Content Team

The 5 C’s of a successful MSP implementation

March 21, 2022 by Content Team

Blogs & Articles

The 5 C’s of a successful MSP implementation

Content Team

March 21, 2022

Are you looking to implement a Managed Service Provider (MSP) model within your organization? MSP’s can play a critical role in talent management and HR (Human Resources) strategy, but only if they are implemented correctly.

For organizations managing a contingent workforce, it can be fraught with complexity and challenge. And yet, managing your talent flexibly can be a competitive advantage. Which is why many organisations are turning to Managed Service Providers (MSPs) to help them manage their contingent workforce.

As MSP experts we know what works to ensure a successful implementation. By following our 5 C’s – clear case for change, collaboration, client understanding, communication and calibre of the team – you can be sure your organization will be set up for success.

Read on to find out more about each of these key factors.

1: Clear Case for Change

The first step in a successful implementation is ensuring that the business case is clearly defined, understood, and shared with all partners and stakeholders. Aligning goals from the outset gets everyone on the same page and heading in the same direction.

2: Collaboration

Our second success factor, collaboration, is vital and it extends from the project management governance through to the implementation team. From our experience, we know shared values and a shared team spirit underpins a successful implementation.

3: Client understanding

Part of building the business case and the foundation for collaboration is positioning the MSP model internally. All stakeholders need to understand the why, what, and how

Why? Why are we making this change to the business?

What? What are the benefits that will be realized because of the change?

How? How will it be done, making the change process and transition easier?

After all, an MSP program is not a rollout with a set process, it is a change in the way people work.

4: Communication

Constant communication throughout the implementation is an essential factor of success, especially with the complexity of an MSP. This was very apparent when working with one of our clients and technology partner, Beeline on a complex implementation at the height of the Covid pandemic! It was the consistency and clarity of our communication, which ensured we shared a vision from beginning to end.

5: Calibre of the team

Recruitment is about people, and it is no surprise the final C is all about the calibre of the team that is ultimately embedded into a client onsite. It comes down to having the right people, with the right skills and cultural alignment in place to ensure the program is fully adopted successfully and seamlessly.

If you want to learn more about how an MSP can transform the way your organization recruits, onboards, manages, and redeploys contingent workers listen to our Ready to transform your contingent workforce webinar. Or read about how Australia’s largest gambling entertainment group managed over $380k AUD savings in six months by downloading our partner success story.

Hudson RPO ‘s Managed Service Provider (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, please feel free to contact us and we will be in touch.

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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10 Ways to incorporate Diversity, Equity and Inclusion into your Talent Acquisition Strategy

March 11, 2022 by Content Team

Blogs & Articles

10 Ways to incorporate Diversity, Equity and Inclusion into your Talent Acquisition Strategy

Content Team

March 11, 2022

Featuring DE&I is key in any talent or retention strategy. However, creating a diverse and inclusive workplace takes effort, commitment, and regular review. Here are our top tips that will set you up for success.

Download our 10 ways to incorporate Diversity, Equity and Inclusion into your Talent Acquisition strategy guide now. Or, if you would like to chat further, please get in touch with one of our Talent Experts.

Hudson RPO

Content Team

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How we are #Breakingthebias at Hudson RPO

March 9, 2022 by Content Team

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How we are #Breakingthebias at Hudson RPO

Content Team

March 9, 2022

International Women’s Day celebrates women’s achievements, raises awareness against bias and encourages everyone to act for equality. At Hudson RPO it presents an opportunity to demonstrate our support and reflect on how we can affect change for women, not only in our organization but across our clients’ organizations.

This year, the theme of International Women’s Day is #breakthebias. Bias affects women every day, both in and out of the professional workplace. As recruitment specialists we play a key role in challenging bias and ensuring equity across the recruitment process. As recruiters, we are at the forefront of challenging bias and implementing diverse hiring practices. So not only did we ask our people to submit their pictures to show their support for International Women’s Day, but we also asked them how they are breaking the bias in their day-to-day. Hear from our Hudson RPO recruitment experts:

Creating inclusive environments

Louise Millar is our Recruitment Lead for EMEA, focusing on top-recruitment talent to join the Hudson RPO team. Louise shares her learnings on breaking the bias in recruitment, and how Hudson RPO contributes to equity for women as an organization:

“One of my initial learnings about bias was focused on job adverts, and how language and content can contribute to inclusion and equity for applicants. I quickly realized this was just the tip of the iceberg, if you want to truly break the bias you have to think bigger. Culture should be about ‘adding to’ rather than ‘fitting in’, virtual workspaces have to be just as inclusive as office spaces, and flexibility should be tailored to the individual rather than a one size fits all.”

“Awareness of bias is just the tip of the iceberg. If you truly want to break the bias, you have to think bigger”.

The most important ways Hudson RPO contributes to breaking the bias according to Louise are:

Valuing and respecting flexible working arrangements so that everyone can work and collaborate at a schedule that works for them and their life circumstances.
Creating collaborative environments where everyone can contribute and challenge without fear.
Ensuring female leadership and role models “We have tremendous women throughout the global business, they are knowledgeable, collaborative and approachable, they show that there is room for women at the top.”

Challenging bias on all levels

Erica Carmack is the Solution Design & Internal Careers Manager for our Americas and EMEA region. In her career she has worked with talented leaders who were not only aware of gender biases but partnered with her to drive change. As a recruiter she challenged hiring managers to invite talented individuals into the organization that would bring new ideas and perspectives. As a leader, she continues to challenge herself and her team to do the same:

“As a recruiter, I challenged my hiring managers to invite talented individuals into the organization that would bring new ideas and perspectives. As a leader, I continue to challenge myself and our team to do the same. No step forward is too small.”

At Hudson RPO, she contributes to #breakingthebias by carrying this forward. She makes every effort to educate leaders and herself, sharing from personal experiences and understanding what being a change champion means.

“I am proud to be part of a global organization that not only solicits my input and values my opinions but also pushes for collaboration across our organization regardless of level and celebrates our strong female leaders.”

Setting all candidates up for success

Skye Lovell is the Internal Careers Manager for Hudson RPO in Asia Pacific. Her team is highly trained and experienced in progressive recruitment practices engaging directly with talent and makes sure that this process allows all candidates to succeed.

She shares that instead of relying on diverse talent to apply to your roles, it’s key to be proactive in your approach by researching alternative and offline sourcing channels. With a diverse group of candidates, it is important that the recruitment process allows everyone an equal opportunity. Eliminate bias right at the start of the recruitment process, and at its early stages like candidate screening and assessment.

“Eliminate bias right at the start of the recruitment process, and at its early stages like candidate screening and assessment.”

Creating a diverse and inclusive interview process is never finished, improvements can always be made so regular review is necessary. The results are worth it, a diverse team in an inclusive culture allows everyone to excel and achieve their goals.

Breaking the bias internally as well as externally.

#Breakthebias at Hudson RPO goes beyond our internal environments; we also support our clients in breaking the bias. We have worked with our clients globally to improve the gender diversity, equity and inclusion of their graduate and apprentice programs, as well as other key areas such as disability and indigenous and minority groups. For our client in APAC this meant a 51% female intake, opposed to a 6% intake before our partnership started.

We will continue to embrace an inclusive culture of diversity and belonging and are committed to equal opportunities for all. If you would like to speak to a talent expert about how we can help you improve the diversity, equity and inclusion of your recruitment process, click here to start the conversation.

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Content Team

Do you recognize these 4 signs? If so, it’s time to consider an RPO partner.

March 2, 2022 by Content Team

Blogs & Articles

Do you recognize these 4 signs? If so, it’s time to consider an RPO partner.

Content Team

March 2, 2022

Many organizations are experiencing fluctuations in their hiring needs and increased pressure on their recruitment function and practices. For the year ahead, we expect more changes to follow in response to a competitive and candidate-led market. An RPO can help mitigate business disruptions as your trusted partner in times of change and fluctuating needs. Our talent experts have listed four tell-tale signs that it’s time to consider an RPO partner.

1. Do fluctuating hiring needs impact your operations and recruitment costs?

The past two years demonstrated how quickly the need for talent can rise and fall in tandem with a shifting marketplace, events like ‘the Great Resignation’, or with the unique requirements and opportunities of your enterprise. Rapid change can cause companies to overspend on hiring or revert to reactive hiring, leading to low quality hires and low retention rates.

An RPO partner can stop the cycle of overspending on hiring and offer the flexibility to scale to your needs and circumstances. Through expertise and insights into your recruitment process and the talent market, an RPO can help you predict your hiring needs, improve the quality of hires, while reducing your time to fill and recruitment costs.

2. Are you experiencing high turnover of recruiters?

Recruiters are the first point of contact between talent and your organization. They sell your employer brand, culture, benefits and opportunities daily. When your recruitment function relies on agencies or experiences high employee turnovers, it can be difficult for a recruiter to achieve the required understanding of your organization that comes with time and commitment. Additionally, it can be harder to keep track of hiring spend, quality of hire, recruitment timelines and accountability for hiring results.

An RPO partner can support your existing recruitment function and teams when and where they need it most. A tailored approach paired with outsourced on or offsite recruiters can relieve pressure, offer your team a better employee experience and more time to engage with talent. Our outsourced recruiters get to know your business over the long term, delivering key insights that drive effective hiring and an improved experience for recruiters as well as candidates.

3. Are you losing time and resources trying to attract and retain niche talent?

Finding Talent
Talent acquisition takes industry-specific knowledge and insight into local markets, this is particularly true for competitive roles. Hudson RPO speaks the language of hard to fill roles and combines this with the expertise of our international team and the local knowledge of onsite recruiters in various regions.

Attracting Talent
What is your employer brand telling potential candidates if it appears outdated, unpolished, or is non-existent? In an RPO partnership, the combination of market insights and knowledge of best in class employer branding strategies and campaigns an RPO partner can provide, can help you compete for niche talent more effectively.

Retaining Talent
Without guidance, training, and one-to-one attention, even the best of new hires can disengage quickly. Unfortunately, many companies lose sight of the vital function of onboarding processes during high-growth phases or uncertain times. An RPO partner can help design consistent and effective onboarding processes across departments and regions, helping new hires to be effective in their roles more quickly and reduce employee turnover.

4. Do you need more insights to make and review strategic hiring decisions?

To stay competitive in a candidate-led market, recruitment strategies need to pivot quickly. Regular review of the competition, market, cost and time to hire, quality of hire and employee retention are essential. But gathering and reviewing data can be timely and expensive when decisions need to be made rapidly to attract the right talent.

An RPO partner can help complete and implement critical assessments and brings expertise and insights into your recruitment data, strategic and predictive talent management as well as industry trends. Depending on your needs, the insights provided by your RPO partner can help you make strategic decisions, but also advise best-fit technologies to improve your recruitment function, engaging diverse talent and what touch points in your interview process need to be streamlined.

When to consider RPO partners

Do any of the 4 signs apply to you? It’s time to consider an RPO partner. They can scale to support your business with a single recruitment challenge in a short time frame, or even refresh your entire recruitment function if requested.

Hudson RPO works with clients in many different industries from pharma to finance and manufacturing to technology. We are there for their talent needs whenever and wherever, both in times of transition, growth, as well as time of challenges and uncertainty. Find out how we can help you, chat to one of our experts today.

Hudson RPO

Content Team

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Employee Story – Peter Shares his Experience Working for Hudson RPO

February 22, 2022 by Content Team

Blogs & Articles

Employee Story – Peter Shares his Experience Working for Hudson RPO

Content Team

February 22, 2022

Peter Doku joined Hudson RPO as a Recruiter working within the Tampa Center of Excellence working for one of our Pharmaceutical clients, Bausch and Lomb. He is an integral part of the Hudson RPO team as well as the internal hiring team at Bausch and Lomb. Peter, who identifies as Ghanaian, was inspired by Black History Month to share his journey and give advice to those looking to building meaningful careers.

What kinds of resources have you taken advantage of while on our team?

When it comes to sourcing and recruiting, trends are changing fast. For Peter, he values the learning opportunities provided to all employees through Hudson RPO’s partnership with SocialTalent – the world’s leading e-learning platform dedicated to improving the hiring process. Peter said, “SocialTalent has taught me to how to use new and improved recruiting technology that we have access to and provides resources on inclusivity during this hiring process.” He enjoys being able to learn on his own time and working for an organization that promotes learning and development.

What has your experience been with the Hudson RPO company culture?

While looking for a new career, Peter was drawn to organizations that appreciate all cultures, diverse backgrounds, and varying experiences. Peter shared “seeing black and brown faces, especially in leadership, is motivating and inspiring for me. Hudson RPO encourages women in leadership, diversity and inclusion, and internally celebrates Black History Month, International Women’s Day and more.” He loves that Hudson RPO creates a community for all and appreciates that managers are interested in learning about all teammates on a personal level, rather than limiting conversation to work.

What is your experience working in RPO?

“Working in an RPO model is unique” Peter says. “It is the best work experience I’ve ever had. I am able to feel a part of the Hudson RPO team as well as my client’s internal recruitment team.” Because of the nature of a close relationship with the client, Peter values this partnership deeply because it allows him to succeed in his role. He understands clearly what a “good candidate” looks like to the hiring manager and has in depth knowledge of the internal talent acquisition process compared to previous staffing agency positions where he was jumping from several clients at once.

Which benefits are your favorite and why?

For Peter, one of the biggest reasons that he decided to join Hudson RPO was the work/life balance and the fact that the organization prioritizes mental health and wellness. Peter said “Hudson RPO recognizes hard work but they also emphasize enjoying the work you do. That energizes me to put forth my best work and has made me feel appreciated since day one.” During his free time, Peter says he “likes to listen to Jay Z, watch the Ravens play, and enjoy time with my family and two dogs.” With a flexible work schedule, he is easily able to fit this into his day.

Flexibility and creating a culture that celebrates differences is at the core of our business. For Peter, working for Hudson RPO is about feeling included, promoting DE&I, and balancing family time and work. Of course, everyone’s situation is different, but if you are looking for flexibility and a place to thrive, read more about life at Hudson RPO, or check out our current job opportunities.

Hudson RPO

Content Team

What is RPO?

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What is MSP?

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Are you prepared to hire the best talent? Answer these 5 questions to find out.

February 14, 2022 by Content Team

Blogs & Articles

Are you prepared to hire the best talent? Answer these 5 questions to find out.

Content Team

February 14, 2022

Last week we shared 10 recruitment trends for 2022. We explained how the competition for talent is not showing any signs of slowing down. Candidates hold the cards, and organizations must execute a recruitment strategy that will cut through an already saturated market to attract and engage talent. Are you equipped to enter the race for talent? Answer these 5 questions to find out:

1. How do your benefits and working arrangements compare to the market?

The vast majority of jobseekers are looking for a flexible working arrangement. Every organization has a different definition for flexible working, so make sure candidates understand what this entails for your business. Not every company is able to offer flexible working arrangements, depending on the industry and nature of work. Other benefits like wellbeing offerings, financial benefits, and internal employee programs can be relevant and should be advertised throughout.

2. Are you offering insight into your company culture?

Organizational culture is the cornerstone of an employer brand. In fact, LinkedIn recently identified that globally, 40% of professionals identified colleagues and culture as their top priority when considering a new job.

It is key to invest in employer branding as organizations grapple with the challenges of a talent short market and changing candidate attitudes. These strategies should focus on leveraging current employees as brand advocates, recognition programs, and initiatives to bolster employee retention.

3. Do you have the talent mapping and L&D programmes in place to fill roles by developing and reskilling talent?

What initially began as a response to the pandemic has resulted in companies embracing the talent within and the corresponding benefits of appointing internal candidates to fill talent gaps in a competitive market. Across our EMEA client solutions, we have seen employee referrals as a source of hire double between 2020 and 2021.

In a shortage of newly available talent, it is worth considering where talent can be trained, developed, and reskilled. The largest pool of readily available talent might already work in your organization. In other cases, talent that is interested in working for you, but doesn’t tick all the boxes on the list of requirements, could be trained on the job.

4. Is your social media recruitment strategy up to date with the latest trends?

The realm of social media changes quickly, as do the platforms that recruitment functions need to have a presence on. Social media users continue to share the experiences they have with their employers, calling out their interview processes, employee experiences and commitment to Corporate Social Responsibility. Social media is such a powerful tool in your recruitment strategy and whilst organizations need to be aware of the pitfalls and potential risks, a digital and social strategy should play a key role in attracting, engaging, and retaining talent. More and more, the conversation is led by social media users sharing their experiences, so focus attention on bringing positive employee stories to the forefront.

5. How are you demonstrating your commitment to DE&I to current and future employees?

DE&I has long been on the agenda for recruitment teams. Recent research by the DMCG shows just how important DE&I continues to be for candidates. Over half of candidates state they would consider looking for a new job if their employer did not demonstrate a commitment to DE&I.

Additionally, candidates are most likely to take into account employee experiences and by assessing whether or not an organization has diverse management, as opposed to solely relying on broad DE & I statement across the recruitment journey. Though statements are an important first step, actions and lived experiences make a real difference.

Next Steps

Have you identified one or more areas of improvement in your recruitment strategy? An RPO partner can help you analyse, improve, and implement changes to your hiring strategy in scalable solutions that are tailored to your organization. Are you ready to enter the race for talent? Get in touch today.

Content Team

The 5 C’s of a successful MSP implementation

1: Clear Case for Change

2: Collaboration

3: Client understanding

4: Communication

5: Calibre of the team

Content Team

What is RPO?

What is MSP?

Related articles

10 Ways to incorporate Diversity, Equity and Inclusion into your Talent Acquisition Strategy

Content Team

What is RPO?

What is MSP?

Related articles

How we are #Breakingthebias at Hudson RPO

Creating inclusive environments

Challenging bias on all levels

Setting all candidates up for success

Breaking the bias internally as well as externally.

What is RPO?

What is MSP?

Content Team

Related articles

Do you recognize these 4 signs? If so, it’s time to consider an RPO partner.

1. Do fluctuating hiring needs impact your operations and recruitment costs?

2. Are you experiencing high turnover of recruiters?

3. Are you losing time and resources trying to attract and retain niche talent?

4. Do you need more insights to make and review strategic hiring decisions?

When to consider RPO partners

Content Team

What is RPO?

What is MSP?

Related articles

Employee Story – Peter Shares his Experience Working for Hudson RPO

What kinds of resources have you taken advantage of while on our team?

What has your experience been with the Hudson RPO company culture?

What is your experience working in RPO?

Which benefits are your favorite and why?

Content Team

What is RPO?

What is MSP?

Related articles

Are you prepared to hire the best talent? Answer these 5 questions to find out.

1. How do your benefits and working arrangements compare to the market?

2. Are you offering insight into your company culture?

3. Do you have the talent mapping and L&D programmes in place to fill roles by developing and reskilling talent?

4. Is your social media recruitment strategy up to date with the latest trends?

5. How are you demonstrating your commitment to DE&I to current and future employees?

Next Steps

Content Team

What is RPO?

What is MSP?

Related articles

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