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Ready to transform your contingent workforce?

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Ready to transform your contingent workforce?

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Webinar Topic:

Transform your Contingent Workforce – lessons and successes to drive the competitive edge your business needs.

Webinar Details:

The contingent workforce is an increasingly critical component of any organisation’s overall talent strategy. However, many businesses find it a highly challenging and complex environment to manage effectively due to a lack of visibility into their contractor workforce – spend, performance, process and risk management issues.

As we enter 2022 and you start to formulate your plans, there are a few questions you may wish to consider ensuring you are getting it right when managing your contingent workforce:

  • Do you know your VMS from your MSP?
  • Has COVID held back your approach to your non-permanent workforce?
  • Have you started your implementation journey?
Take a listen to our webinar and hear our client, Tabcorp, discuss how they sourced their MSP partner, Hudson RPO, and VMS technology partner, Beeline. Learn why they needed support and the value they’ve seen since implementing.

Key Highlights:

  • Tabcorp (client) had direct relationships with over 50 third party contingent laboursuppliers, 24 of which have now been transitioned to Hudson RPO.
  • Centralization of all contingent workforce recruitment, payrolling, and management via the onsite MSP team Hudson RPO and the vendor management system (VMS) capabilities of Beeline Extended Workforce Platform.
  • Savings from more favourable contractual terms in supplier agreements – e.g., reduced margins and tenure discounts – of more than $384,000 AUD in the first six months

Panelists:

  1. Kimberley Hubble, Hudson RPO, Chief Executive Officer APAC
  2. Carol John, Strategic Client Relationship Manager, Beeline
  3. Jenny Mowatt, General Manager Capability, Tabcorp
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How can HR teams achieve cost savings by partnering with an RPO specialist?

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How can HR teams achieve cost savings by partnering with an RPO specialist?

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Are you considering outsourcing your recruitment function to help your team save costs? Outsourcing the recruitment process is a major strategic consideration that will help you identify, secure and retain your company’s greatest asset – it’s people. From talking with our clients around the world, one of the top ways clients have improved their business performance is by partnering with an RPO specialist to help reduce their costs. How does it work?

1. Reduce cost to hire.

Working with an RPO partner significantly decreases the average cost-per-hire, often by more than 50 percent. A tailored RPO solution can supplement hiring and helps you drive quality, efficiency, reduced costs and a reduction in the time to hire. There are different ways an RPO partnership can reduce costs:

  • Faster time to hire.

    Time is money and hiring new professional level employees takes a lot of both. From identifying candidates, to conducting interviews and negotiating offers, acquiring a new employee taxes your internal resources.

    Plus, each day a job requisition remains unfilled, your business loses the benefit of that employee’s contribution. Recruiting and budgetary resources are pulled away from other high-value initiatives. Outsourcing all or part of your internal recruitment function can dramatically reduce your time to hire, sometimes as much as 80%.

two people viewing tablet
Outsourcing all or part of your internal recruitment function can dramatically reduce your time to hire, sometimes as much as 80%.

  • Quality of hire

    Many clients are in a niche sector and need scarce skill sets. Leveraging formerly untapped sourcing channels, to access additional candidates is one of many benefits of outsourcing recruitment. Hudson RPO is highly experienced in candidate sourcing and has a range of multilingual talent sourcers available to meet client’s needs anytime, anywhere. Our award-winning, onsite sourcing team has helped reduce our client’s agency reliance from 92 to 7 percent, while also improving the interview process and implementing a campus hiring program. 

  • Enhanced employer brand

    Utilizing Hudson RPO’s experienced recruiters as an extension of your team provides accessibility to deep candidate networks and reduces time to engage those candidates. Hudson RPO can also include employer branding into your tailored solution to help you further improve your employer brand. As well as creating a better candidate experience, a strong employer brand makes your organization more attractive to candidates and positions you as the employer of choice in your market or industry.

2. Reduce risk in an unpredictable market

When a business downturn hits and recruiting needs suddenly drop, so does a company’s need for in-house recruiters. Likewise, when the business is expanding into another product category or region of the world, recruiting needs may suddenly spike. In both cases, the flexibility and scalability provided by an RPO provider will prove beneficial.

  • Cost reduction through shared risk.

    Outsourcing the recruitment function allows a company to mitigate some of the financial risk of those resources to the business partner. Recruitment outsourcing 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 carrying unnecessary staff. Similarly, you face a lesser chance of being short-staffed when greater resources are required.

  • Ability to flex and scale

    An RPO solution allows your organization to flex talent acquisition headcount up and down as hiring needs change. Measuring and tracking performance through regular reporting, alongside talent data that is easily translated to insights, you will increase efficiencies, identify improvements, and better forecast future hiring needs.
several people in meeting
An RPO solution allows your organization to flex talent acquisition headcount up and down as hiring needs change.

3. Reduce operational costs

One of the most common problems we see with the recruitment life cycle is that it can be a disjointed and uncoordinated number of practices—good and bad—across organizational functions, departments, divisions and regions. Often, this causes overlap in media buying, training, and on-boarding procedures. It leads to poorer hiring decisions and higher operational costs.

Piloting an RPO project gives you the opportunity to rethink these processes. The RPO vendor will help examine your recruitment process workflows to determine where overlap, excessive cost, and inefficient practices may exist. Then, an outsourced model can be custom designed, providing you with service levels and success metrics that exceed the status quo. These practices yield increased efficiency and satisfaction with the recruitment life cycle, resulting in overall cost reduction for your company. Questions or ready to get started? Speak to one of our 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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Social media is changing, and so should your recruitment strategy.

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Social media is changing, and so should your recruitment strategy.

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Even before the pandemic, designing a social media recruitment strategy was common practice. Almost 85% of American companies say they use it with success. The pandemic has quickly transformed how we interview and onboard new employees. But it is social media that is changing the way we engage with potential candidates and applicants long before their interview. Will the traditional CV be outdated soon?

Social media transforms the traditional CV.

Tiktok recently hit 1bn monthly active users and has done so in record time since launching in 2016. Its rise demonstrates the preference for video content on social media and how important it is for recruitment strategies to stay up to date with trends like these. With increasing popularity in video content, the traditional CV is already making place for a more creative and personal way of pitching one’s work experience.

TikTok is testing a tool that can help brands recruit new employees, allowing users to post a video resume that can look like an elevator pitch or work experience summary. But the effect of social media on recruitment strategies is not just limited to TikTok; some Australian recruitment firms have already reported businesses requesting cover letters in the form of a video pitch. Video CV’s can streamline the online hiring process and allow employers to assess a candidate for communication and presenting skills ahead of an interview. Recording a video as part of an interview process could be standard practice in a couple of years.

It is unlikely that the video CV will completely overtake the traditional CV. Concerns that have been raised so far include the elimination of bias. Does a video CV allow you to be selected based on how you look and speak, rather than on your actual competencies and skillset? Many organizations might prefer to use the blind CV in their initial selection process to eliminate as much bias as possible and make the video part of the later stages in the interview.

young person looking at cellphone while on bicycle
With increasing popularity in video content, the traditional CV is already making place for a more creative and personal way of pitching one’s work experience

Career & recruitment advice on social media.

There is a wealth of resources available on social media for recruitment and career advice. On TikTok and Instagram in particular, the hashtag #careeradvice first gained momentum in the first half of 2021: totaling more than 80 million views. Using hashtags like #careeradvice, #hrtiktok, #careertok and even #recruitersbelike, anyone can find advice ranging from setting boundaries in the workplace, adapting their social profiles to attract interest from recruiters, or how to answer specific interview questions.

Much of the advice geared towards the late millennials and the gen-z audience is no different from career advice in books, podcasts or resources offered to students by universities, but it is the form in which it is consumed that is different. In bitesize video’s, career influencers or ‘careerfluencers’ like @jackiecaves and @apowermood (both ranking up in the hundreds of thousands of followers) offer their audience practical and immediately applicable tips to a wide range of viewers, also making career advice more accessible.

Early adopting organizations have already spotted opportunities on TikTok, creating accounts specifically geared towards short videos representing the day to day while working in their organization, promoted by entry-level and associate workers in their business. Video content is not just an innovative way of presenting a CV; it is also becoming a more popular strategy of presenting an organization, employer brand and current employees to draw in new talent. Hudson RPO is experienced in creating video content and employer branding strategies; click here to learn how we helped one of our clients.

Social media as the new Glassdoor.

Reviewing an experience with an employer now goes further than Glassdoor. Social media is not only changing the way candidates get career advice; it is also used to review and compare employers, benefits, and recruitment processes. One of many examples is this discussion on Reddit’s r/Ausfinance, comparing benefits in times of the great resignation per industry.

Another example is how careerfluencers rate and share their employment experiences and communications with companies. Just a couple of days ago, @jonathanwordsofwisdom posted an Instagram reel explaining how a positive experience with a recruiter at Goldman Sachs, after being rejected for his first interview, helped him land a job offer later on. His 327.000 followers on Instagram (and 850.000 on TikTok) can also find updates on his experiences with his onboarding process at Cisco, highlighted on his profile in story highlights.

While these are examples of positive experiences, content like this goes both ways. Youtube videos of people sharing their ‘interview horror stories’ by platforms like BuzzFeed Video with 20 million subscribers are no exception.

six young people looking at phones, tablets and laptops
Video content is not just an innovative way of presenting a CV; it is also becoming a more popular strategy of presenting an organization.

While watching these videos, other videos in which former employees share their worst experiences while working for Subway, Apple, and IKEA pop up in recommendations. Online lists of the worst communication by talent sourcers and recruitment rejections are easy to find, and last year June, an open letter addressing the workplace culture of BrewDog went viral on Twitter.

Reviewing employers can evidently go two ways. But another trend is the way in which the conversation about corporate culture is opened by pages like @humorous_resources, @just.me.rod and @1.corporatemillennial without relating to one employer or industry specifically. Though the content on these pages seems light-hearted and focused on office- and corporate humor, many of the uploaded posts also cover topics like burn-out, performance anxiety, and the challenges of corporate culture younger generations might face when entering the workplace. By doing so, they are offering essential insights into what the millennial and Gen Z workforce experiences.

Your social media recruitment strategy.

The world of social media changes quickly and influences the way candidates engage with the job market and potential employers. A social media recruitment strategy is crucial and should be reflected in your organizations’ employer branding, sourcing strategies and recruitment technology. An RPO partner can help you keep abreast of the ever-changing and fast-paced world of social media recruitment strategies. Hudson RPO has assisted clients by improving their employer brand, online presence, and our talent sourcers are skilled in finding and talking to candidates on social media. Keep reading about what Gen-Z looks for in employers, or chat to one of our experts.

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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Scaling up in 2022? Build a global talent strategy in 6 steps.

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Scaling up in 2022? Build a global talent strategy in 6 steps.

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New year, new opportunities. Get ready for growth and new business opportunities in 2022 by establishing a global talent acquisition strategy. A lean and flexible strategy positions your enterprise to build an anytime, anywhere, optimal workforce that enables you to grow into new regions and maximize new ventures. We have listed 6 steps to a global talent acquisition strategy to help you get started.

Step 1: Develop a global hiring road map

two workers discussing strategy
Determine how, where and when global hiring will best support your business goals

Firstly, slow down. Starting a new year with a refreshed strategy and renewed positivity is exciting but charging ahead without a road map can lead to costly mistakes. Start by asking yourself some important questions:

  • Where is your business going in the next two, five, seven years?
  • What new markets will it be entering?
  • What is your projected speed of expansion and growth?
  • What is the hiring landscape like in your targeted regions?

Then, determine how, where and when global hiring will best support your business goals. Click here to read more about how to plan future hiring and your workforce to support business goals.

Step 2: Unify stakeholders and cross-cultural teams

The pandemic has shown us how connected we can be while 6 feet, screens, and even countries apart. It’s easy to oversee the need for training to effectively collaborate across cultures and regions. Employees of all levels may require additional training and reminders to ensure diversity, inclusion, and equity.

At the same time, corporate buy-in and connectiveness regarding your plans is key to delivering an agile talent acquisition plan. From C-suite to HR, to the project teams and departments welcoming new hires, global and corporate buy-in is key to delivering an agile talent acquisition plan.

Step 3: Showcase a global employer brand

A positive, dynamic employer brand is the bedrock of effective global talent acquisition. Candidates in your target markets and around the world should gain a clear view of your workplace culture, day-to-day vibe, and long-term career opportunities. Important windows into your employee value proposition include:

  • Regional job fairs
  • A regional careers website
  • Local social media recruitment campaigns
  • Global company pages on LinkedIn and Glassdoor
  • Outreach to local universities and professional associations
person discussing strategy at blackboard
Recruitment technologies can keep the process manageable, central, and cost-effective

Keep your current employees in mind when developing or evolving your employer brand. They help sustain your value proposition and keep you honest if the EVP doesn’t translate to lived experience. Effective hiring, retention, and workforce engagement depend upon an authentic employer brand.

While a consistent, appealing global employer brand is vital, job particulars require tailoring in different regions. Candidates in Belgium, for example, will have different expectations around compensation and benefits compared to candidates in Australia or the Americas. Effective social media marketing can also change in different countries as platform preferences shift.

Step 4: Gain efficiencies from HR technology

There are many ways in which technology can help drive your hiring goals. For example, many ATS systems have optimized search and candidate communication functions that will save your recruitment team time to engage in a meaningful way with talent. AI is ever evolving and can help you make your hiring process more inclusive, while also automating functions like chat bots and emails.

Though global talent acquisition is complex, recruitment technologies can keep the process manageable, central, and cost-effective. The right recruitment tech underpins a truly agile talent acquisition strategy.

Step 5: Establish a timeline and accountability

From the start, clarify expectations and communicate clearly about your global talent acquisition strategy. Both within your teams and service provider partnerships.

Even in an agile context, recruitment projects should start with an agreed timeframe. Whether you are rolling out a new global ATS, hiring a sales team in a new country, or crafting a social media recruitment playbook for a new region. As things change and strategy and plans progress, steps can always be reviewed and realigned.

Step 6: Evaluate and adjust based on data

Results matter. Leverage data analytics, as well as manager, candidate, and employee feedback to understand successes and pain points. Evaluations should include candidate quality, talent retention rates and social media engagement.

These metrics can help inform strategy adjustments and overhauls, but also highlight high-performing elements. A global approach allows these best practices to be shared more widely and replicated across regions.

Hudson RPO has extensive experience in building and expanding recruitment strategies on a local and global scale. Click here to read our case studies or get in touch 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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Hudson RPO EMEA celebrates Top 4 ranking

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Hudson RPO has ranked fourth in EMEA in the regional Baker’s Dozen list of top RPO providers and has been recognised as number one for breadth of service in the region.

For the 12th consecutive year, Hudson RPO (NASDAQ: HSON) has been ranked among HRO Today magazine’s Baker’s Dozen list of top enterprise recruitment process outsourcing (RPO) providers globally.

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

“We are delighted to be recognised in the top four in EMEA and number one for breadth of service in our region, particularly amongst such strong competition.  It is an honour to be included in the Bakers Dozen rankings and I’m thrilled that our clients are benefiting from the commitment and hard work put in by our teams.  2021 has delivered some unique challenges and this recognition is a testament to everybody within our business, for their resilience, dedication and passion to deliver a world-class service” said Darren Lancaster, CEO of Hudson RPO Americas & EMEA.

“We are grateful for the continued partnerships with our incredible clients, and appreciate the time taken by those that have shared their experiences and insights for the Baker’s Dozen.”

Darren Lancaster
Darren Lancaster, CEO for Americas & EMEA

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 RPO

Hudson Global, Inc. is a leading total talent solutions provider operating under the brand name Hudson RPO. We deliver innovative, customised recruitment outsourcing and total talent solutions to organisations 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.

Experiencing rapid growth? Start here.

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Experiencing rapid growth? Start here.

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Is your company in reaction mode, unable to hire in time to make the most of a new market opportunity? Or constantly scrambling to fill key staffing gaps, often at a significant cost and not getting the best hires? Is your staff worn down because they are always doing extra work to cover vacant roles? There’s a better way.

Step 1: Consider workforce planning

A robust workforce planning is your first step. Workforce planning is a strategic process that helps organizations anticipate future resourcing needs. A workforce planning aligns with your strategic plans, laying out staff numbers, locations, roles, and capabilities that will be required to meet your goals and ambitions. A workforce planning also outlines how to attract and recruit the staff you need, as well as how to tap into both obvious and hidden pools of internal talent.

There are 2 types of workforce plans.

  • Strategic Workforce Plan: aligns to the 3–5-year business plan. Today 3-year plans are more common than 5-year.
  • Operational Plan: aligns to the 12–18-month recruitment forecast.
three workers in outdoor meeting
Workforce planning is a strategic process that helps organizations anticipate future resourcing needs.

Step 2: Build your business case

Workforce planning is not a quick fix. Because it needs to be aligned to your business plan, you will need input and support from senior leaders in your company to make it successful. Build a compelling business case to win stakeholder buy in.

A great way to do that is to show some powerful metrics. For example, if the business finds it is taking too long to fill critical open positions, then it is possible to show how this high “time to fill” is adversely impacting the financial results of the company by way of missed revenues. Showing how revenue can be increased can provide a compelling argument. Below are some examples of triggers that indicate that a workforce plan could be beneficial:

  • High cost-per-hire
  • High time-to-fill metrics
  • High employee turnover
  • Significant company expansion
  • High employee demand in your market
  • Hard to achieve desired level of productivity within a reasonable timeframe
  • Company is slow to react to new business opportunities
  • Added pressure on current employees covering for open roles

Step 3: Gather the data

To calculate missed revenues, start by choosing a few roles where it’s easy to measure the value of 30 days of revenue-generating work (sales roles are often a good option). You can easily look at expected revenue from each sales resource and then extrapolate out the missed revenue by not filling that role. Remember, the value of those 30 days is what you will ‘earn’ by filling that role 30 days faster. Next, determine how many of these roles require filling each year. Multiply this by the 30 days figure to arrive at a hard-to-ignore revenue impact.

three workers at table on their laptops
A high “time to fill” is adversely impacting the financial results of the company by way of missed revenues.

Alternatively, you could look at the additional costs you are incurring by not having a proper workforce plan, such as the cost of over-using recruitment agencies or search firms to fill jobs. The cost-per-hire difference between you filling a job yourself (via your in-house recruitment team or RPO partner) versus the cost of doing so via a search firm can be large and may be significantly reduced with a robust workforce plan tied to the right resourcing plan and model.

Step 4: Implementation

Once the business case is complete, you need to find the most appropriate person to present it to the Executive Team to build their buy-in and support. Typically, this is the HRD or CFO. If the business case is done well, then adopting your recommendations should be an easy decision. By demonstrating the value and getting buy-in to workforce planning, you’ll position the company for better project success and create a company “habit” that will reap benefits for years to come. Aside from the data gathered from your business, these are some other helpful benefits of a workforce plan to help you build your case:

  • Agency spend reduction
  • Improved budgeting accuracy
  • Accurately defined roles attract better talent
  • Greater visibility into recruitment technology needs
  • Enhanced succession planning and internal mobility
  • Proactive talent pipelining of actual business needs
  • Anticipated costs before the recruitment process starts
  • Better positioned to execute new business initiatives successfully

Once you have approval and enter the implementation phase, it is critical that the plan is kept live and relevant by regular contact with senior executives to ensure any changes to strategies are understood and reflected in the workforce plan. Without this, ensuring a workforce plan matches the plans of leadership simply isn’t possible. Your CEO also needs to back the process, sending a signal across the business that workforce planning is both essential and valued.

Other possible partners of the workforce plan in your business are your finance and analysis experts. Finance can assist a keener understanding of tax, accounting, regulatory issues, and pro forma studies pertaining to different types of labor. The business analysis team can gather the data needed to assess internal attrition rates, time-to-fill statistics, the percentage of positions that remain open beyond a certain threshold, and other insightful workforce analytics guiding more informed decisions in different markets and geographical regions.

Step 5: Keep evaluating

HR and Talent Acquisition should review the Workforce Plan every three months, and meet with the formal Workforce Planning team (comprised of senior-level business stakeholders) every six months to keep them engaged in the process. Naturally, the workforce planning team would meet to respond to any major market changes or shifts in the business plan.

As you continuously evaluate the outcomes, analyze the workforce plan effectiveness along the way. Are roles being filled faster? Is retention improving? Are we achieving the expected results? Are we getting the necessary cooperation from the field? This way you’ll identify gaps and course correct as necessary.

two workers looking at laptop
HR and Talent Acquisition should review the Workforce Plan every three months

Some pitfalls to avoid in your workforce planning are:

  • External-Only Recruitment Focus
    Don’t forget the wealth of internal skill sets already in the company. A good process includes internal mobility, succession planning and professional development. Include internal employees in the recruitment plan.
  • No Budget for Training
    Part of Workforce Planning involves identifying internal talent you can move into key roles with some basic training. If no training budget exists, this internal talent cannot be leveraged.

Keen to get started?

While it is ideal to create a Workforce Plan that is truly company wide as it leverages talent and synergies across the entire business, this may not be possible for businesses embarking on this for the first time. In these instances, you may have to focus your energies initially in one business division to prove the concept before expanding the plan and actions across the entire organization.

Whether you are considering workforce planning, are at implementation phase, or have existing workforce plans, Hudson RPO has experience with workforce planning in different industries, markets, and businesses. Would you like to discuss your workforce planning? Get in touch 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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What is RPO?

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What is MSP?

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