help ensure a successful transition.
  9. Ensuring relocation and transition support is provided to the individual and their family as needed.

Letting your RPO partner drive your international internal recruitment ensures you have true recruitment experts handling the expectations of all concerned. As trained recruiters, we are able to have difficult conversations with internal candidates around their suitability for positions. Your RPO provider can ensure the integrity and transparency of the process. We can help you create a company culture where your top talent can add maximum value anywhere and, by doing so, help you win the “War for Talent”.

Learn how Hudson RPO can help improve your international internal recruitment.  Contact us today.


Technology in Recruitment: The Past, Present and Future

It’s important to understand how
technology molds recruiting and how
to adapt to these market changes

The Past

In our industry we are spoiled with a plethora of gadgets and applications to aid in the recruitment life cycle. It’s hard to believe not many years ago most agencies just worked with a pad of paper, a wired telephone and a filing cabinet full of paper CV’s (and maybe yellow pages). Candidates would look for jobs in the paper and across high street agency windows, both of which is becoming increasingly less popular.

The Present

Recent technological developments, including the Internet, laptops and mobile smart phones have lessened physical barriers to communication and have allowed recruiters to interact freely across networks locally and on a global scale. Utilising Boolean logic across job boards and LinkedIn has helped the recruiting community locate previously un-findable candidates across the globe with little effort and maximum efficiency. Although job boards have become very popular with the jobseeker, the cost to utilise these services from an agency/RPO perspective continues to be high. This means recruiters are looking more and more towards free sites like Facebook, Twitter, LinkedIn etc. in order to find candidates.

With the rise of ‘Cloud’ technology there is no longer a need for filing cabinets as all our candidates details are stored in ‘the sky’. This data is safely stored in our applicant tracking systems (ATS), which gives us the facility to check details quickly and search with a higher accuracy. Not forgetting the masses of Internet based companies that offer all manner of recruitment tools from talent pooling to social media referral solutions.

The Future

The future of technology in recruitment will most likely lay more and more in the hands of the job seeker. Candidate’s careers will start to become more defined by online professional profiles and less by their CV’s. This will be achieved by advertising on networking sites such as ‘LinkedIn‘ and professional forums including options to upload video profiles whilst the most popular career sites/job boards will follow trend. Interviews will be held across ‘Skype’ and video conferencing software in order to speed up the recruitment process. Candidates will search for their new careers via their smart phone or tablet on job apps or mobile optimised websites. In some areas the tablet is already starting to replace the trusty laptop due to its simplistic design and lightweight advantage as well as its dynamic usability.

For us as recruiters, we will need to adapt as the market changes and as a company we need to make sure we understand the importance of how technology molds our industry as a whole. It’s interesting to know that only 10% of career sites are currently optimised for mobile phones yet 27% of adults in the UK own a smart phone. With the ever-advancing speed of technology who knows what the next 5, 10, 25 years will bring to our industry.

Learn how Hudson RPO can help you navigate the future of recruiting.  Contact us today.


The Use of CRM in Talent Pipelining

Leverage a CRM to organize prospects,
learn more about candidates and
increase your chances of hiring
the right talent faster

Smart companies don’t wait until they have a need to hire to begin recruiting talent. Building a talent pipeline, or a database of qualified individuals you can quickly connect with when a hiring need arises, is a mark of an excellent recruitment philosophy. It is the proactive approach to recruiting that is vital to be successful.

A Candidate Relationship Management (CRM) system is an excellent tool to assist with this problem and so many more obstacles we come across in finding talent. Leveraging a CRM in combination with talent pipeline methodology is a competitive advantage necessary in today’s world.

We always strive to have prospects ready and waiting when an opening occurs within our organization. Leveraging a CRM is a way to organize your contacts, learn more about a prospective candidate, let the prospective candidate learn know more about you, and increase your chances of hiring the right individual faster.

There are several things you can do in leveraging a CRM to get the most out of your talent pipelining efforts:

    Prospects are resourceful and know what they want in an employer. They crave engagement and interaction with prospective employers. A CRM allows you to connect with prospects via several communication channels simultaneously.
    Capture information provided by the individual so you can leverage their motivations and interests when reaching out to them. This helps personalize your communication efforts and makes the individual feel special.
    Tag candidates to assist in future searches and easily identify talent.
    Build company’s brand and keep prospects engaged in exciting changes within your organization.
    Seamlessly update all your social networks direct from the CRM so you no longer have to log into each network individually.
    Create and maintain blogs prospective candidates can subscribe to and obtain updates on topics in which they are interested.

When used consistently and diligently, a CRM will help you connect with talented people who are interested in your company, and develop relationships with passive, but highly desirable candidates to build a strong talent pipeline. This will help to reduce your time-to-fill, cost-per-hire, and alleviate your administrative burden.

Don’t let the perfect individual slip through your fingers by being buried in your ATS, file folder, or spreadsheet. Integrate a CRM technology into your talent pipeline methodology and you will stand out from the competition with a proactive approach to recruiting.

Learn how Hudson RPO can help with your use of CRM in talent pipelining.  Contact us today.





Enter your email address:

Delivered by FeedBurner

RSSGet RSS feed


© 2011 - 2017 Hudson Global -- All Rights Reserved

Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.