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

Post Pandemic Predictions

by

  • Webinars

Post Pandemic Predictions

Content Team

Webinar Topic:

Post-pandemic predictions – Are you equipped to create positive change and transform the way you recruit, onboard and engage talent in a post-pandemic workforce?

Webinar Details:

During 2020 at the onset of the pandemic, we ran a series of discussions with our people across Hudson RPO APAC to navigate and understand the similarities and differences across our regions and industries as to how organisations have responded to rapid and unprecedented change.

We focused on the three overarching tenets of talent management – how you hire and onboard talent, how you engage talent, and how you retain talent.

Key highlights

Our predictions at a glance:

  • What worked online, will stay online
  • Rise of the gig economy
  • Spotlight on internal talent
  • Acceptance of full ‘flex’ spectrum
  • Positive experience is paramount
  • Transparency will lift employer brands
  • Workplace tech is on the rise
  • Discretionary spending frugality

Listen to our webinar to find out more.  Or download our report for more information.

Panelists

  1. Kimberley Hubble, Hudson RPO, Chief Executive Officer APAC
  2. Phil Rutherford, Resourcing Lead ANZ, Macquarie Group
  3. Kimberly Elliot, Human Resources Director, Ecolab
  4. Isadore Payne, Head of HR ANZ, Bayer
Follow Hudson RPO on LinkedIn

What is RPO?

Learn More

What is MSP?

Learn More

Onsite team at banking group supports bush fire communities

by

One of our onsite recruitment teams, based at a major investment bank, recently arranged a series of fundraisers to benefit people affected by the Australian bush fires.

We spoke with one of our onsite recruiters to learn more about the creative events they organised and participated in. Learn more below.

Fundraiser week summary

Monday: We started with a fundraiser at the building entrance, where we promoted the upcoming events for the week and asked people to donate cash before entering the barriers.

Monday lunchtime involved a 45-minute fundraiser walk to St Paul’s Cathedral. People had to register and donate ahead of time in order to be included in the walk.

Macquarie Spin Class to benefit AU brush fire

Tuesday: At lunch time, a 45-minute spin class was hosted by Nuffield Health. These participants also donated to our cause.

Wednesday: We collaborated with our onsite cafe to have an all-day ‘Aussie Tuck-shop’. The morning started with an ‘Aussie Chef’s Spread’ with popular Australian breakfast items from 8-10am. From 10am-2pm, we had a ‘Gourmates’ bake sale. This was just the first bake sale of the day.

Our second ‘Gourmates’ bake sale crew also organised some amazing baked goods for sale. On this stand, we also had a raffle for a hamper full of Australian foods, wine, snacks etc.

Koala cake to benefit AU brush fire

Another colleague also managed to get a very generous donation of merchandise from Budgy Smugglers — an Australian swimwear and beach accessories brand. This was also raffled off. Then, during lunchtime, we had a ‘Sausage Sizzle’.

All items bought at the Café included the option of adding a £1, £5 or £10 charity donation.

Supporting people affected by the bush fires crisis

Bake sale to benefit brush fire communities
Hudson RPO onsite recruitment team arranged a bake sale

How much was raised? We raised £5,354 to support communities affected by the bush fires. The organisation supports staff-led community activities through matching personal donations and fundraising efforts. This amount raised includes matching funds.

Which charities will benefit? Australian Red Cross, The Salvation Army, Foodbank Australia, and WWF Australia.

Is there anything else you’d like to add? None of this would’ve been possible without our wonderful colleagues from both Hudson RPO and our partner. We really put our heads together, and within four days we arranged this fundraiser. We met with the head of the foundation group and with the director of the cafe to coordinate the events. They were highly supportive and accommodating of our events. Many thanks to everyone who participated and led the effort!

IR35 changes: what to make of the upcoming Government review

by

  • Blogs & Articles

IR35 changes: what to make of the upcoming Government review

Content Team

With the April deadline for changes to IR35 legislation rapidly approaching, HMRC has launched a review of the proposed changes to off-payroll working rules.

Indeed, HMRC has pledged to deliver a ‘smooth implementation’ of the revised legislation. While this can be considered a positive step, it leaves little time for companies to act after the review.

The confirmation of the review has left many observers questioning both the value and time frame of the process. Many contractors and third-party community representatives have expressed strong feelings that the review does not leave enough time for the Government to act on the findings, particularly given the changes apply to payments made on or after April 6th. This means that work completed in March will be affected by the changes, literally days following the completion of the review.

Miles Stribbline
Miles Stribbling writes about the Government’s review of proposed IR35 changes.

Will IR35 be delayed until 2021?

It is important to note that the announcement of the review reinforced the April 6th date several times. It stresses that the review will focus on the implementation of the changes.

Will IR35 be delayed?

Apart from a possible further tinkering of HMRC’s online assessment tool, called CEST, and the arranging of a number of roundtable discussions, there is little belief that the Government will make any fundamental modifications to the proposed changes.

Perhaps the best that can be hoped for, is a further delay until 2021, which would ‘allow the Government to include a full impact assessment of the IR35 changes already in place in the public sector’, according to Recruitment and Employment Confederation (REC). It would also ‘allow the government to regulate umbrella companies’, the REC says.

IR35 creating a talent flight risk

With a backdrop of Brexit and an ongoing skills shortage, there is a potential for the changes to make a bad situation worse. While many companies are struggling to attract the required skills for major digital transformation projects, the changes to IR35 could possibly drive off-payroll workers to seek employment abroad where the same skills are in high demand.

A recent survey carried out by the Association of Professional Staffing Companies (APSCo) reported that 79 percent of the professional recruitment firms polled believe that most of the businesses they work with are aware of the incoming changes. Meanwhile, 51 percent said the majority of their clients are actively preparing for the updated legislation (Executive Grapevine).

I’ve written previously about how companices are beginning to change their policies in light of IR35. There are a number of options available to contractors, from converting to a PAYE worker to remaining outside of IR35, and others. There is middle ground in the majority of circumstances, and the key to success is finding it.

A quick reminder:

The new rules make companies responsible for assessing whether a contractor should be considered a full-time employee in the eyes of HMRC, bringing them in-line with the public sector. Previously, it was up to the worker’s personal service company (PSC).

From April 6th, the party which pays the contractor will be required to operate PAYE or NICs as appropriate, making the hiring of contractors less attractive to medium to large businesses, which are affected by IR35.

Preparing for IR35: our recommendations

While the various recruitment industry and contractor representative bodies continue to appeal to the Government for further changes and a delay, our recommendation is to be informed, be prepared, and take action.

Despite the ongoing HMRC review, a thorough assessment of all off-payroll workers should be completed. By doing this, clients should be be prepared ahead of the deadline and contractors will feel engaged and less likely to seek work elsewhere.

With the above in mind, Hudson RPO are global leaders in recruitment process outsourcing and managed services provision. Since 1999, customers have trusted us for innovative, customised recruitment outsourcing and talent solutions. Hudson RPO have an exceptional ability to source and hire candidates with hard to find skills on behalf our clients. We also support our client with IR35 and SoW solutions. Our approach is highly consultative, professional, and, above all, honest. We may not have all the solutions to the challenging times ahead, but we would welcome the opportunity to talk to you to see how we can help.

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

Americas CEO named a 2019 HR Superstar by HRO Today magazine

by

Congratulations to Lori Hock, CEO for the Americas, who has been named a 2019 HR Superstar by HRO Today magazine.

The honor serves to “recognize industry leaders for their forward-thinking strategies that prepare their organizations for the future of work.”

The editors write: “Lori Hock’s experience spans more than 25 years. In 2013, she joined Hudson Global as CEO for the Americas, transforming the business around recruitment process outsourcing.”

They continue: “Under Hock’s leadership, the outsourcing service expanded to include retained search, strategic sourcing, employer branding, recruitment technology, and talent management. Previously, she was president of Adecco MSP Solutions for the Americas, where her team achieved $5 billion in spend under management.”

Well done, Lori!

Lori Hock HRO 2019 Superstars

The role of a modern sourcer in uncovering exceptional candidates and market intel: HRD masterclass

by

The current landscape is fuelling a significant movement of key talent across borders. Is your organisation poised to continue accessing this top talent?

With the benefit of multilingual recruitment and sourcing technology, it can be.

Multilingual sourcers excel at localised searches and other native language tasks that identify leading talent, regardless of location.

HRD masterclass announced

Tremendous advantages emerge when you pair fluent language ability with tech-driven talent sourcing.

Discover these benefits as we reveal an organisational structure designed to deliver maximum business value from your sourcers and recruiters — value that can help your business capitalise on strategic opportunities while weathering market uncertainties.

You’ll learn how the skilled services of talent sourcers add deep business value to your talent pipeline, from the top of the funnel on down.

This masterclass will also reveal the importance around training your sourcers on which tools can help uncover the most niche, hard-to-access candidates in the market.

During the class, we’ll guide you in building a talent acquisition strategy that exploits the deeper business advantages of talent sourcing.

Justin Somerville-Cotton, who will chair the Talent Acquisition stream, said: “We’re always delighted to support organisational leaders in designing strong talent structures.

“There’s an extraordinary amount of business value to be gained from tapping into the unique market insights of talent sourcers. With that in mind, we look forward to welcoming everyone to our HRD masterclass, and exploring the topic more deeply.”

Join us on Tuesday, 4th of February, at 3.15pm, for this exciting masterclass on the role of a modern sourcer in uncovering exceptional candidates and market intel.

Justin Sommerville-Cotton Headshot
Justin Somerville-Cotton will facilitate the HRD Summit masterclass on re-imagining your talent acquisition strategy.

Throughout the summit, visit us at Stand No. 87 for live sourcing demos and chat with one of our multilingual talent sourcers. We look forward to meeting with you!

Roll on up for a 15-minute live sourcing demo on:

Day 1: 11.30, 13.05, and 16.45
Day 2: 10.50 and 13.05

HRD Summit graphic

Hudson RPO partner Sharp wins SILVER honour in the prestigious In-house Recruitment Awards

by

The In-house Recruitment Awards have just been announced, and we are delighted to announce that our partner client Sharp has won the silver award for Best Recruitment Team in the technology sector.

Many congratulations to our partner and everyone who participated in the awards!

Sharp in-house recruitment awards

The Sharp-Hudson RPO partnership: technology focus

Sharp design and manufacture one-of-a-kind electronics. As a Japanese multinational corporation, Sharp’s employer brand had been relatively unformed in the UK and Europe.

For many years, Sharp had relied on traditional recruitment methods, but this approach was costing the business more than £750,000 per annum.

To achieve greater efficiency and cost savings, Sharp selected Hudson RPO. Within weeks, our team had designed the processes to attract sales professionals, engineers, technicians, and corporate specialists.

From the start, we installed on-site recruitment leads in the UK and Sweden, and recently in France.

Additional support comes from Hudson RPO’s Centre of Excellence.

Sharp also partnered with Hudson RPO to launch a new Sharp careers site. It provides localised content to attract candidates across EMEA, using 10 unique locales.

Furthermore, thanks to the addition of 21 employee videos in native languages, prospective candidates are instantly introduced to life at Sharp and a range of career paths.

The result? A larger number of qualified candidates engage with the brand and submit completed applications quicker. Key posts are filled faster.

Sharp is tracking to achieve 90 per cent of recruitment through direct delivery. The company is also tracking to save £750,000 in agency fees.

Want to hear from Sharp’s European HR Director about why the business partners with Hudson RPO? Watch this short video to learn more.

IHRA19 Silver Winner award

Download our Latest Guide

Get The Guide