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Hudson ranks as 4th ‘Most Socially Engaged’ globally on LinkedIn

Hudson has ranked 4th among large global firms on LinkedIn’s prestigious ‘Most Socially Engaged Staffing Agencies’ 2016 ranking. This marks the second consecutive year (since the list’s inception) that Hudson has been named to the list. Click here to view the 2016 rankings.

LinkedIn ranks over 60,000 firms to find the top 25. According to LinkedIn’s methodology page, social reach, employee engagement, employment brand and content marketing power on their social platform are considered when ranking companies for the list. This is achieved by investigating thsands of data points, over the past year, for more than 60,000 Search and Staffing companies listed on LinkedIn.

The ranking is measured using three key areas:

1)    Content Marketing: The company’s content efforts measured by LinkedIn members’ engagement with that content.

  • Content – Groups, Company Updates, Sponsored Updates, Influencer and Employee posts and Employee shares.
  • Member engagement – likes, shares, comments, follows and clicks.

2)    Social Recruiting: How effective a company’s consultants are at:

  • Establishing professional brand through profile completeness and rich content.
  • Finding the right people and engaging with Insights.
  • Building relationships with other LinkedIn members.

3)    Social Reach and Social Engagement: A company’s presence on LinkedIn, measured as our member’s:

  • View and apply for Jobs.
  • Follow your Company Page.
  • Research a Career Page.

Need assistance with your social recruiting or employer brand efforts? Contact Hudson today to learn more.


Predictive Talent Pooling – Setting the Groundwork through Candidate Relationship Management

Reaching out to the best professionals in your industry is a great opportunity to build your brand as an employer. But the reality is that in-demand candidates are often in multiple talent pools.

Regular, strategic, high-quality content will warm talent to your company.

Hudson takes a structured approach to candidate relationship management that varies depending on the role type. A senior executive earning a high salary will have different expectations, for example, than a young but high-potential sales representative.

We first ask how they would like us to communicate with them. It could be a phone call, an e-newsletter or, in the case of senior positions, direct contact from a senior executive. For some candidates a quarterly email or half-yearly phone call is enough, plus an annual prompt to update their resume. When seniority is higher or talent is more specialized, it could be a summary of the annual report, a client win or a project update.

Content should be a mix of articles, photos and videos— particularly if you are targeting younger generations.

Clever candidate relationship management technology can monitor how engaged candidates interact with the content you distribute. This can help you gauge their level of interest in your company and the effectiveness of your content. It can also allow you to automatically tailor the frequency of communication to each candidate’s level of interest.

“Prior to building and engaging talent pools, it’s imperative to include key stakeholders in the process. You need to be aware of any policies, restrictions, brand guidelines or strategic marketing initiatives before launching your talent pool communication program. Be sure to secure input and necessary approvals from HR, Legal, Finance, Marketing, Communications and other key leaders so the program runs smoothly.”
--Rebecca Valladares, Senior Vice President of Relationship Management – Hudson

Need help with talent pooling and candidate relationship management? Contact Hudson RPO


Strategic Sourcing through Analytics

More than ¾ of executives state that people analytics are a priority, and more executives are recognizing the influence HR initiatives have on the organization. In fact in 2016, 51 percent of companies correlate business impact to HR programs, a 13 percentage point increase over 2015.1

Predictive Talent Pooling incorporates strategic sourcing methods to identify desired talent for specific pools. Candidates within the pools are then tracked to monitor more than 6,000 different data points from publicly available data sources (including social media, public job boards and licensed data sources) that indicate job seeking behavior activity. Candidates’ job seeking activity levels are measured, thereby indicating who is more likely to respond to your outreach.

Consider the efficiencies gained with this information. If a company has 500 candidate prospects inside a talent pool and a new critical role becomes vacant, the time and effort saved by the ability to identify and reach out to the most qualified and active job seekers in the pool is substantial.

Why not just craft a standard job offer email and blast it out to the 500 candidate prospects? In the era of over-communication, this has simply become less effective. Candidates with in-demand skills are in the driver’s seat, and they may not even reply to the inquiry.

Organizations need to take a proactive and customized approach to hiring rather than a reactive, form-letter approach for business-critical and hard-to-fill roles. Gone are the days where simply posting a job on a job board or blasting out a basic email will guarantee high quality results.

Symptoms of reactive recruiting include:

  • Time-to-hire: Recruitment is taking too long, keeping critical roles vacant for extended periods of time.
  • Cost-to-hire: Cost of recruitment is too high due to over-reliance on agencies to fill the roles.
  • The rest, not the best: Your competitors have better-known employer brands, and the best candidates are choosing them instead of your company.
  • Limited Gene Pool: The majority of hires for key positions come from the active job seeker market, rather than the entire talent market.
  • Low Morale: Taking up the slack during long vacancies, existing employees experience burnout or disengagement.

A low volume of quality candidates coupled with budget and time constraints can undermine hiring. Take for example the highly specialized sales professionals who work in life sciences. They are hard to find, have a direct impact on revenue and without them the company cannot survive.

Reactively filling these kinds of roles for unplanned attrition can be a nail-biting, rushed and expensive process. And it often doesn’t result in hiring the best candidate—but rather only the best candidate who applies for the job.

Smart organizations are addressing this with a proactive approach to hiring. The result is faster placements at a lower cost per hire.

Want to learn about predictive analytics? Contact Hudson RPO.


1 “Global Human Capital Trends 2016: The new organization, different by design,” Deloitte University Press





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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.