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The Importance of Scalable & Flexible Recruitment Models: Real Life Examples

One thing that is guaranteed to change
is your recruitment volumes

Many organisations have struggled with changing recruitment volumes over the past decade as a result of economic change, mergers and acquisitions and growth. Not only have we seen fluctuations to volume, but also the activities required to support the business for example, recruitment versus redeployment.

During the global financial crisis recruitment teams found themselves scaling back and business conditions required a change to their usual activities. For example, external recruitment was slowing down and major redeployment projects were ramping up. For some teams, this change was difficult to manage and often resulted in the reduction of team sizes and the engagement of external consultants to help manage restructures and redeployment activity. For Hudson RPO’s teams, this change was something that we have become accustomed to managing on behalf of our clients. One key example is as follows:





Major Australian Bank In 2009, major headcount cuts were announced for the organisation. The organisation was concerned about the impact to their brand and wanted to manage this process seamlessly and professionally ensuring full defensibility. External recruitment had ceased altogether for most role families. Hudson RPO redeployed some existing team members to another solution where recruitment was still active. We leveraged the expertise of our talent management business who worked with us to embed a robust, defensible redeployment process and manage outplacement of any impacted individuals. Successfully redeployed impacted individuals

Outplacement programs were managed for impacted individuals

No negative media attention for the business

Whilst the global financial crisis saw the need for teams to be heavily involved in restructuring and redeployment, 2010/2011 was a time for growth for many of our clients and key projects were on the rise. Whilst growth was on the agenda, speed and cost were key factors. Hudson RPO managed several large scale recruitment projects for clients where the ability to scale up quickly and deliver effective solutions was key.

For example:





Major Australian Insurance company The client had won a tender for a major piece of work and needed to scale up quickly. This project included professional and volume support roles to be delivered at short notice in tight timeframes. Hudson RPO embedded members of our Shared Services team onsite within a day’s notice to deliver the project. These team members were familiar with the client organisation and were able to hit the ground running. Full delivery of the project on time.

Excellent stakeholder feedback.

Outsourcing recruitment helps businesses overcome challenges around having the right headcount with the right skills and experience to support the business during times of high and low volumes.

Learn how Hudson RPO can improve recruitment at your company.  Contact us today.


Top Pitfalls to Avoid when Implementing an RPO Solution

Reduce risk and avoid
common pitfalls when
executing change programs

You've chosen your RPO partner by assessing their performance, track record and potential as a long term partner. After determining that your culture and values align, you negotiated competitive commercial terms and finally signed on the dotted line. You're ready for the smooth launch of your new RPO program!

However… in reality it's not until solution implementation that you can truly assess your RPO partner. Implementation is the barometer of success for the overall RPO solution. Get the solution started on the right track by reducing risk and avoiding some of the common pitfalls associated with implementing change programs:

  • Be sure to launch the RPO solution with proper executive support and buy-in. It’s critical to have business leaders who understand the value of RPO and who have communicated a compelling case to the rest of the business. Without the right senior leaders in your corner, it may be an uphill battle to get cooperation from the field teams.
  • Commit appropriate resources and time to the implementation project team. The project will require dedicated teams from both organizations who are fully committed to project deliverables. This is not a part-time endeavor, so your team members will need to be freed from some of their day job responsibilities to fully participate in a successful implementation.
  • Don't underestimate the value of sustained performance and a successful track record. Experience counts! A project implementation may not always go according to plan. When problems do occur you need a partner who can anticipate and respond to the unexpected. You need a partner with contingency plans.
  • If you must do a soft launch, do it right! Given business pressures and high recruitment volumes, some companies want to bring in a few RPO consultants as a “soft launch” prior to the formal launch of the wider RPO program. If the proper processes aren't in place yet, in can affect the reputation of your new RPO team. Don't let haste ruin your firm's first impression of their new provider.
  • A communication plan that addresses all project phases is essential. Communication must not become fragmented during the project. It needs to be scheduled and frequent so all parties are fully informed and accountable. Meeting notes should be documented and include agreed follow-up actions, roles and responsibilities. Meeting in person as much as is practically possible will aid project outcomes.
  • Plan for resistance. Anticipate pockets within the business that do not favour change. Early identification of these individuals and follow up with them through personal attention to their issues will give you the best opportunity to turn them around.
  • Don't develop KPIs in a vacuum. When setting service expectations and KPIs, such as time-to-shortlist or time-to-hire, be sure they are based on current service level data and hiring manager expectations. Otherwise you are setting yourself up for failure.
  • Take an active role in the RPO team appointment. Aligning the right RPO consultants to your business is crucial to the success of any outsourced solution. Your participation and endorsement of key appointments within the RPO team at the outset allows you to directly establish service and performance expectations.
  • You aren't finished when the program goes live. Your RPO program should evolve as business needs change. For sustained performance, create a forward-looking plan to accommodate your business fluctuations over time.

Learn how Hudson RPO can help you avoid pitfalls in when using an RPO.  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.