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Archives for June 2024

Elevating Talent Acquisition: Insights from our VP of Sales on maximizing recruitment process outsourcing (RPO) solutions

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Elevating Talent Acquisition: Insights from our VP of Sales on maximizing recruitment process outsourcing (RPO) solutions

Peter Simandl

There are numerous benefits that come with RPO solutions; from accessing niche skill sets to optimizing the recruitment process for efficiencies and cost savings. We recently had the opportunity to speak with Peter Simandl, VP of RPO Sales in the Americas, about the fundamental ways our solutions elevate the performance of our clients’ talent acquisition function. 

Recruitment expertise

According to Peter, talent is at the core of RPO, and our clients experience a significant shift in accessing talent and specialized skill sets. “RPO providers possess the expertise and resources to tap into undiscovered niche talent pools. However, the impact of RPO goes beyond talent acquisition; it encompasses a complete optimization of the recruitment process. RPO providers establish a partnership and address unique talent challenges by conducting a comprehensive analysis of existing recruitment procedures and enabling technology, ultimately identifying, and streamlining any bottlenecks,” explains Peter.

The result is a recruitment process that offers a powerful combination of niche skill acquisition and recruitment optimization. This synergy creates a talent acquisition powerhouse, eliminating the need for organizations to invest excessive resources into cumbersome and inefficient hiring procedures. With RPO, clients can adopt a streamlined approach to attract top-tier talent while staying focused on their core business. 

Cost-effective strategies

Peter also highlights the cost-saving power of RPO. He explains, “Talent acquisition involves numerous costly elements, such as internal team members and subject matter experts, third-party agencies, executive search fees, technology, recruitment marketing, employer branding, and operational costs. RPO often proves to be more cost-effective and sustainable compared to the alternatives.”

“Additionally, the scalability of RPO partnerships offers several advantages,” says Peter. “RPO isn’t just a binding contract; it’s a long-term strategic partnership that allows for flexible adjustments to accommodate changing hiring needs and uncertain economic conditions. This means that your costs (people, recruitment marketing, etc.,) are aligned with your hiring demands without the need for redundancies.”  

Access technology and data expertise

“RPO partners are well-versed in the realm of recruitment technology”, notes Peter. “They continually research and adopt cutting-edge solutions that they can expertly recommend, manage, and implement on your behalf. With minimal disruption to your business operations, your recruitment technology stack can be fully optimized for maximum efficiency and effectiveness.”

“RPO partnerships also offer comprehensive reporting and in-depth analytics. These valuable insights allow you to measure improvements and compare your recruitment performance against the latest market trends and competitive benchmarks. By harnessing this knowledge, you can make informed decisions to consistently improve your recruitment strategy and stand out in front of top talent.”

These are just some of the ways an RPO partnership can transform your talent acquisition function. RPO partnerships are unique and tailored to your specific needs, developing, and evolving over time. If you’re ready to elevate your talent acquisition strategy and take your business performance to the next level, get in touch with our team of talent experts today. 

Peter Simandl

Vice President, Talent Acquisition Solutions

Peter joined Hudson RPO in 2023 as a key member of our North American team. For more than 20 years, Peter has worked with CHRO’s and Heads of Talent Acquisition building recruitment solutions that deliver agility, scalability, and business results from exploratory stage to fully functional. If you are interested in exploring what’s possible, please contact me!

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Unlocking talent: 3 signs your business needs Recruitment Process Outsourcing

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Unlocking talent: 3 signs your business needs Recruitment Process Outsourcing

Content Team

Recruitment Process Outsourcing (RPO) is a unique and highly effective talent acquisition solution. RPO is defined as outsourcing all or portions of your organization’s recruitment process. By doing so, you can achieve significant benefits, including cost savings, enhanced efficiency, improved quality of hire, and more. In this article, we’ll explore three significant signs that your business may benefit from an RPO partnership to address your talent acquisition needs more effectively. 

RPO is not just about finding the right talent; it's enabling agility and scalability in the recruitment function and ultimately, optimizing the entire recruitment process and strategy to boost efficiency, improve quality, and reduce overall costs. In a competitive market, RPO can give you the competitive edge to acquire the skills you need in your business."

- Peter Simandl, VP Talent Acquisition Solutions, Americas.

1. Uncertainty of hiring needs and difficulty with workforce planning is requiring your organization to be more agile and scalable:

With today’s economic uncertainty, geopolitical unrest, and unprecedented skills shortage, many organizations are challenged with creating agility within the recruitment function. In recent months, this has caused the need to reduce headcount within talent acquisition with some fear that hiring needs will shift extremely quickly causing the business to turn to higher cost solutions to hire. RPO partnerships are designed to shift a traditional fixed cost infrastructure to a variable cost and deliver an outcome-based result. Hudson RPO’s “always on” approach will scale to meet the needs of your business and deliver a world-class experience for candidates and hiring managers alike.  

2. Recruitment costs are climbing:

An RPO partnership reduces the overall costs in the talent acquisition function by reducing or eliminating the need for agency hiring and delivering higher productivity through the efficient use of tools, training, and technology. Additionally, an RPO can also inherently help improve your employer-of-choice status which will help engage and persuade top talent to join your organization.   

3. Outdated, or lack of access, to recruitment technology:

Recruitment teams rely on technology to find, engage, and persuade, top talent for enhanced candidate experiences. Building a technology stack that is both fit for purpose and budget-friendly can be transformative but challenging. RPO partners serve as subject matter experts and provide the right technology in their solutions that enable the recruitment operation. They seamlessly implement and integrate customized technological solutions into your RPO solution.

Leveraging an RPO partnership can deliver the agility and scalability you need to survive and flourish in the current business climate. It can also deliver your desired talent acquisition outcomes including process efficiency, tech-enablement, and overall cost savings. As a comprehensive, scalable, and cost-effective approach to talent acquisition, a quality RPO partner can serve as a strategic asset that drives your organization’s success. 

To learn more about how an RPO partner can save costs and drive exceptional results, reach out to a Talent Expert to find out more. 

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Managed Services Programs – How to ensure implementation success.

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Managed Services Programs – How to ensure implementation success.

Jade Ferla

When implemented correctly an MSP can transform flexible talent management. Organizations with an extent of contingent workers know it can be fraught with complexity, yet an optimized management strategy of your flexible workforce can be a real competitive advantage. This is why many organizations turn to  Managed Services Program (MSP) providers to help them manage their contingent workforce efficiently. Our MSP expert Jade shares the most crucial factors when implementing an MSP partnership to ensure optimization and success.

Successful MSP implementation requires a holistic approach, involving not only processes and technology but also people and effective communication. By following these guidelines, you’ll be well on your way to achieving MSP success.”

—Jade Ferla, Director of Implementation and Contingent Workforce, Asia Pacific

Appointing a program champion and identifying key stakeholders:

First and foremost, designate a program champion who will lead the implementation efforts. This individual should have a deep understanding of the organization’s goals and the MSP’s role.

You should also identify key stakeholders across different departments and levels within the organization. These stakeholders will play a crucial role in supporting and driving the MSP program forward, so establishing a relationship and gaining buy in is essential.

Setting and maintaining expectations in the MSP program:

Next, you will want to clearly define the scope of the MSP program. What services will it cover? What are the expected outcomes? Communicate these expectations to all relevant parties, including hiring managers, procurement teams, talent acquisition and the Contingent Workers (If their employment is to be transitioned to the new MSP). Transparency is essential to avoiding misunderstandings further on in the implementation process.

Defining a clear communication plan:

One of the most critical components in a successful MSP is communication and transparency. Bringing your key users of the function on the journey of implementing an MSP program will ensure their adoption and compliance with the program.

Effective communication and transparency are the foundation of a successful Managed Services Program (MSP). By engaging our key stakeholders early in the program’s lifecycle, a culture of ownership and accountability has been fostered, ensuring seamless adoption and adherence to the program’s framework.”

—Jade Ferla, Director of Implementation and Contingent Workforce, Asia Pacific

Never underestimate the impact of change:

Implementing an MSP involves significant organizational change. Communicate the benefits of the MSP program, ensuring that the business case is clearly defined, understood, and shared with all partners and stakeholders. Aligning goals from the outset means that everyone will be on the same page and heading in the same direction.

Establishing the right technology:

One of the biggest challenges in the Contingent space is the speed required to onboard a worker, as well as then monitoring the contingent worker while they are completing their assignment. Ensuring you have the right technology in place (and further, ensuring this is seamlessly integrated with your current back-office systems) will enhance your stakeholder experience with the MSP. Another benefit of an MSP partnership is that your dedicated implementation team will assess your technology landscape and recommend the right technology to suit your unique needs.

In the dynamic space of contingent workforce management, rapid onboarding and meticulous oversight are not just goals but necessities. The integration of bespoke technology solutions with existing systems is the cornerstone of an enhanced MSP experience, ensuring that every client’s unique technological needs are not just met, but exceeded.”

—Jade Ferla, Director of Implementation and Contingent Workforce, Asia Pacific

Transition of data:

Another important element to be mindful of is to ensure you have the appropriate consent if data is to be shared across the organization or technology platforms. Respecting the personal nature of contingent worker data and working closely with current providers to ensure current arrangements are met or matched as closely as possible will be paramount to the seamlessness of your implementation.

Choosing the right MSP partner:

Selecting the right MSP provider is critical. Look for a partner with expertise in your industry, a proven track record, and a strong understanding of your organization’s unique needs. Consider factors such as technological capabilities, scalability, and cultural fit.

Hudson RPO‘s Managed Services Program (MSP) solution helps companies make smart and effective use of their contingent workforce spend. If you would like to have a confidential discussion with an experienced Talent Expert, click here to get in touch.

Jade Ferla

Jade Ferla

Director of Implementation and Contingent Workforce, Asia Pacific

Jade is a seasoned Contingent Workforce Director with a robust background in RPO & MSP Implementation/Transformation. She has spearheaded numerous initiatives that have reshaped the landscape of workforce management.

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Six benefits of MSP partnerships

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Six benefits of MSP partnerships

Content Team

Managed Services Program (MSP) partnerships are custom solutions wherein a company outsources the management of their contingent workforce. Managed Services Program partnerships drive cost savings, process efficiencies and improved quality of hire in contractor management. On average, MSP partnerships can deliver 10-20 percent cost savings in the first year. However the benefits of MSP stretch far beyond cost savings.

1. Transparency and control

Losing oversight and control of a contingent workforce is the most common challenge experienced by our clients. Gaining back control and creating a transparent and consistent extended workforce framework is also the most important benefit of an MSP partnership. Through a systematic, strategic, and tailored approach, your MSP partner will streamline the end-to-end process to ensure a reliable ‘one-source-of-truth’ is the foundation of your contingent workforce.  

2. Cost savings

Partnering with an MSP can bring significant cost reductions to your contingent workforce management. We delivered 380k AUD in cost savings for our client in six months. Depending on the model, you either centralize your workforce management with one vendor or let the MSP handle vendor contracts. Additionally, managed services program providers can reduce time-to-fill and minimize productivity gaps.

The benefit of an MSP partner stretches far beyond cost savings. Improved processes, unparalleled scalability and partnership, and the peace of mind that comes from entrusting operations to expert hands is transformative. ”

- Nicki McCulloch, Regional Director of Client Solutions APAC

3. Reduced risks

Compliance is a critical aspect of flexible talent management. An MSP model means your partner will take on the risk and compliance management of your contingent workforce. A high-quality MSP partner will be well-versed in regulatory requirements and can ensure that all aspects of your contingent workforce remain compliant. They’ll also provide guidance and implement processes to mitigate risks in your hiring process, tenure management, and policy adherence, regardless of location. 

4. Increased efficiencies

Utilizing automation and advanced recruitment technology platforms, your MSP partner also streamlines candidate sourcing, onboarding, time and attendance management, and invoicing. This ultimately creates an efficient ecosystem for your contingent recruitment and employment workflows, giving your team back precious time to focus on more strategic tasks. 

5. Contractor and hiring manager experience

An MSP provides access to a team of talent experts with in-depth knowledge of your industry and unique requirements. As part of your custom solution, they will streamline your end-to-end contingent workforce processes and source top-quality candidates through expert talent strategies. With expertly crafted processes and strategies, you’ll soon recognize elevated experiences for both contractors and hiring managers.   

6. Scalability and flexibility 

An MSP provides the agility and flexibility your organization needs. It adjusts resources as needed, whether for rapid growth requiring hiring or scaling back during slower periods, ensuring you have the appropriate talent when it’s needed most. 

Is MSP right for you?

Managed Services Programs offer numerous benefits. From driving process efficiencies to risk mitigation, MSPs play a key role in contingent workforce management. Leaving your flexible talent management in the hands of trusted experts allows you to remain focused on your core business. Learn more about our Managed Services Program service or talk to one of our talent experts today.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Nabil Kamleh Joins Hudson RPO as Managing Director, Middle East and Africa

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Tampa, Fla., June 11, 2024 – Hudson RPO today announced that Nabil Kamleh is joining Hudson RPO as Managing Director, Hudson Middle East and Africa. In this role, Kamleh will spearhead efforts to increase the firm’s presence and stature throughout the region and will be responsible for overseeing the firm’s talent acquisition efforts there.

Kamleh has nearly 15 years of recruitment industry experience, with more than a decade of those years in the Gulf Cooperation Council (GCC).

Kamleh is an English and Arabic speaking leader in delivering Middle East and Africa recruitment solutions. He has led recruitment delivery teams for regional and global multinationals within the region and has been ultimately responsible for full delivery of service for nearly 2,000 hires per year for leading organizations in several industries, including energy, finance, healthcare and automotive.

Previously, Kamleh was a Co-Founder and Partner with Parisima, a leading end-to-end talent acquisition firm based in Dubai.

He also served as Director, Recruitment Process Outsourcing, for IBM (Kenexa), Middle East and Africa, and as a Senior Talent Acquisition Partner at Michael Page International.

Kamleh has degrees in Business Management and International Business from the University of Lethbridge.

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Media Contact

Tracy Kurschner
Global Communications Manager, Hudson RPO
[email protected]
612.309.3957

Hudson RPO Recognized as a Star Performer and Major Contender by Everest Group

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Tampa, Fla., June 11, 2024 – Hudson RPO today announced that it has been named as a Major Contender and Star Performer in Everest Group’s Recruitment Process Outsourcing (RPO) PEAK Matrix® Assessment. The Star Performer designation is based on Hudson RPO’s significant Year over Year (YoY) movement up the Matrix.

The report cites several accomplishments in Hudson RPO’s offering that led to its elevated ranking, including demonstrated growth and resilience in terms of hires managed and global revenue amid a global slowdown in the RPO market.

The organization has also seen measurable global expansion with organic growth by setting up an entity in Ireland, and inorganic growth with the acquisition of Hudson Singapore.  Hudson RPO has also enhanced its offering with a dedicated Executive Search team and expanded advisory services.

“Hudson RPO has made concerted organic and inorganic investments to expand its global RPO footprint across most of the major RPO markets. Its expertise in hiring white-collar professionals across key industries, such as pharmaceutical and life sciences, BFSI, and manufacturing, has enabled Hudson RPO to demonstrate significant resilience in the downturn of 2023,” says Arkadev “Arko” Basak, Partner, Everest Group. “Its continued investments in advancing its talent advisory services and its partnership-based technology ecosystem have strengthened its position as a Major Contender and Star Performer on Everest Group’s Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2024 – Global.”

“Buyers highlighted Hudson RPO’s strong account and stakeholder management, which leads to significantly superior recruitment outcomes and better candidate fit,” said Hudson RPO Global CEO Jake Zabkowicz. “As we continue to expand and excel in the marketplace, we look forward to offering clients best-in-class results, including DEI, advisory, permanent and contingent workforce planning and technology consulting.”

For the RPO Services PEAK Matrix®, Everest Group analyzes the RPO landscape and the performance of 32 service providers, looking at these providers’ vision for RPO, their capacity to deliver on that vision, the impact that they have had on the wider market, including the scope of services offered, and level of innovation and investments. The assessment also considers third-party RPO deals as well as approximately 5,200 multi-process RPO deals. The report divides RPO providers into three main categories: Leaders, Major Contenders and Aspirants.

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Media Contact

Tracy Kurschner
Global Communications Manager, Hudson RPO
[email protected]
612.309.3957

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