Engineering, utilities and energy are all sectors which are bucking the trend in these gloomy economic times. Whether it’s a career in automotive, technology/electronics, nuclear, renewable energy or oil and gas, being an engineer is probably the safest job with the best career opportunities currently
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.
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
What is RPO? Sure everybody knows what “recruiting” is, and they know what “outsourcing” means, but do you really understand the full benefits of an RPO solution? Click below to watch Hudson RPO’s new 95 second video Learn how Hudson RPO can help you
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
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
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
(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