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RPO Best Practices for Pharmaceutical Companies

Growth in the pharmaceutical industry has slowed to a crawl in the face of patent expirations on blockbuster drugs. In the next five years, of the top 10 best-selling drugs in the world, 9 will go off patent, and of the top 20, 18 will

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Targeting Talent Using a Centralized Sourcing Center

How often have you heard a recruitment consultant say they don’t have time to source passive candidates? It happens all the time. Recruitment consultants get pulled into a million directions and sourcing, particularly sourcing of passive candidates, inevitably takes a back seat. Sourcing quality candidates

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What to look for in an RPO provider

Having spent time selling, buying, implementing and delivering various RPO models in the past, here’s a high-level viewpoint on what a client / potential employee should be looking for in an RPO provider: Strategy & differentiators. Does the RPO provider have a clear business strategy

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The Use of Talent Management in the RPO Model

At Hudson RPO, 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

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Getting Started with an RPO Solution in China

Today, it’s a common buzz word for global organizations that “China is the growth hub and my company is investing in China”. Given the increasing focus on the China market, business leaders are mandated with the mission to expedite the growth here. Your organization can

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How to Define Sourcing Strategies in Latin America

As part of an RPO team in a global company, we benefit from the opportunity of working with different regions. We are able to learn from each other’s experience and we get to share our point of view with the other side of the world.

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Using Social Media to Source Passive Candidates

Our onsite recruitment solutions have enjoyed great success sourcing passive candidates via social media. Unsurprisingly, our most lucrative channel has been LinkedIn. To a lesser extent we’ve seen some success via Twitter and Facebook as a source of hire however the success via these channels

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5 Reasons to Use a Blended RPO Model for Temp & Perm Hires

(1) Break down internal silos for a “total talent acquisition approach.” At many organizations, this is the scenario: Procurement engages a Managed Service Provider (MSP) for temporary hires, while the Recruiting department partners with a Recruitment Process Outsourcing (RPO) provider for permanent hires. By taking