We have been made aware that someone using the name ‘Scarlett from Hudson RPO’ has been contacting individuals about job opportunities.  This is a scam and does not emanate from any employee within our company.  Please refer to Scam Warning – Hudson RPO to learn more.

Content Team

Hudson RPO Celebrates 14 Consecutive Years on HRO Today’s Baker’s Dozen List of Top Global RPO Providers

by

Achieves Record Best Ranking of 6th Place Overall
Annual Client Satisfaction Survey Reflects the Views of Senior HR Decision Makers

OLD GREENWICH, CT, September 20, 2023 — Hudson RPO, a leading global total talent solutions company owned by Hudson Global, Inc. (NASDAQ: HSON), announced today that for the 14th consecutive year it has ranked among HRO Today magazine’s Baker’s Dozen list of top enterprise recruitment process outsourcing (RPO) providers. Hudson RPO’s ranking improved to #6 position, a new company record in the “Overall Enterprise RPO Leaders” category, surpassing its previous best of 9th place.

“Our inclusion on the Baker’s Dozen list for top global RPO providers for the 14th consecutive year is reflective of the best-in-class services we continue to deliver to our clients. This year’s 6th place overall finish marks an all-time best for Hudson RPO and is a testament to the strength of the relationships we have forged and nurtured with our clients over the years,” said Jeff Eberwein, Global CEO of Hudson RPO.

“We believe we are well positioned to capitalize on our enhanced reputation and brand awareness to gain market share and take advantage of opportunities arising from a burgeoning RPO market and increasing adoption of outsourcing services worldwide,” added Mr. Eberwein.

Alongside its highest-ever overall ranking, Hudson RPO also received recognition in three additional key areas: Breadth of Service, Size of Deal, and Quality of Service. These distinctions underscore the company’s focused commitment to client excellence through high-quality, end-to-end solutions.

The annual RPO Baker’s Dozen list is based on a survey of industry professionals, including RPO clients, who analyze and rank services offered across the market. The Baker’s Dozen survey is considered a leading global indicator of top recruitment outsourcing providers.

Results of the Baker’s Dozen were based on a client satisfaction survey completed by 500 verified global customers who use recruitment outsourcing services. Respondents rated RPO providers on the overall breadth of service, deal size, and service quality.

About Hudson Global, Inc.

Hudson Global, Inc. is a leading total talent solutions provider operating under the brand name Hudson RPO. We deliver innovative, customized recruitment outsourcing and total talent solutions to organizations worldwide. Through our consultative approach, we design tailored solutions to meet our clients’ strategic growth initiatives. As a trusted advisor, we meet our commitments, deliver quality and value, and strive to exceed expectations.

For more information, please visit us at www.hudsonrpo.com or contact us at [email protected].

Investor Relations:

The Equity Group
Lena Cati
212 836-9611 / [email protected]

The Learning & Development teams of the future

by

  • Blogs & Articles

The Learning & Development teams of the future

Content Team

As skills-based hiring gains momentum, Learning & Development departments are transforming. The traditional role of L&D as providers of specific skills is shifting focus towards future skills pathways. Find out what the L&D teams of the future look like in this blog, based on insights from our whitepaper ‘The Future of Learning’.

Personalized learning

To capture employee attention, L&D teams are shifting away from traditional classroom-based training and embracing personalized and engaging learning experiences. These experiences utilize various methods, such as micro-learning, gamification, and peer-to-peer teaching, to create an environment that resonates with different learning styles.

By providing these immersive experiences, L&D teams can enhance engagement and retention rates, ensuring that employees not only acquire knowledge but also apply it effectively in their roles.

Building a culture of learning

Empowering individuals to take control of their learning journey is crucial for the future of L&D. By fostering a sense of ownership, employees become proactive in seeking out relevant resources and experiences. This responsibility extends beyond the L&D department; managers also play a vital role in creating an environment that prioritizes continuous learning.

To cultivate this environment, managers should motivate their teams to pursue learning opportunities, model a culture where challenges are seen as learning opportunities, and encourage participation in training. In doing so, managers contribute to a culture of learning where professional growth and development are deeply ingrained within the work culture.

New roles in L&D

The focus has shifted from simply producing content, to curating it. Pleasingly, it is now more than ever, recognized that learning is an ongoing, dynamic process that goes beyond formal training. This shift has also brought about new roles within L&D, such as content developers, learning strategists, and experience designers. These roles ensure that learning initiatives are aligned with business objectives and leverage the latest tools and technologies.

In addition, the L&D teams of the future need to be adaptable and open to experimenting with different approaches. By continually gathering feedback from stakeholders, they can gain valuable insights into how learning initiatives are received and use these insights to create even better experiences in the future.

Strategic alignment

In a world of rapid technological advancements and emerging industries, organizations face significant challenges in bridging the skills gaps of the future. To tackle this, L&D departments are taking a proactive stance in identifying and addressing these gaps. To understand the essential skills for future success and creating pathways to develop them, L&D departments must collaborate closely with a range of different departments.

This strategic alignment empowers organizations to cultivate a future-ready workforce, equipped with the competencies necessary for adaptability and resilience. However, the strategic role of L&D goes beyond filling future skill gaps—it also plays a pivotal role in talent recruitment and retention. Effective learning programs attract individuals who value professional growth, while fostering job satisfaction, engagement, and loyalty among existing employees.

Learn more

Learning and Development is evolving to a strategic partner for managers, talent attraction and retention and future workforce planning. Learn more about the ever-changing landscape of learning, development and skills-based hiring in our whitepaper series with Future Talent Learning.

Building a Skills-based Organization
Audit your existing skill supply and build learning pathways to fill the future requirements of high-performing teams.
Learn how
Leadership Mindsets for the Future
Evolve your leadership skills. Create a culture that retains. Discover what's on the horizon for the leaders of the future.
Get Started
Purpose, Culture and Belonging
Embed culture and purpose in your value proposition. Create a sense of belonging to bring out the best in your people.
Learn how
The Future of Learning
Leverage re-skilling and up-skilling to future-proof your organization. Create innovative and successful L&D teams.
Get started
Previous slide
Next slide

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.

Follow Hudson RPO on LinkedIn

What is RPO?

Learn More

What is MSP?

Learn More

Related articles

4 tips for Life Sciences recruitment with Gary

by

  • Blogs & Articles

4 tips for Life Sciences recruitment with Gary

Content Team

According to the 2023 U.S. Life Sciences Outlook Report by the CBRE group, life science employment reached a record high at the start of 2023. The San Francisco Bay Area, Boston, and Seattle were the fastest-growing markets. In this environment, talent acquisition leaders and hiring managers must continuously explore innovative ways to attract talent, says Gary Jones, director of life sciences recruitment at Hudson RPO in the Americas. These are his top tips when competing for talent in the life sciences candidate market:

1. Make your mission theirs

Your mission is unique. Do candidates know what it is? In the life sciences industry, candidates are often fueled by their unique skills and ambition to improve quality of life and health outcomes. What you can offer them is the opportunity to drive innovations in precisely that area. Make sure candidates can see how their skills plug into projects and real-life innovations. You are offering more than a job opportunity; you are inviting candidates to be part of positive change and innovation.

2. Ignite passion for learning

Another unique element of the life sciences industry is the unmatched level of research and development. Consider building a recruitment process that highlights your commitment to learning and professional development. Share how your employees have collaborated on cutting-edge research, how they have been supported to stay at the forefront of scientific advancement. By showcasing a culture that thrives on learning and development, you are tapping into a core aspect of what attracts people to the industry.

Recruitment in life sciences is so much more than filling roles; it’s about building teams that shape the health and life-quality innovations of tomorrow. In a competitive landscape, a compelling employer brand and an efficient recruitment process are key. But the magic happens when candidates see not just a job, but a chance to collaborate and innovate with experts from diverse scientific domains. It’s about inspiring them to create the exceptional.”

- Gary Jones Director, Life Sciences Talent Acquisition

3. Create a compelling brand

There’s an abundance of great opportunities for today’s life science candidates. A compelling employer brand can set you apart from the competition. A great brand encompasses more than the values displayed on your website; it is the lived experience of the people in your business. Articulating this authentically, for example through testimonials, online reviews, and social media, shows candidates what they are signing up for beyond the job description.

4. Build an efficient recruitment process

In the competitive life sciences industry, it is key to optimize your recruitment process. Many candidates consider the recruitment process a reflection of the way you work. Acting swiftly and efficiently not only prevents top talent from slipping through your fingers to competitors, but also shows candidates appreciation for their skills and time. Do away with redundant steps in your recruitment process and ensure clear communications throughout.

Does your recruitment strategy attract top talent?

In a competitive market requiring niche skills, talent acquisition is always evolving. This means talent acquisition professionals and hiring managers are always exploring innovative ways to attract talent. You don’t have to go at it alone. Hudson RPO has partnered with many renowned life sciences organizations to build transformative recruitment strategies. Get in touch with our talent experts to find out how you could benefit from a partnership with Hudson RPO.

This article was originally published in 2019, and we have since updated it with the latest insights of our talent experts to share actionable and relevant talent advice. Original Article: https://www.hudsonrpo.com/blogs-articles/life-sciences-recruitment-advice-discover-how-to-compete-for-talent

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.

Follow Hudson RPO on LinkedIn

What is RPO?

Learn More

What is MSP?

Learn More

Related articles

Talent pooling with expert Tom: five steps to take before you start

by

  • Blogs & Articles

Talent pooling with expert Tom: five steps to take before you start

Content Team

Before diving into talent pooling, it’s crucial to lay a solid foundation for success. These five essential steps will help you navigate the initial stages of talent pooling and ensure that you are well-prepared to build a thriving talent pool. From gaining internal alignment to mapping your talent needs and selecting the right technology, use this guide to embark on your talent pooling journey with confidence.

1. Get your team on board

Talent pooling can decrease time to hire while improving the quality of candidates, but it is a long-term project that requires time, consistency, and investment. Before you start, ensure you have full buy-in from management and your team.

2. Map your needs

Previous patterns of recruitment and workforce planning are great tools to identify which roles would benefit from talent pooling. Other factors you may want to consider regularly recruited roles and any anticipated future hiring needs, like specific projects or introducing new teams, for example. Establish the criteria for which candidates should be added to the talent pool at this stage too.

3. Get the technology

Ensure you have the right tools in place to build and nurture your talent pool. A good applicant tracking system (ATS) and Candidate Relationship Management (CRM) system will take you a long way. You might also want to consider a predictive, analytical tool to track job seeking behaviours.

Talent pooling is a smart way to stay ahead in the hiring game. By nurturing relationships with potential candidates ahead of time, we streamline our recruitment process and tap into a pool of at the ready, top-notch talent when we need it most. Embracing talent pooling lets us maximize efficiency and brings exceptional talent on board.”

4. Decide on your engagement strategy

Craft an effective engagement strategy for your talent pool. Articulate your employer value proposition (EVP) and tailor your communication plan so that it resonates with each talent pool segment. Generic, bulk emails have low success rates, so personalize your outreach efforts. It is also recommended to seek input from candidates on their preferences for staying informed and assure them of their privacy and data security.

5. Dedicate time and resources to your talent pool

Building and nurturing a talent pool requires dedicated time and resources. However, the investment pays off with reduced time to hire and a high-quality, engaged pool of candidates at interview. Before building your talent pool, strategize who, when, and how often you will spend time on your talent pool.

Discover how talent pooling can help you drive efficiencies in your recruitment process and engage with top talent before hiring needs suddenly arrive. Get in touch with 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.

Follow Hudson RPO on LinkedIn

What is RPO?

Learn More

What is MSP?

Learn More

Related articles

Three tips for pharma recruiting with Sam

by

  • Blogs & Articles

Three tips for pharma recruiting with Sam

Content Team
Meet Sam, our resident expert Talent Consultant who is shaping the exceptional in the pharmaceutical industry. With an impressive career trajectory, Sam has built experience in a variety of top-ten pharmaceutical organizations, including Novartis, GSK and Eli Lily. Driving recruitment outcomes at times of pivotal launches such as new therapeutics and businesses, Sam has built a deep specialist understanding of the industry. As an expert in creating top candidate experiences and seamless stakeholder management, he shares his wisdom and top tips for pharmaceutical industry recruitment.

Recruitment in the pharmaceutical industry

Many of the roles I work on require a strong understanding of the market and specific skill sets; for example the difference between Pharmacokinetics and Pharmacodynamics. Others have extremely talent short markets, particularly in pre-clinical or medical work. Securing interest from a candidate while remaining compliant with the PMCPA* is key. I dedicate an extensive level of research before working with a hiring manager and advertising the role.”

Sam, Hudson RPO Talent Consultant
*The Prescription Medicines Code of Practice Authority
In the realm of pharmaceutical recruitment, expertise and competition are unparalleled. Pharma recruiters like Sam play a vital role in securing top talent for life-saving innovation. Challenges include niche roles with limited talent pools, technical requirements, and the busy schedules of medical professionals. It takes a dedicated expert like Sam to navigate these challenges with extensive research, the ability to maintain compliance and confidentiality without losing engagement, and strong communication skills.

Sam’s three tips to excel in pharma recruiting:

  1. Maintain the human element:
    In an era of digital communication, it is vital to remember the value of genuine human interactions. Establishing a personal connection with candidates during the screening and interview stages can make all the difference. Sam’s expertise lies in conducting meaningful conversations, allowing candidates to feel valued and understood throughout the process.
  2. Move fast but accurately:
    Time is of the essence in the pharmaceutical industry, where challenging timelines are the norm. Sam emphasizes the importance of efficient communication with hiring managers and swift recruitment processes. Additionally, providing prompt and precise feedback is crucial to shaping the exceptional results that both clients and candidates seek.
  3. Develop career-long connections:
    Building enduring relationships is at the heart of Sam’s approach. By delivering exceptional candidate experiences, he ensures that candidates return for future opportunities. Some of the candidates he placed early in his career are now returning for the second or third time, illustrating the long-lasting impact of creating a positive recruitment journey.

Shaping the exceptional

Sam’s skills in pharma recruitment extend far beyond matching candidates with job openings. His commitment to meaningful conversations with candidates, executing swift yet accurate processes, and fostering career-long connections exemplifies his ability to consistently shape exceptional outcomes in the industry more broadly.

For organizations aiming to elevate their talent acquisition strategies, and for candidates seeking a rewarding recruitment experience, Sam’s invaluable insights and expertise can be truly transformative. If you’re ready to make a difference in your career or organization, reach out to 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.

Follow Hudson RPO on LinkedIn

What is RPO?

Learn More

What is MSP?

Learn More

Related articles

What employees want from the modern workplace

by

  • Blogs & Articles

What employees want from the modern workplace

Content Team

In the dynamic landscape of the modern workplace, understanding and creating the workplace that employees want is key for talent attraction and retention. So, what are the key factors that employees look for at work? How can leaders build the workplace that drives performance and organizational success while allowing employees to thrive? Drawing from extensive research and insights from our collaborative whitepaper series with leading experts at Future Talent Learning, we explore what truly drives employee satisfaction and engagement in the modern workplace.

1. Belonging: Fostering a sense of connection

Now more than ever, employees are looking for a sense of belonging in their workplace. When employees feel valued, included, and connected to their teams and the organization’s mission, they are more likely to perform at their best. In our whitepaper Purpose, Culture & Belonging, we explore how a sense of belonging and purpose leads to higher retention rates and ultimately a more productive work environment.

2. Flexibility: Balancing work and life

While competitive compensation remains a crucial factor for employees, work-life balance and flexibility have gained significant importance in the modern workplace. Employees now consider non-financial incentives, seeking employers who offer flexible work arrangements that accommodate personal needs and priorities. Organizations that embrace flexibility demonstrate a commitment to their employees’ overall well-being and gain a competitive edge in attracting top talent.

Building a Skills-based Organization
Audit your existing skill supply and build learning pathways to fill the future requirements of high-performing teams.
Learn how
Leadership Mindsets for the Future
Evolve your leadership skills. Create a culture that retains. Discover what's on the horizon for the leaders of the future.
Get Started
Purpose, Culture and Belonging
Embed culture and purpose in your value proposition. Create a sense of belonging to bring out the best in your people.
Learn how
The Future of Learning
Leverage re-skilling and up-skilling to future-proof your organization. Create innovative and successful L&D teams.
Get started
Previous slide
Next slide

3. Culture: A dynamic and attractive force

A vibrant, well-articulated company culture has become a powerful differentiator for both current and prospective employees. A great culture not only fosters employee engagement and productivity but also plays a pivotal role in attracting top talent. To capitalize on this advantage, organizations must not only cultivate a positive work culture but also articulate it effectively through their employer brand messaging.

4. Wellbeing: A holistic approach

Wellbeing has taken on a broader meaning in the modern workplace. It goes beyond offering yoga sessions or free drinks; employees now seek comprehensive mental health support, autonomy, and flexibility integrated into their daily work lives. Prioritizing employee wellbeing not only enhances job satisfaction, it is also a key factor in talent attraction and retention.

5. Development: Empowering growth and development

Providing opportunities and pathways for professional development is crucial in attracting and retaining top talent. In our whitepapers ‘Building Skills-based organizations’ and ‘Leadership Mindsets of the Future’, we discussed how a significant percentage of employees who leave an organization could have been retained through robust development programs. Employees want to feel that their growth is valued and that their employers are invested in their long-term success. Organizations that prioritize employee development create a culture of continuous improvement and loyalty.

Does the way you shape work attract talent?

As organizations adapt to the ever-changing demands of the modern workplace, understanding and fulfilling what employees truly seek is paramount. By fostering a sense of belonging, embracing flexibility, cultivating a positive culture, prioritizing wellbeing, and empowering professional development, leaders can create a thriving work environment that attracts and retains top talent. Get your free copy of our latest whitepaper on skills-based hiring here, or discover Leadership Mindsets of the Future, Purpose, Culture & Belonging, and the Future of Learning.

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.

Follow Hudson RPO on LinkedIn

What is RPO?

Learn More

What is MSP?

Learn More

Related articles

Download our Latest Guide

Get The Guide