Content Team

Thanks to strong growth, Hudson RPO opens new office in China

July 19, 2019 by Content Team

We are delighted to announce the opening of a new office in Pudong, Shanghai.

The new location features lovely offices and room for further expansion, said Brad Brenner, General Manager for China.

Thanks to strong demand for recruitment process outsourcing (RPO), the team in China has grown by more than 50 percent.

The additional headcount led to the opening of a new office in one of the country’s largest cities, Shanghai.

Brad recently spoke with Recruiter magazine about business growth in China, saying: “China hiring remains strong, employers are posting large numbers of positions across a wide variety of industries and competition for employees remains high.”

The biggest opportunities within the Chinese market tend to focus on technology recruitment and health sciences recruitment, he said.

Manufacturing recruitment and hospitality recruitment are also driving growth, he added.

From talent sourcing to helping businesses scale rapidly, discover how we serve the Chinese market.

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.

Hudson RPO identified as a Leader in NelsonHall’s NEAT vendor evaluation for RPO

July 9, 2019 by Content Team

OLD GREENWICH, CT – Hudson Global, Inc. (“the Company”) (NASDAQ: HSON), a world leader in recruitment process outsourcing (RPO) that operates under the brand name Hudson RPO, today announced its positioning as a leader in NelsonHall’s NEAT vendor evaluation and assessment of global RPO providers. Being positioned as a leader is the highest designation in this third-party evaluation tool.

Hudson RPO is identified as a leader in all six RPO provider categories. The categories include overall positioning, delivery innovation, technology innovation, candidate experience, sourcing candidates, and geographic footprint and scalability.

“Since 2013, Hudson RPO has frequently ranked on the NEAT vendor evaluation, a testament to our ability to meet growing buyer expectations as the market evolves,” said Jeff Eberwein, Chief Executive Officer of Hudson RPO. “Ranking across all categories demonstrates that we are a well-rounded, dynamic provider. As a partner, we can demonstrate a longstanding track record of supporting our clients’ strategic growth objectives.”

Nikki Edwards, Principal HR Analyst with NelsonHall, said “Our NEAT evaluation found that Hudson RPO proactively demonstrates its commitment to clients by adapting and tailoring RPO services and technology and tools according to their individual needs.”

Within the last year, Hudson RPO has been named to other notable industry rankings. In late 2018, the company was named to the HRO Today Baker’s Dozen list of top global RPO providers, ranking No. 1 for implementation and No. 2 among Asia Pacific providers. In March of 2019, Hudson RPO and our client AstraZeneca Australia were named Innovative HR Team winner by HRD Magazine.

About Hudson RPO

Hudson Global, Inc. is a leading total talent solutions provider operating under the brand name Hudson RPO. We deliver innovative, customized recruitment outsourcing and total talent solutions to organizations worldwide. Through our consultative approach, we design tailored solutions to meet our clients’ strategic growth initiatives. As a trusted advisor, we meet our commitments, deliver quality and value, and always aim to exceed expectations. For more information, please visit us at www.hudsonrpo.com.

About NelsonHall

NelsonHall is the leading global analyst firm dedicated to helping organizations understand the ‘art of the possible’ in IT and business services. NelsonHall provides buy-side organizations with detailed, critical information on markets and vendors (including NEAT assessments) that helps them make fast and highly informed sourcing decisions. And for vendors, NelsonHall provides deep knowledge of market dynamics and user requirements to help them hone their go-to-market strategies. NelsonHall’s research is based on rigorous, all-original research, and is widely respected for the quality, depth, and insight of its analysis.

5 steps to being better prepared for your job interview

July 9, 2019 by Content Team

Blogs & Articles

5 steps to being better prepared for your job interview

Content Team

July 9, 2019

Congratulations! You have been selected for an interview at Company XYZ. Now what? Are you nervous? Has it been a while since you’ve gone for an interview? Or maybe you have had a few interviews but didn’t get selected to move on to the second stage.

It’s normal to have butterflies in your stomach. Here are some things you can do to feel more confident and better prepared.

1. Keep a copy of the original advertisement

I’m surprised when a candidate asks me to send them a copy of the job description once they’ve been contacted for an interview. Perhaps they are not aware that many companies delete the job posting once they have a strong candidate pool.

Asking for a copy of the job description may give the recruiter the impression that you indiscriminately apply for many jobs, hoping that something eventually sticks. Or perhaps you are disorganized.

Recommendation: For each job that you apply for, immediately make a copy of the job description. The first impression that you want to give at the interview is that you are organized, have a good understanding of the job profile, and are a great match for them.

2. Research the company

What do they do? Have they been in the news? Imagine how impressed the interviewer will be if you can demonstrate that you understand their company. Being able to intelligently discuss the firm’s successes, challenges, and growth areas is a huge advantage to making a great impression!

Recommendation: Research the company in advance. Understand their mission statement. Find articles written about them or the industry. Think of pertinent questions to ask at the end of the interview.

3. Talk to the receptionist

You would be surprised how much you can learn from the receptionist. Furthermore, did you know that many hiring managers will ask their receptionists what they thought of you and your possible fit for the company’s culture?

Recommendation: Be positive. Smile at the receptionists. If they are not busy, make small talk, and make a good impression.

4. Bring 2 extra copies of your resume

There will be times when the interviewer may have forgotten or misplaced your resume. Or perhaps a second interviewer was added to the meeting at the last minute, and they need a copy of your resume.

Recommendation: Bring at least two or three copies of your resume to the meeting. It will give the interviewer a positive impression of how well prepared you are. Also, you may need to refer to your resume if the interviewer asks questions about a certain line or paragraph.

5. Anticipate interview questions

Research the most common questions asked during job interviews. Prepare examples of answers you could give to tough questions. The interviewers are looking for instances where you personally added to the solution of a problem, rather than hearing about what the “team” did.

Recommendation: Even if you were part of a team that got the results, be ready to clearly identify how your personal input was a part of the solution.

Being prepared for your interview will make you feel more confident and allow you to make a good first impression. Research, anticipate questions, and remember to smile. Good luck!

Hudson RPO

Content Team

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Manufacturing recruiters: try these 3 tips to find great talent today

July 8, 2019 by Content Team

Blogs & Articles

Manufacturing recruiters: try these 3 tips to find great talent today

Content Team

July 8, 2019

Imagine you are a production supervisor walking the floor of a manufacturing facility. Order changes come quickly, and you need to immediately reprogram the machines. Plus, you are responsible for quality control and maintaining safety requirements.

Checking phones on the production floor is strictly prohibited. At day’s end, you enter the designated area for online access. More than 100 emails await, and you answer what you can before leaving.

Imagine it’s a candidate-short market. You are a recruiter trying to contact this production supervisor/hiring manager about an amazing candidate that the organization needs to action right away or risk losing. If recruiting isn’t viewed as a major priority, how do you get the hiring manager’s attention?

This scenario is common in manufacturing, an industry where open production roles can put product quality and even employee safety at risk.

Account Director Anne Payment, who leads the recruitment team for a large pulp and paper manufacturing company, knows how to create a more nimble and efficient manufacturing recruitment process.

She explains: “The manufacturing candidate pool has narrowed, particularly in specialty industries like pulp and paper. Recent mergers and acquisitions have further narrowed the field, and the paper industry also has an aging workforce.

“In the past, hiring managers could take more time with candidates. Today, it’s simply unrealistic to keep a solid engineering candidate waiting for six weeks.”

Manufacturing recruiters: do you also face this kind of predicament?

Discover three tips that can help all manufacturing recruiters find top talent against the challenging backdrop of modern manufacturing.

Set up the communication flow for success

Some smaller adjustments may seem obvious, but don’t always happen. Yet, they can make a real difference in a candidate market where timing is significant.

Anne recommends you educate hiring managers on why recruiting needs to be a priority.

She explains: “Their day-to-day-jobs are so demanding, sometimes they aren’t seeing the bigger picture about why recruiting and resume review need to be a priority. One, because we want the best talent, but two, because open roles will affect their day-to-day responsibilities. It’s harder to impose quality control and even abide by safety requirements when you are short-staffed. Having an HR business partner and other more senior stakeholders on the client side reinforcing this message can help drive the message. “

It’s a 50-50 partnership of course, and recruiters need to adjust to hiring managers’ schedules. For the most urgent needs, recruiters should text the hiring managers so that when hiring managers leave the floor, a text immediately prompts them.

Production hiring managers tend to check email in the morning prior to walking on the floor.

Anne gets terrific results by building that awareness into her approach. She says: “Our recruiters either get up early or schedule candidate interview invitations to send early morning. We’ve found that this increases the acceptance rate on the first try.”

Plant the seed while candidates are young

Young people aren’t thinking about manufacturing—particularly in niche industries such as pulp and paper. For professional roles, Anne recommends that companies have a college recruitment team and offer internships with training beginning sophomore year. Target the three or four closest schools. Bring in interns to learn the industry at a time when they are contemplating what career path they wish to pursue.

For both professional and non-professional roles, attend career days at local high schools that might serve as feeders, particularly for labor jobs. Educate students that labor roles pay well with the opportunity for advancement.

Also, students don’t realize the innovative aspects of working in manufacturing.

Anne says: “At my organization, IT professionals are programming massive machines and constantly seeking ways to optimize process efficiency and reduce waste, which makes the process more environmentally friendly. Find things that will resonate with what young people want in their careers.”

Be open to other industries

In a candidate-short market, hiring managers need to be open to candidates from other, similar industries.

Anne says: “After several mergers in my industry, there are only four major players left in the market. Making experience in our industry a deal-breaker is no longer realistic. Candidates with backgrounds on similar machines used by chemical, steel, or other manufacturing companies, may acclimate easily to our machines. To fill the role with high quality candidates, it’s important to be flexible.”

Discover more tips for recruiting manufacturing employees, including ‘walking the floor’ to build top relationships that translate into candidate leads.

Hudson RPO

Content Team

What is RPO?

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What is MSP?

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Government recruitment and the case for agility: adapt and flow

June 17, 2019 by Content Team

Blogs & Articles

Government recruitment and the case for agility: adapt and flow

Content Team

June 17, 2019

Agility. Why is it so critical for government recruitment?

To answer that, let’s reflect briefly on the private sector, which excels at planning and executing strategic business plans and corporate objectives.

In a similar respect, many government departments are adept at setting and executing bold, visionary policies.

The challenge, however, is that we live in a dynamic and constantly changing environment.

Priorities can shift quickly, often in tandem with the amount of resourcing and investment available to deal with them.

So, how can teams respond effectively? As resourceful leaders and talent executives, we must all be in a position to adapt and flow. Agility makes that possible, talent acquisition leader Matt Saxty writes.

Become a champion of agile government recruitment

The ability to reprioritise and change direction has become increasingly important for government departments. Leaders in these departments recognise that the ability to plan and execute policy no longer suffices. This capability must be augmented with an agile and flexible way of working.

Lean, flexible recruitment strategies must be in place to deploy these new government operating models. The right strategies also make them effective.

An agile government recruitment function drives this success.

Government recruitment teams are modelled on a range of factors, including hiring volumes, requirement scoping, locations, technology, and process. What is changing, however, is the need for teams to respond quickly to fluid requirements. Government departments must be readily able to scale up.

Explore an example of government recruitment agility

Want to better understand how your government recruitment function can become more agile, and the difference it can make? Let’s use a real-life example.

We recently supported a large Australian government department with their organisational transformation program. We helped them scale up by deploying a Hudson RPO project team of more than 50 people within six weeks to support them with a significant volume of recruitment activities for both internal and external candidates.

In that example, the support for our clients’ transformation programme required a multi-step approach by Hudson RPO, including:

Allocation of dedicated resources based on an initial scoping of client requirements
Deployment of several team members from the Hudson RPO shared services team
Ongoing use of our internal talent pool, managed by our Talent Acquisition Manager

The great benefit for government departments in adopting this ‘partnering approach’ is the opportunity for immediate scalability. They also become highly responsive to the ever-changing business landscape.

Agility is an important part of the picture in government recruitment, but it’s only one part. Continue the journey towards a more effective government recruitment function with three tips for government recruitment success.

Hudson RPO

Content Team

What is RPO?

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What is MSP?

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RPO project helps launch major retailer into new market

June 13, 2019 by Content Team

Blogs & Articles

RPO project helps launch major retailer into new market

Content Team

June 13, 2019

We recently helped a major European retailer launch their first store in Central and Eastern Europe.

The retailer’s arrival created 200 new jobs in Slovenia. We helped fill these via a hugely successful RPO project.

The hiring project worked so well that the retailer is now partnering with us to support more store openings in emerging markets, including one in Poland.

Succeeding with RPO projects in a retail environment

RPO projects of this nature are designed to provide a turbocharged engine for urgent hiring. RPO can support hiring projects that need to happen at speed and with impact, particularly when launching into a new market.

That’s exactly what the client required, and what they received, within a compressed time frame.

Despite the client lacking an established presence in Slovenia, we partnered to initially hire a team of managerial staff. We then supported them in hiring general staff.

Over three months, nearly 150 retail assistants were hired.

We also recruited:

134 students in two months
10 managers in two months
13 supervisors in one month

In addition to deploying four specialist recruiters in Slovenia, the team accelerated its growth with remote talent sourcing support from the Centre of Excellence, based in Edinburgh.

Our multilingual recruitment expertise, including Slovenian and other regional languages, allowed us to quickly fill key retail and head office roles.

Elizabeth Williams, Hudson RPO Operations Director, said: “We’re delighted to successfully implement and deliver this project. This is a terrific win for both the client and Hudson RPO. We’re thrilled to have helped ensure a successful launch into this major new market.”

Congratulations to everyone who delivered on this fantastic success story, including all of our project RPO specialists, and the terrific retail leaders who have worked closely with us in this partnership.

Content Team

Content Team

Related articles

About Hudson RPO

About NelsonHall

5 steps to being better prepared for your job interview

1. Keep a copy of the original advertisement

2. Research the company

3. Talk to the receptionist

4. Bring 2 extra copies of your resume

5. Anticipate interview questions

Content Team

What is RPO?

What is MSP?

Related articles

Manufacturing recruiters: try these 3 tips to find great talent today

Set up the communication flow for success

Plant the seed while candidates are young

Be open to other industries

Content Team

What is RPO?

What is MSP?

Related articles

Government recruitment and the case for agility: adapt and flow

Become a champion of agile government recruitment

Explore an example of government recruitment agility

Content Team

What is RPO?

What is MSP?

Related articles

RPO project helps launch major retailer into new market

Succeeding with RPO projects in a retail environment

Content Team

What is RPO?

What is MSP?

Related articles

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