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The Use of Talent Management in the RPO Model

Using Talent Management
tools within the RPO model
will help you make
high quality hiring decisions

At Hudson, we have the unique ability to integrate Talent Management tools into the RPO solution that adds value to the process. From the beginning to the end, Talent Management tools can offer additional insight and structure to aid the recruitment team in making high quality selection decisions. By including these tools in the process we are able to:

  • Improve the fit between the individual and the organization
  • More accurately identify high potential/performers for the role
  • Streamline or improve the efficiency of the overall recruitment process
  • Help to eliminate the guesswork associated with hiring decisions

From the initial identification of the competencies required to perform effectively to customized assessment solutions to aid in the final decision making process, Talent Management tools offer benefits at all phases within the recruitment process. These tools can include:

  • Competency Based Interviews
  • Competency Based Scorecards
  • Online Psychometric Assessments
  • Business Based Simulation Exercises

Case Study: Our client, a large construction and engineering company, was hiring individuals to fill their Young Professional and Intern roles across the globe. Hudson RPO and Talent Management worked together to develop a college recruitment program to attract, identify, assess and select individuals to fill these roles. The process went as follows:

  1. Competency Identification and Development
  2. Candidate Application Screening
  3. Online Psychometric Assessments
  4. Telephone Based Interview – Technical and Competency Based
  5. Assessment Center
  6. Face-to-Face Interviews with the client
  7. Selection Decision

Upon completion, over 150 individuals applied to the process and approximately 30 individuals completed the assessment center process. Sixteen of these candidates were sent on to meet with the client and eventually commence roles across the globe.

Learn how Hudson RPO can help with your talent management.  Contact us today.


5 Tips for a Successful Global RPO Implementation

Think “glocally” when implementing
a global RPO solution

In the past few weeks Hudson RPO has gone live with our most recent global RPO client, a blended solution for contingent and permanent recruitment. Implementations on a global or multi regional scale create an exponential level of complexity. This complexity is introduced through the legal, cultural, operational and commercial variations that have to be taken into account.

Our approach is to think ”glocally” which delivers a customised and consistent service through the roll out of a single global framework whilst allowing for regional or country specific localisation.

To achieve success we have looked to standardise and align processes world-wide by the use of a single project management methodology and framework, an implementation toolkit and a phased implementation approach which incorporates learnings from prior phases to create best practice. At Hudson RPO our customised approach is referred to as "flexibility within framework".

This approach does have draw backs with a heavier reliance on resources required to get local engagement and alignment to the global processes but results to date speak for themselves. Our Global Implementation is currently at 2.0 moving on from 1.0 where we took a lift and shift approach and on the path to 3.0 where we will further leverage the use of technology in areas of video and automation. The journey continues.

Top 5 tips for global implementations:

  1. People make the difference, whether this is for the project team or the ongoing service. The three C’s cultural alignment, commitment and capability are essential when combined with the fourth C, collaboration;

  2. Governance is essential to create clarity. This is the what, whom, when, where and how. Who is responsible for what activities in what timeframes;

  3. Contracts take time, you need to take into account different legal jurisdictions as well as factoring in for the different legal expertise and style of the people involved (non legal staff, in house council, external legal advisers…);

  4. Trust is earned. It is difficult for trust to be given in an implementation where there is often no track record or existing relationship. Forming a joint project team quickly and getting the early activities right first time are essential to creating track record and winning trust;

  5. Communication and change management is the backbone of any implementation. In global projects sometimes you have to do things in person. It is the best way to build the relationship.

Learn how Hudson RPO can help with your global RPO solution.  Contact us today.





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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.