Follow Hudson on Twitter

Site Search
Hudson RPO blog

Dedicated Recruiting in a Competitive Job Market

Focus on sourcing top talent
while fulfilling other HR
deliverables using a centralized
recruiting process

As an HR Professional, it’s difficult to find the time to focus on finding talent that contributes to your growing and evolving organization. In addition to managing employee relations, compensation, benefits, etc., recruiting is often seen as a function all on its own. From servicing your clients (hiring managers), to providing market insight, building and developing your talent pipeline for the various positions you have open, putting together your sourcing strategy and networking with potential candidates and more. Going back in time, HR was responsible for the recruiting process using traditional methods which primarily focused on posting a job advertisement and hoping for qualified applicants. While neglecting the other aforementioned responsibilities that today’s recruiters hold, recruiting and talent sourcing has come a long way from what it used to be. In a competitive job market, Hudson RPO was able to provide a centralized recruiting function to fulfill the recruiting needs for our global CPG client in the beauty industry.

Using a centralized recruitment strategy made a significant impact on the overall recruiting function for this industry leading CPG company. By centralizing the recruiting process, HR Business Partners are now able to fulfill their other obligations and truly play the HR partner to a team of recruiters that solely focuses on finding talent.

Here is how we were able to make this new approach a success:

  • Dedicated onsite and offsite recruiters
  • A targeted approach to recruiting and sourcing talent. Tapping into industry and non-industry professionals to develop a diverse talent pool
  • Utilizing a proactive recruitment approach vs. reactive and not relying on a massive pool of applicants
  • Talent mapping for challenging markets
  • Responding to an influx of recruitment needs and/or a challenging search in a difficult market while maintaining quality of recruiting
  • Flexibility to changing recruitment requirements/needs
  • Providing a consultative recruitment style to hiring managers

Here is what this resulted in:

  • Reduced time-to-fill
  • Reduced cost-to-hire
  • An elevated level of customer service to hiring managers
  • Recruitment insight into job markets, regions, etc. during various searches
  • Recruitment intelligence that quantifies recruitment/sourcing efforts
  • An increase in hires from passive candidates

The overall results have been ever changing whereby hiring managers have now come to expect a level of service they never experienced before. This success truly changed the way recruiting has been viewed by the various business units within the organization and how talent is identified.

Learn how Hudson RPO can help your recruitment needs in a competitive job market.  Contact us today.


Social Recruiting Through Connection & Collaboration


Sitting in your organisation are potentially hundreds of employees that are highly connected, passionate and collaborative. With many organisations looking for the social recruiting silver bullet, your most valuable connections may be sitting in the seat next to you.

Over the past year, RPO Intelligence has talked about Using Social Media to Source passive candidates, connecting with our candidates through The use of CRM in Talent Pipelining as well as Building Talent Communities – 5 lessons from the Frontline. Whilst many of us are out there searching for great candidates to join our online communities, and thinking up new ways to attract and engage them, you may have the answer to social recruiting sitting under your nose.

Building innovative engagement and connected solutions, through collaboration with existing staff, is something that many organisations do not capitalise on. One of the first actions for any business looking to jump into social recruiting, blogging or trying to engage further with targeted candidates, is to start with their own people. Your employees may already be part of the community you’re looking to engage with, or they may be more than willing to help you build your arsenal of content and information to attract other highly skilled professionals.

Here are a number of ways you can tap into already existing networks and communities:

  1. Employees & Brand Advocates – More often than not, the candidates that you are looking to attract to your organisation are similar to those you already employ. If you think about your own network of professional contacts from previous jobs, networking and social circles, then you’ll know that these communities can be priceless. Tapping into passionate professionals in your business would be step one – why build something new if you can build on or tap into something that is already there.

    Brand advocates may not work for your organisation, but they sing your praises, love your brand, value the work that you do and would happily pass on your recruitment vacancies to their own networks.
  2. Employee Referrals through Social Networks – As recently written in the article ‘What Does 2013 Hold for Talent Communities’ your best employees are connected to top talent through their social networks. So, give them easy ways to connect with their networks, by inviting friends and family to job openings or even to join the talent community. Sharing the job vacancies with your employees will allow them to push those job vacancies out to their networks whether it be on Facebook, Twitter or LinkedIn, for example. It's important to think about the quality of your advertisement; is it easy to apply for the role or enquire about it? Is it fun and exciting? Does it energise or is it standard written copy that provides little attraction for amazing talent in the market? I’m not going to push a job out to my network that is dull and boring, so take the time to be creative and engaging.
  3. Host a lunch and brainstorming session with your socially engaged employees and ask for their valued input. A number of benefits could come out of this session:
    • Specific hot topics that are of interest to the target group
    • Employees who may be interested in assisting with writing and building content
    • Increased employee engagement: asking their opinions, insights, knowledge and values
  4. Blog & Online community connections – Ask employees or candidates which blogs and online communities they rate. In other words, where do they find their value? Exploring Meet up groups locally, social networking events and #Tchats may lead you straight to the communities that you are searching for. #Tchats have proven to be a successful way of finding connected people who are experts in their field. Once you find them, it’s easy to check out who’s following them that may be of interest to you. Twitter has a wide range of #Tchats that cover many different topics. If you find the topic that is critical to your target audience, then this is one to tap into and join the conversation. Remember that pushing out content without any interaction will have you on the ‘unfollow’ list.

Building a culture and environment that encourages collaboration and connection through social platforms, and utilises the networks that are already in your business, is just smart networking. Building something from scratch takes a long time and hard work, and whilst it’ll still be hard work, you can get ahead of the game by tapping into the people that hopefully are your biggest fans – your employees!

For More Info

If you have any questions, comments or thoughts on the article, please leave a comment below. If you'd like to connect with the author, Suzanne Chadwick, you can find her on LinkedIn and Google+.


Recruiting in the Middle East - A Relationship Driven Culture

Personal connections
play a big part when
recruiting in the Middle East

What makes The Middle East a unique region for business and recruitment? Looking at UAE (followed by other GCC countries) where fast moving economic development brings the number of working expats from Asia, Asia-Pacific, Europe, North America, MENA to dominate over local population. Then KSA and Iran where potential is enormous, however, local regulations and rules don’t make it easy to establish and run a business as well as some countries of the ME where business is still done in the “old way”. But wherever you are in the ME, understanding the cultural differences as well as building and maintaining relationships have the same importance in approach to business and therefore recruitment. So how do relationships contribute to and affect hiring?

Relationships with existing employees

  • Working as a part of the team as an in-house recruiter and onsite RPO is beneficial as it allows the recruiter to be the point of contact for existing employees who may be interested in exploring new opportunities within the business. Being located onsite at the client’s premises makes it easy to initiate and develop direct relationships with high potential employees and, by doing so, can help increase internal mobility rates.

Relationships with hiring managers

  • Also working closely with Hiring Managers encourages the development of relationships and a deep understanding of their business. This helps us identify the right match for their team as well as speed up the recruitment process, which usually takes time (like everything else in the ME).

Relationships with external recruitment agencies

  • Another benefit of an RPO model is we build and manage relationships with third party recruitment agencies. Even though our job is to reduce use of agencies by filling roles directly, there are roles where the expertise of a third party recruiter is needed. By acting as the central point of contact, we can make sure the recruiter is kept in the loop and the assignment progresses as smoothly as possible.

Personal Networking

  • Building relationships requires:
    1. Investing time: whether it’s a professional social networking site, conferences or fairs and exhibitions, it takes time to know people and get known in the industry
    2. Being genuine and personable: addressing people by name and using the "health, wealth and family" formula i.e. ask about their personal well-being, business and the kids; be open about your personal details
    3. Offering your time: if asked for advice or consultation, take the time to reply or direct them to someone who could help
  • Maintaining relationships is crucial - even if there are no suitable positions for a candidate now or in the future, remember that ME professionals tend to know each other in the industry and are usually happy to spread the word about your vacancy or recommend a suitable person.
  • Branding – as you develop your personal network, your company name will also become better known. A lot of the time when a candidate is invited for an interview he/she would ask someone from their network if anyone knows / has dealt with the company and recruiter and what they think of them.

Looking beyond the borders

  • The ME is a vast region with over 10 countries where the majority of qualified professionals speak Arabic+ English or English and are flexible to move from one country to another. Thus relocation is very common especially to the countries where skills are needed (like GCC, KSA). Therefore by building relationships and expanding your network in all ME countries, you expand the candidate pool as well as your reputation far beyond the country where you are hiring.
  • Established relationships with candidates are valuable not only during the sourcing and recruitment process but also for the relocation and on-boarding process. The border rules change more often here and without notice, hence visa rejection and delays and therefore start date delays occur. At this time it is critical to maintain a good relationship with the new starter in order to ensure that he/she is aware of the situation, continuously updated and still committed to relocate and start with your company

In summary, it is important to understand that the culture in the Middle East is different than other parts of the world and that personal connections play a big part in recruitment. It’s a relationship driven culture, meaning that by investing the right amount of time and effort to build and maintain relationships you will ensure success for yourself and your organisation.

Learn how Hudson RPO can help with your recruiting efforts in the Middle East.  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.