Content Team

Video in talent attraction strategies: 3 tips from our talent experts

May 25, 2023 by Content Team

Blogs & Articles

Video in talent attraction strategies: 3 tips from our talent experts

Content Team

May 25, 2023

In today’s job market, attracting top talent is more competitive than ever. To stand out from the crowd, companies and recruiters need find engaging ways to showcase their employer brand and company culture. Video content has been a key tool in talent attraction strategies for some time, but it can be expensive and time-consuming to create videos that stand out. Our team of talent experts share how they have harnessed the power of video to connect with top talent, and their advice for anyone looking at video as part of their talent attraction strategy.

The power of authenticity

Every employer wants to put their best foot forward, and videos for the purpose of talent attraction perform best when they paint an accurate picture of working at your company. A genuine portrayal of your company culture will resonate with the talent that is most likely to thrive within your teams. Louise, Recruitment Lead EMEA, is the earliest adopter of video in our EMEA region. She has successfully used video to create content that provides candidates with unique employee perspectives of Hudson RPO as a workplace.

Louise Millar, Recruitment Lead for the EMEA region shares:

“Since we started using videos as a tool to attract more talent to our business, we have seen a real increase in interest in our job openings. What makes video so successful in a recruitment strategy is that it gives insight into a workplace before interview. It adds an element of familiarity, which greatly helps in setting us apart from other employers and improves the candidate experience at the same time. It can be scary to jump in front of a camera and put yourself out there, but it gets easier the more often you do it.”

Engage through creativity

In today’s digital landscape, holding someone’s attention for an extended period is a challenge. A lengthy video featuring employees sitting in a conference room is unlikely to capture your target audience’s interest. In addition to being authentic, videos in talent attraction strategies should be dynamic and engaging. Creativity can play a vital role in crafting a compelling video strategy that aligns with your company’s brand guidelines. This looks different for every organization, and whatever approach you take, the video should feel organic. Daniel has become an expert in using creativity in videos for talent attraction, like on Christmas Jumper Day in our EMEA office, as well as for job advertisements on LinkedIn.

“There are many candidates out there that might not even realise they are interested in joining your company yet. Why would they read a long job description listing what it is they need to bring to a role? Showing them what’s on offer to them instead has proven an effective way to draw in talent at whatever stage of their job hunt they are. It’s so much easier to highlight what’s important in a 30-60 second video than in a list of bullet points,” says Daniel Gilliland, Internal Recruiter. “My tip would be to add variation to the videos you create. Christmas Jumper Day, role descriptions, or employees sharing their journey with the company, it casts your net wider.”

Amplify your message

Publishing a video to your careers page or YouTube channel is unlikely to engage talent who remain unfamiliar with your employer brand. To reach as many potential candidates as possible, distribute the video on a variety of channels, including LinkedIn, Facebook, Twitter, and Instagram. On social media, you can increase your visibility and even target specific demographics and interests. Strategic promotion of your videos maximizes your videos impact. Molly Champagne, Internal Careers Senior Recruiter for the Americas region, has seen the impact of video on social media first-hand:

“Creating and posting these videos has helped me reach talent that I otherwise wouldn’t have connected with through job advertisements or traditional job postings. There is a lot of potential in video for recruitment strategies. I have used it to highlight the unique perspectives of my colleagues on Hudson RPO as a workplace but also to share recognition for my colleagues' achievements. Everyone has their own story to tell, and candidates might be looking for different things in an employer too. The more videos, the better we are able to share how we can match what they are looking for in their career. I would recommend not giving employees a script and asking them a question. Their authentic response is always best!”

Employer brand talent videos are a powerful tool for attracting top talent to your organization. By creating authentic and dynamic videos that showcase your company culture, you can engage potential candidates and set yourself apart from competitors. Being at the forefront of the recruitment industry, our talent experts know how to successfully implement video as part of your strategy. Do you want to talk more about innovative recruitment strategies? Click here to talk to one of our experts.

This article was originally published in 2018, 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/how-employer-brand-videos-draw-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.

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6 ways an RPO provider can transform your recruitment function

April 28, 2023 by Content Team

Blogs & Articles

6 ways an RPO provider can transform your recruitment function

Content Team

April 28, 2023

RPO (Recruitment Process Outsourcing) is a unique talent acquisition model and is different than using a recruitment agency. Instead of focusing on hiring alone, organisations who engage an RPO partner, outsource the management of the recruitment function. This can be done in part or wholly, and drives recruitment cost savings, efficiency, quality of hire, and more. Partnering with a trusted RPO expert can help your business unlock a world of opportunities and transform the way you attract, recruit, and retain talent. In our experience, these are six unique benefits of Recruitment Process Outsourcing.

1. Industry expertise

RPO providers are talent experts with extensive knowledge across the recruitment lifecycle, from sourcing through to recruitment technology. By partnering with an RPO provider, you gain access to their industry experience, allowing you to stay competitive and attract top talent. Unlike recruitment agencies, high quality RPO partners will provide dedicated on-site teams that seamlessly integrate into your existing business. This collaborative, partnership-first approach, ensures a customised and efficient recruitment process that has been designed with your unique objectives in mind.

2. Recruitment process design & technology

Recruitment process design is an essential element of an RPO provider’s services. By designing a recruitment process that is consistent, tailored, and compliant with all relevant laws and regulations, RPO providers will ensure that your organisation attracts the best possible candidates wherever they are. With customisation front of mind, a good RPO provider will also take into consideration your strategic priorities such as DE&I, employer brand and talent pooling – to name a few. R To support the efficiency and sustainability of the strategically designed process, RPO providers invest heavily in recruitment technology. From applicant tracking systems (ATS) to recruitment marketing platforms (RMP), RPO providers can select, implement, and improve the right technology for your goals.

3. Scalability

When a business downturn hits and recruiting needs suddenly drop, so does a company’s need for in-house recruiters. Likewise, when the business expands into another product category or region, recruiting needs may suddenly spike. In both cases, the flexibility and scalability an RPO provider provides will prove beneficial. RPO partners accept the responsibility of efficiently adjusting resource levels when hiring fluctuations happen. As a result, you don’t have to bear the burden of unnecessary staff. Similarly, you face a lesser chance of being short-staffed when greater resources are required.

“Leveraging data-driven insights and analytics, we ensure that our client’s recruitment process is efficient and drives results. With years of experience across different industries and regions, we know what works and what doesn’t. Our clients trust us to provide exceptional results.”

—Kathie Lorimer, Business Development Manager

4. Brand enhancement

Your employer brand is a critical aspect of attracting and retaining top talent. RPO providers understand this and can help enhance your brand by providing a positive candidate experience. Unlike impersonal agency recruitment processes, RPO providers offer personalised recruitment processes that align with your values and culture. This helps attract candidates that are a good fit for your company. Additionally, RPO providers have the recruitment experience necessary to take care of candidate experience, ensuring that every candidate has a high-touch, positive interaction with your organisation.

5. Quantity without losing quality

When positions are critical, it’s instinctive to focus on rapidly filling positions, while sacrificing quality. RPO providers prioritise finding the best candidates that fit well with your organisation, while also reducing the time to hire. Using data-driven insights and analytics, RPO providers identify and attract top talent, and employ rigorous screening processes to ensure that only the most qualified candidates are presented to you. RPO providers also embed with your organisation on-site, integrating themselves into your team and business to get a true understanding of how candidates would align with your teams on the ground. This personalised approach ensures that every candidate presented is of the highest quality and the best fit for your organisation.

6. Long-term partnership

When you work with an RPO provider, you are building a long-term and collaborative partnership. RPO providers are invested in your success and committed to helping you achieve your goals and achieve exceptional outcomes. Working closely with an RPO partner over the years means that there is a true understanding of your needs and challenges. Additionally, an high quality RPO will evolve as your business does, and provide ongoing support and guidance to stay ahead of the competition.

Partnering with an RPO provider offers many unique benefits and a chance to elevate your success. You will access specialised expertise in your industry and business, save costs, improve time-to-hire and candidate experience, while enjoying flexibility and a true partnership. If you would like to find out more about what an RPO solution could look like for your organisation, get in touch with our talent experts today.

Hudson RPO

Content Team

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Priya’s Pioneering Journey: Navigating a Global Relocation and Breaking into a New Industry

April 1, 2023 by Content Team

Blogs & Articles

Priya’s Pioneering Journey: Navigating a Global Relocation and Breaking into a New Industry

Content Team

April 1, 2023

Meet Priya, a driven and determined individual who took a bold step to pursue her dreams by relocating from India to the UK. Although Priya’s technical background was in engineering, she had always felt a strong pull towards the human resources field. The drive came from an innate passion for people and their unique talents.

Determined to turn her passion into a career path, she made the leap and embraced a new challenge: switching from engineering to HR. Through hard work and determination, Priya has blazed a new trail both in her professional and personal life. The leap also involved Priya becoming the first member of her family to receive a master’s degree and move overseas.

Her positive attitude and unwavering determination demonstrate a shining example to everyone in our business and translate directly to the high quality of work for our clients every day. In this feature, we delve into Priya’s inspiring journey and find out what drives her to keep pushing the boundaries and achieving her goals.

“Making the decision to move across the world, switch careers, and embark on a new industry was not without its challenges. I was filled with nerves and uncertainty, starting in a new place. Some people didn’t understand why I would leave a successful engineering career, but I knew there was something missing. I am proud to say that all worked out for the best. I am now in a place where I do what I love, surrounded by new opportunities for growth and learning every day.”

Priya’s journey in the corporate world began as an Electronics and Communications engineer for a large, global software company on their biggest site in Bangalore. From the get-go, she was fascinated by the company’s commitment to their employees and how it positively impacted their workplace experience. While continuing work as an engineer, her interest in connecting people, ensuring top-class experiences and learning about the unique skills and motivations of talent grew. Eventually, this led her to enquire with the HR department, where she expressed her interest in learning more about the potential opportunities for someone from a different background. Her expression of interest was met with an opportunity to begin a new career path in recruitment and HR, which saw Priya travel all over India as a campus recruiter. Priya’s drive and curiosity quickly led her to becoming a key part of the recruitment team.

“My greatest joy was seeing my candidates succeed and knowing that I played a role in their journey. More than once, the feedback I provided was a stepping stone for their success, and it was an amazing experience to see them thrive. It solidified that I wanted to be in the business of people and talent more than anything else.”

From there, things evolved quickly as Priya embarked on her journey to becoming a recruitment and HR professional. With her technical background in electronics and communications engineering, she was drawn to the field of technical recruitment. Driven by her ambition, she set her sights on a course in the United Kingdom that would help her achieve her goals. Priya was determined to study abroad, as she wanted to broaden her horizons and experience new opportunities that would help her grow both personally and professionally.

“There was a large focus on our career ambitions while I was studying. We talked about agency recruitment and in-house recruitment, but it wasn’t until I spoke to a recruiter from Hudson RPO that I discovered RPO recruitment. It’s perfect for me, I have all the benefits and can foster the relationships like I would being in-house, but at the same time I am able to build experience across different clients and industries. It’s the best of both worlds.”

As a technical recruiter at Hudson RPO, Priya plays a crucial role in the recruitment process, covering all aspects from sourcing and screening to competency-based interviews and reference checking. With her background as an engineer, Priya is well-equipped to assess the technical abilities of candidates, particularly in areas such as Python and Java. Currently, she focuses her learning on recruiting skills to further her career. When it comes to learning, Priya takes regular trips from Manchester to our Centre of Excellence in Edinburgh where she meets with colleagues assigned to other client accounts. The set-up in the Centre of Excellence in combination with Social Talent (our unlimited online learning platform), Priya can tailor her learning to her ambitions (and she has, having collected 148K learning points already.

“I want to start by learning the different stages of recruitment and be hands-on in the process, using my energy and enthusiasm to get involved in various tasks. Once I’ve gained expertise, my goal is to guide recruiters to source and deliver the best results for our clients. My ultimate goal however, is providing a positive experience for both clients and candidates, helping them grow their careers and driving diversity, equity and inclusion. That’s what motivates me and that’s what I find most rewarding about this industry.”

Priya’s story is a real testament to her determination and drive, as she continues to make an impact for others both in and outside of Hudson RPO.

If you’ve been inspired by Priya and want to explore the world of talent advisory and recruitment, click here to find out more about life at Hudson RPO.

Hudson RPO

Content Team

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Unlocking the secrets to successful onboarding: best practices for welcoming new talent into your organization

March 19, 2023 by Content Team

Blogs & Articles

Unlocking the secrets to successful onboarding: best practices for welcoming new talent into your organization

Content Team

March 19, 2023

Starting a new job is exciting, but it can also be stressful and challenging. Without a formal onboarding process, the toughest parts of the first days, weeks, and months at work are amplified—which isn’t good for your new employee, or for your business. A 2018 onboarding survey by Glassdoor, showed that employees who rated their onboarding experience as ‘highly effective’ were 18 times more likely to feel highly committed to their organization.

Here are the do’s (and a few don’ts) for establishing an onboarding process that warmly welcomes new workers and sets them up for success:

Formalize the process

The Society of Human Resource Management found that effective onboarding processes improve retention by 52% and productivity by 60%. Without a thought-out plan in place, it’s too easy for new hires to be forgotten in a bustling start-up, or when their first day happens during a busy week, or in the midst of a production crisis.

An established onboarding process that is repeated with each hire ensures new employees have the information they need and a proper introduction to the workplace, no matter what is happening on any given day. Many companies establish onboarding checklists to keep the process moving and make sure nothing slips through the cracks.

Make it more than just paperwork

On average, a new starter is expected to complete 54 tasks during their onboarding process. 58% of organizations say that most of their onboarding programs are focused on processes and paperwork. If possible, take care of the bulk of paperwork before a new employee comes in for the first day. This helps to avoid communication breakdown, and shifts the focus of the onboarding process to the unique skills and talents that your new employee will bring to their team.

It’s important to keep the employee at the heart of the onboarding process. Too often, managers pay too much attention to programs, job requirements and systems, and while critical, onboarding should be broader. Effective and engaging onboarding must encompass your employer value proposition and highlight how your new employee’s career can grow and how their impact will be felt. Successful onboarding is like a road map that helps new hires envision their future with your business.

Facilitate connection

Part of being a new employee is entering an unfamiliar environment with unfamiliar people. While HR can help ease the transition from the recruitment process to day 1, it’s your new starter’s colleagues who will impact their daily experience with your organization.

You can assist during this transitionary phase by setting time aside for your new starter to build connections, like a team lunch, coffee catch-ups, or a welcome event (be it virtual or face-to-face). Time for introductions and chit-chat can help newbies get past their first-day jitters.

Additionally, consider assigning your new starter with an experienced mentor whom they can consult with. Making sure your new starter has a dedicated resource to ask questions or discuss any challenges they may be faced with is important in the early stages of a new role. Mentors can facilitate an immediate connection, but also offer a new employee an opportunity to build a network.

What comes after onboarding?

Within the first six to 12 months, your new employee should feel that they are up to speed and an integral part of the team. But the need for training, and a sense of connection with coworkers and the company’s mission never goes away. This is where your employee engagement strategies and career development plans take over to ensure your people feel supported throughout their employment.

A talent partner can help you implement or redesign your onboarding process to improve your retention rates and reduce employee turnover. Click here to read more about how we have helped our clients with their onboarding process or talk to one of our talent experts.

This article was originally published in 2018, we have since updated it with the latest insights of our talent experts to share actionable and relevant talent advice.

Hudson RPO

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Rising Star: How a Recruitment ‘Jedi’ Founded a Film Club and is Training the Next Generation of Talent

March 10, 2023 by Content Team

Blogs & Articles

Rising Star: How a Recruitment ‘Jedi’ Founded a Film Club and is Training the Next Generation of Talent

Content Team

March 10, 2023

Meet Aleix, our talented Recruitment Specialist based in our Edinburgh office. With just 7 months at Hudson RPO under his belt, Aleix has already established himself as a vital member of the team, consistently delivering exceptional results for both our clients and his colleagues. His passion and ambition extends well beyond just his role. Aleix is a dedicated contributor to the broader Hudson RPO culture by initiating the Hudson RPO Film Club, being a dependable support on key client accounts, and actively mentoring and training new recruits in the Hudson RPO academy as they navigate the ever-evolving landscape of top recruitment solutions.

Partnering with clients and colleagues

With a diverse background in recruitment and customer success, Aleix brings a unique skillset to Hudson RPO. His prior experience working with companies like PlayStation, Tesla, and SIRE Life Sciences has prepared him for the fast-paced and innovative talent advisory and recruitment landscape. As a Recruitment Specialist, Aleix dedicates his time to supporting our clients in the fast-moving consumer goods industry, where he is constantly pushing the boundaries of innovation. He also partners closely with hiring managers to understand their specific needs and finds top talent to support their ambitions throughout the entire recruitment process.

In addition to his work with clients, Aleix is deeply committed to the development and support of his colleagues. He is highly involved in the academy, providing training and mentoring to new recruits, and takes great pride in seeing them grow and develop. Aleix’s training in the Hudson RPO Academy focuses on recruiters from all levels of experience with backgrounds in a variety of industries. Whether it is early careers or seasoned professional, no stone is left unturned and Aleix ensures that every stage in the recruitment lifecycle is finetuned, tailored and an experience for both clients and candidates. In addition, Aleix is also part of our mentor program (often referred to as ‘office buddies’), making sure new hires settle in well and by providing overall support and guidance.

Joining Hudson RPO

The Edinburgh Centre of Excellence serves as a hub for sourcing top-tier talent from across the EMEA region and beyond. To achieve this, we foster a culture of constant learning and continuous improvement. Regardless of client, industry, seniority, or level of experience, our team members learn from and support one another in their development, striving to provide the best possible service to our clients. Our obsession with quality enables us to provide a high level of specialised, best-in-class talent to our clients. Aleix shares what it was like coming on board:

“The past 7 months have been a whirlwind and time has flown by. From the moment I stepped into the office, I felt welcomed and at home. In such a short period of time, I have built strong connections and friendships with my colleagues that I now see outside of work. Social outings like going to an escape room or seeing movies together has become a regular occurence.”

The Hudson RPO Film Club

The social interactions outside of the office was the impetus that inspired Aleix to start the Hudson RPO Film Club. When he first joined the team, he discovered the existing book club and saw an opportunity to create a similar community around films. Starting with a small group of members in the EMEA office, the club has since grown into an international community of film enthusiasts, with its own dedicated channel for recommending and discussing the latest must-see movies. Aleix has inspired his colleagues to start their own clubs too, and the office now has a book club, film club and cooking club. It’s people-led initiatives like these, that are foundational to the unique culture experienced by our teams at Hudson RPO.

“The Hudson RPO Film Club is open to all and an opportunity for team members to come together, connect and engage in discussions and ratings of films. The club serves as a relaxed and pressure-free environment, where team members can get to know one another better. I am happy that I was encouraged to take an initiative like this, even though I had only just joined the company!”

Aleix’s advice for new starters

At Hudson RPO, we are fortunate to have someone as talented and dedicated as Aleix on our team. His involvement in the day-to-day operations and in mentoring new hires is invaluable. As a seasoned member of the Academy team, Aleix has valuable insights to share with anyone considering joining Hudson RPO. He advises:

“Be open to learning, get involved, and don't be afraid to ask questions. Take advantage of all the training and mentoring opportunities offered and set goals for yourself – the sky is the limit! Most importantly, stay positive and be open to new opportunities and experiences. Hudson RPO is a great place to work and grow, and I am confident that you will find it as rewarding as I have," shares Aleix.

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Navigating the UK Talent Market: Opportunities and Optimism

March 8, 2023 by Content Team

Blogs & Articles

Navigating the UK Talent Market: Opportunities and Optimism

Content Team

March 8, 2023

Two months into 2023, the UK talent market continues to evolve in the wake of post-pandemic effects, labour strikes, and the ongoing cost of living crisis. Many workers in the UK are feeling the impact of an uncertain outlook, including imminent layoffs for some industries. Tech employees in particular, as a recent survey of 2000 UK-based tech workers found, are pre-emptively applying for new jobs over fears of redundancies (53% of the 2000 respondents).

Despite pessimistic narratives across social media and the news cycle, not all is doom and gloom – even for the tech industry. At Hudson RPO, we have seen 51% of respondents in our end-of-year polls place ‘ongoing growth and expansion’ at the top of their business agenda for 2023. Rajan, Solutions Director EMEA, shares why he believes there is room for optimism.

“I think what we are hearing a lot about at the moment is the result of big tech going too hard too fast at the start of the pandemic. Many considered the sudden increase a permanent acceleration and hired as such, whereas others in the tech-startup environment had not anticipated the macroeconomic environment, making it more difficult to rely on venture capital funding. What is often overlooked in the ongoing conversation about economic outlooks for 2023 is two-fold. Firstly, there is still a massive demand for tech talent across a variety of industries. 79% of tech talent impacted by layoffs, is rehired within three months. Secondly, many industries are thriving; January saw a 24.5% rise in job adverts, compared to the same week the year before.”

According to Rajan and his team, the Energy & Renewables, Medical Device, and the Engineering sectors are amongst the industries to watch in 2023:

“What we are seeing in tech may have been a result of hiring for services that are no longer required in a post-pandemic world. But the following industries have remained constant, even when the challenges presented to them in the last three years required them to accelerate or change their operations dramatically.”

1. Energy & Renewables

As the world continues to grapple with the effects of climate change, ‘green’ jobs are set to become an increasingly important feature in the UK job market. The market size of the Renewable Electricity Generation industry is expected to increase 13.4% this year alone. According to the PwC Green Jobs Barometer, the green economy will outpace the rest of the UK job market in the coming years, with a government target of 2 million jobs in the sector by 2030. This is further supported by the LinkedIn Report: 2023 Jobs on the Rise UK, where Sustainability Managers take 2^nd place in the list of the ’25 fastest growing job titles’.

2. Medical Device & Technology

The Medical Device & Technology sector is poised for growth in the UK, as the demand for innovative medical technologies continues to rise. According to a report by Statista, the UK’s Medical Technology industry’s projected market volume for 2023 is £13.95bn. The industry is driven by the growing need for healthcare solutions that improve patient outcomes and reduce healthcare costs. Regulatory changes such as the introduction of the EU Medical Device Regulation in 2021, and the UK Government’s Life Sciences Vision policy, will fuel demand for innovative technologies and represent a clear drive for the UK to become a global leader in AI and Data driven life science.

3. Engineering and Manufacturing

According to the latest survey from The Engineer, UK engineers are feeling optimistic about the year ahead. The survey showed that many businesses in the engineering and manufacturing industries are planning to invest in modern technologies focusing on sustainability and innovation. Even though the industry may face key challenges, such as skill shortages and ongoing global supply chain disruptions, there is a sense of confidence and resilience. According to the LinkedIn 2023 Jobs on the rise report, we will see an influx in demand for Sustainability Managers, Machine Learning Engineers, and Security Analysts in the manufacturing and engineering industries.

“2023 will be an interesting year. Some industries will face challenges, others will rely on the opportunities that lie ahead. In any case, companies are facing this in a transformative talent landscape. I believe we will see organisations across a variety of industries fill talent gaps through retention and reskilling efforts, while we navigate what technologies like ChatGPT mean for automation and skill requirements.

It can feel instinctive to reduce spend and keep things in-house in times of uncertainty, but the right RPO partner will be able to anticipate and respond to changing talent requirements. They will also be able to scale up and down as your needs change, without the need for redundancies.” Rajan explains.

If you’re wondering what these trends may mean for your talent strategy, contact one of our experts for tailored advice about your industry.

Content Team

Video in talent attraction strategies: 3 tips from our talent experts

The power of authenticity

Engage through creativity

Amplify your message

Content Team

What is RPO?

What is MSP?

Related articles

6 ways an RPO provider can transform your recruitment function

1. Industry expertise

2. Recruitment process design & technology

3. Scalability

4. Brand enhancement

5. Quantity without losing quality

6. Long-term partnership

Content Team

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Unlocking the secrets to successful onboarding: best practices for welcoming new talent into your organization

Formalize the process

Make it more than just paperwork

Facilitate connection

What comes after onboarding?

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What is MSP?

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Partnering with clients and colleagues

Joining Hudson RPO

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Aleix’s advice for new starters

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