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Talent acquisition strategies in the new world of work

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Talent acquisition strategies in the new world of work

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Talent acquisition strategies are key to business success.

Consider three scenarios: 1.) Your company’s hiring needs surge suddenly. 2.) Your industry is facing a severe talent shortage. 3.) Your employer brand is a bit outdated or nonexistent.

Without the right talent acquisition strategies in place, these common workforce challenges can throw off your company’s talent game.

four smiling people in circle
Talent acquisition strategies can help fortify competitive enterprises.

A weak or missing talent acquisition strategy can cause hiring to fall out of sync with your overall business strategy. Hiring may also lag behind the competition when markets experience sudden shifts.

Yet, the presence of a formal talent acquisition strategy can help position your company to weather changes and capitalize upon market opportunities.

What is a talent acquisition strategy?

A talent acquisition strategy is the series of proactive, ongoing steps that ensure your company has the skilled workforce it needs to thrive. The key elements are:

  • Workforce planning. This step involves determining current hiring needs and identifying future ones, based on your business, broader market trends, and the talent market. Workforce planning also helps determine whether there are roles best filled by a contingent workforce.
  • Recruitment technology updates. New recruitment technologies improve hiring, whether you streamline your applicant tracking system, elevate your candidate experience with a recruitment chatbot, or scores of other recruitment tech options.
  • Employer branding. To compete for top talent, you must be recognized as an appealing workplace through your employer brand to draw the interest of skilled candidates.
  • Talent sourcing and recruitment. An ongoing talent pipeline is essential, particularly in industries, such as tech, with a shortage of skilled workers.
  • Talent management. Retain employees through pre-hire assessments and post-hire talent development.
  • Analysis and fine-tuning. Tracking key metrics, such as retention rates or candidate engagement can pinpoint areas that need improvement. You may discover you’re losing candidates because the application process is too complicated, or there’s a lull in communication after the second interview.

Workforce disruption has become so prevalent in the digital age, that the word ‘disruption’ doesn’t apply anymore. Change is the norm.By 2020, 37 percent of HR leaders expect the use of contractors to increase, according to the 2018 Deloitte Global Human Capital Trends report.1

The Deloitte report also highlights the increasing prevalence of flexible careers, in which employees explore different roles and evolve their careers within an organization. It also emphasizes the growing demand for complex problem-solving and social skills.

Additionally, many organizations struggle to align their talent acquisition strategy with their overall business function. Among US middle market company executives, more than 40 percent give their talent planning a grade of “C” or below, according to a 2016 study by the National Center for the Middle Market.2

The middle market study also found better-performing companies placed a greater emphasis on talent planning than slower-growth companies, and that talent planning overall is more successful when the process is formalized. Despite this, only 22 percent of the middle market companies in the study had a formal strategy in place.

The benefits of a talent acquisition partnership: bringing in backup

Partnering with an outsourced recruitment solutions provider can help your company jump-start a talent acquisition strategy from the ground up, or fill in the missing elements of your existing recruitment and workforce management process.

If your company is facing a talent backlog, for example, a recruitment partnership can take the hiring demands off the plate of your human resources team, giving them time to focus on long-term workforce strategies.

Perhaps your company is spending too much because of a reliance on multiple recruitment agencies to help with hiring when there’s a spike in open roles. With a recruitment process outsourcing solution, you access industry experts who can quickly pinpoint and correct inefficiencies and build a talent pipeline so you’re ready for the next jump in hiring.

Or, your company’s employer brand is in dire need of a revamp, but your team doesn’t have the bandwidth for another project. An outsourced talent acquisition partner can provide expertise to build a new employee value proposition and drive this crucial rebranding.

RPO solutions offer agility and know-how which translates into reduced time-to-fill, guidance on the most valuable recruitment tools for your business, global capabilities when needed, and tailored talent development.

A nimble talent acquisition strategy is an essential spoke in the wheel of any long-term business strategy, as vital to the success of your company as customer service, lead generation, and any other business function. In short, effective talent acquisition keeps your business moving forward.

Sources

1 “The Rise of the Social Enterprise. 2018 Deloitte Global Human Capital Trends.” Deloitte Insights. Web. Accessed 5 March 2018.

2 “Mastering Talent Planning: A Framework for Success.” A Report by the National Center for the Middle Market with Visage Worldwide, Inc. and Dr. Larry Inks of the Ohio State University Fisher College of Business. Web. Accessed 5 March 2018.

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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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Agile talent acquisition: 7 steps to creating a global talent strategy

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Agile talent acquisition: 7 steps to creating a global talent strategy

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Agile talent acquisition: a lean and flexible strategy positions your enterprise to build an anytime, anywhere, optimal workforce.

A comprehensive global talent acquisition strategy is workforce planning writ large. It enables you to ramp up hiring following a business acquisition in a new country, for example. An agile talent acquisition strategy can also prepare teams for expansion into new markets.

After exploring the benefits of talent acquisition, you may be ready to create an agile talent acquisition model.

Read on to discover the seven basic steps behind high-performing global talent acquisition strategies.

Two workers in a meeting discussing global talent strategy
Agile talent acquisition models take flight when you master seven basic steps, starting with developing a global hiring road map.

Step 1: Develop a global hiring road map

From the C-suite to the HR department to the project managers who will work closely with global hires, corporate buy-in is key to delivering an agile talent acquisition plan.

In many ways, the world is still the early stages of a global workplace. Executives and employees alike are still adjusting.

Teams may require training to collaborate effectively with workers across different cultures. A manager unaccustomed to working with one or two remote employees may require additional training and reminders to properly include those workers, for example.

When key decision makers support the global workplace, critical steps are less likely to fall through the cracks. These steps may include cultural awareness workshops and in-person team gatherings every quarter or so — activities which can help reduce frustration and friction, while helping teams bond and collaborate.

Step 2: Unify stakeholders and cross-cultural teams

From the C-suite to the HR department to the project managers who will work closely with global hires, corporate buy-in is key to delivering an agile talent acquisition plan.

In many ways, the world is still the early stages of a global workplace. Executives and employees alike are still adjusting.

Teams may require training to collaborate effectively with workers across different cultures. A manager unaccustomed to working with one or two remote employees may require additional training and reminders to properly include those workers, for example.

When key decision makers support the global workplace, critical steps are less likely to fall through the cracks. These steps may include cultural awareness workshops and in-person team gatherings every quarter or so — activities which can help reduce frustration and friction, while helping teams bond and collaborate.

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

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 it’s important to do your research, you can easily get stuck in this early phase and stagnate. Building or bolstering your global employer brand is a smart starting point.

Step 4: Create candidate messaging that resonates

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 5: Gain efficiencies from HR technology

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.

There are many ways in which recruitment tech can help drive efficiency. Global applicant tracking systems search for local keywords to reduce the number of candidates who move to the more time-intensive steps of the hiring process. AI chat bots and automated emails can help drive candidate engagement. With video interviewing, you can manage first interviews without losing candidates who can’t easily meet in person. New solutions are always arriving.

Step 6: Establish a timeline and accountability

From the start, clarify expectations in your global talent acquisition strategy. Even in an agile context, every global recruitment project should still start with an agreed deadline. This applies whether you’re rolling out a new global applicant tracking system, training your hiring teams in video interviewing, hiring a sales team in a new country, or crafting a social media recruitment playbook for a new region.

As the project progresses, you may need to review and realign. However, everyone should work towards getting a first version out the door, so to speak, and then iterating upon that. Taking too long to set projects live gives your competitors ample chance to breeze past.

Within your teams and service provider partnerships, there should also be clear accountability for meeting goals.

Step 7: Evaluate and adjust based on data

When it comes to an agile talent acquisition model, results matter. Leverage data analytics, as well as manager, candidate, and employee feedback to understand success factors, bottlenecks, and pain points.

Evaluations should include candidate quality, talent retention rates, and social media engagement. Such metrics can help inform strategy adjustments or overhauls. They can also highlight high-performing elements, thus allowing you to exploit these successes further. A global approach also allows these best practices to be shared more widely and replicated.

The global hiring landscape is here, and companies that leverage the talents of foreign workers have the upper-hand on establishing an identifiable employer brand in new markets. Remember this as you set out to develop an agile talent acquisition strategy targeted towards attracting highly engaged candidates.

Want to learn more about agile talent acquisition?

Click here for more information about Talent Acquisition.

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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5 benefits of talent acquisition, making global scale a reality

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5 benefits of talent acquisition, making global scale a reality

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The benefits of talent acquisition can help your enterprise compete regionally and scale globally.

Whether your team operates in four countries or 40, a global talent acquisition strategy can help you target top talent, regardless of where that talent is based. A flexible, border-fluid approach to talent acquisition enables the most creative enterprises to build and maintain position as market leaders.

Global talent acquisition benefits

As a talent executive or HR leader, you can add value by initiating a business conversation around this approach. To help spark the discussion, here are five key benefits of talent acquisition driven by a global focus.

Talent acquisition benefit 1: operational efficiency

Companies with far-reaching operations often enlist local agencies to help source hires. Alternatively, a global approach to talent acquisition helps your business streamline hiring processes. It can reduce costs while improving communication about hiring needs and regional skills gaps.

Here’s an example scenario. Consider a global logistics company seeking supply chain managers. The business already has talented inventory managers on the payroll in other countries, some of whom are showing key signs they’re ready for a change.

global talent representation
Discover the benefits of talent acquisition with a global level focus.

How would this scenario fit into a global talent acquisition strategy?

To begin, a global strategy would typically include key communications and awareness campaigns. As a result, existing employees would be actively invited to apply for the job, or to at least participate in preparatory training for similar openings.

The company would also save on agency fees, while reducing the time and expense of on-boarding new employees. Workplace morale also benefits from the availability of career development opportunities.

Talent acquisition benefit 2: better candidate journey and employee experience

Global talent acquisition also enables greater consistency along the candidate journey. With a unified approach to candidate messaging, you can ensure each touch point represents your employer brand.

Your employer brand reflects your genuine global employee value proposition. Your talent outreach should be positive and clear across all regions.

Whatever country the candidate is based in, he or she should receive a consistent representation of your business. There will always be a degree of cultural nuance in any multi-regional enterprise, but this shouldn’t cloud the delivery of your global values. This is particularly important in the world of social media recruitment marketing.

No matter where your workers are in the world, they feel as though they are a valued part of a professional community. With these essential elements in place, your team can more easily recruit permanent and contingent workers in new regions.

Talent acquisition benefit 3: richer diversity and tangible business gains

Thanks to advanced collaboration, messaging, and video-conferencing technologies, companies can schedule brainstorming meetings with team members on different continents. These tools allow your business to access the skills, knowledge, and creativity of people from across the globe.

Effective collaboration in a diverse environment can benefit the bottom line. That’s because companies in the top quarter for ethnic and gender diversity are more likely to have above average profitability compared with companies in the bottom quarter.1

two people talking at laptop
Effective collaboration in a diverse environment can benefit the bottom line.

Talent acquisition benefit 4: local insights into new markets

The number of Fortune 500 companies based in global emerging markets may exceed 45 percent by 2025, according to McKinsey & Company.2

So, when expanding into new and emerging markets, companies must understand the local culture, economic climate, business practices, and effective sales strategies of each region. These are not the same the world over. Hiring local talent allows your business to integrate into the community quickly and effectively, helping to avoid the cultural missteps that can harm business prospects.

Talent acquisition benefit 5: business solutions powered by key skills

Astonishingly, 70 percent of employees in professional services work remotely one day per week, and more than 50 percent work remotely at least half the week, according to IGW.3

Flexible work incentives intensify the competition for skilled workers. But a strong global talent acquisition strategy can let you cast a worldwide net to attract the people who offer key creative and cognitive skills.

Want to learn more about talent acquisition?

Click here for more information about Hudson RPO Talent Acquisition.

Sources

1 Dickey, Megan Rose. “Diverse teams are still *really* good for business, McKinsey says.” TechCrunch. Web. 18 Jan 2018.

2 McKinsey Global Institute. “Urban world: The shifting global business landscape.” Web. Oct. 2013

3 Browne, Ryan. “70% of people globally work remotely at least once a week, study says.” CNBC. Web. 30 May 2018.

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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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Global talent acquisition: how to compete with astonishing growth

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Global talent acquisition: how to compete with astonishing growth

Content Team

Global talent acquisition is growing at an extraordinary pace. Among global professionals, 70 percent of people in professional services work remotely one day per week, and more than 50 percent work remotely at least half the week.

Those insights may astonish workers and managers who still operate within a traditional work environment. Nonetheless, they come from a detailed global study conducted by IWG in 2018.1

Needless to say, the implications are extraordinary. Perhaps top of the list, enticing levels of flexibility are being offered to compete for the best talent worldwide.

Workers sitting around a table
Global talent acquisition strategy: a collaborative approach can help you compete across all regions for talent.

As we deepen our understanding of the rapid growth in global hiring, we must also equip ourselves to compete effectively.

The recommended approach includes a global talent acquisition strategy.

A global approach to talent acquisition enables your business to capture a wide-angle view of all the far-flung pieces. It lets you observe what’s working, what’s missing, and how to bring it all together—now and in the future.

The rise of global talent acquisition

Before we act, let’s make clear the necessity, based on a review of global talent acquisition growth trends.

Businesses of all sizes are entering or expanding their reach in the global marketplace. The number of Fortune 500 companies based in global emerging markets is expected to exceed 45 percent by 2025, according to research by management consulting firm, McKinsey & Company.2

In the United States, 70 percent of employers consider a global workforce “very or extremely important” to their talent strategy, according to a 2018 Harris Poll for Envoy, a global immigration services firm.3

Furthermore, just under 40 of US hiring managers expect employees will do the majority of their work remotely in the next ten years, according to a 2018 survey by freelance website Upwork.4

All of these figures point in the same direction: With the rise of a global workforce, we renew our commitment to cross-cultural communication and engagement strategies. This applies to the full life cycle of talent acquisition, but it begins with your candidate engagement strategy.

Talent acquisition takes its pulse from your EVP

A positive, dynamic workplace culture is the bedrock of effective global talent acquisition. Seek to provide candidates in your target markets and around the world with a clear view of your team culture, day-to-day vibe, and long-term career opportunities.

Important windows into your employee value proposition (EVP) may include:

  • A regional careers website
  • Global-focused company pages on LinkedIn and Glassdoor
  • Local social media recruitment campaigns
  • Regional job fairs
  • Outreach to local universities and professional associations

Workplace adaptations for a global talent force

A successful on-boarding process is key to the long-term success of remote employees. It can also help shape an effective, collaborative environment that spans time zones, geographies, and cultures.

Worldwide, employees and employers are in the midst of a workplace sea change. Increasingly, team members join meetings and contribute via cloud-based project management tools and video conferencing.

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 their experience.

Effective hiring, retention, and workforce engagement depend upon an authentic employer brand and supportive communication channels.

Want to learn more about talent acquisition?

Click here for more information about Hudson RPO Talent acquisition.

Sources

1 Browne, Ryan. “70% of people globally work remotely at least once a week, study says.” CNBC. Web. 30 May 2018.

2 McKinsey Global Institute. “Urban world: The shifting global business landscape.” Web. Oct. 2013

3 O’Donnell, Riia. “How to recruit in a global talent market.” HRDive. Web. 29 Nov. 2018.

4 Dishman, Lydia. “Remote work is “the new normal.”” Fast Company. Web. 28 Feb. 2018.

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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Government sector recruitment: 3 tips for process improvement

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Government sector recruitment: 3 tips for process improvement

Content Team

Government departments are facing increasing pressure to perform effectively and efficiently.

Hiring quality talent is the key lever for these departments to be able to achieve the agility they need, and appropriate scrutiny should be applied when reviewing the selected resourcing model.

Over the past 25 years, we’ve served clients in both government recruitment and the private sector. We understand how to create efficiencies, leverage the latest HR technologies and innovations and create streamlined, scalable solutions for our client partners.

As an experienced talent acquisition specialist, these are the three key areas that I recommend you focus on.

Whether you’re in government or private sector, rigorous recruitment processes are key. Candidates, for their part, expect a high-touch experience.

Matt Saxty
Matt Saxty explores how to improve government recruitment processes.

To compete for talent, government leaders are increasingly embracing an agile government resourcing model underpinned by process efficiency and new technology.

Recruitment tip 1: streamline talent processes

When it comes to securing top talent, speed to market and speed to response are critical.

To add value and manage budget accountability, begin by reviewing your recruitment processes. Identify the bottlenecks that may be preventing your division from hitting key targets. Reporting can help you understand if the organisation is meeting critical performance requirements.

Two workers at laptop in lounge
Government departments enjoy a huge opportunity to improve recruitment.

Ensuring that the most relevant and streamlined processes are in place when it comes to recruitment mean that you have the best chance of securing the right talent at the right time for the right roles.

We recently partnered with one of our Government clients to review, streamline and manage their recruitment processes as part of a major transformation program

To enable efficiency, we replaced traditional face to face interviews with video interview technology. This helped reduced costs and time required and enabled our recruitment specialists to focus on key priorities for their stakeholders.

Here’s an example:

One of our government clients recently reviewed and streamlined their recruitment process.

In the first three stages, internal employees had to reapply for their own jobs and be reassessed for suitability. They could also apply for another job at their same level or similar. In the final stage, we looked externally for compatible talent.

Behind the scenes, we revised each stage while also delivering at the next stage, in accordance with government guidelines for compliance and risk management.

Recruitment tip 2: focus on candidate experience

As with private sector enterprises, candidate experience is a hot topic and one that can make a huge difference to the success or failure of a recruitment project or campaign.

With so many different career options available, having an effective and high-touch candidate experience that reflects a modern, forward-thinking and fast-responding business can prove essential.

Candidates seek a detailed and authentic insight into employers. This helps them determine whether the relationship could be a good fit.

Recently working with a large education Government client, our teams were able to not only review and streamline the recruitment process, but also rewrite job descriptions and ads. This helped ensure the content was targeted and engaged the right calibre of candidates required.

Providing a high-touch approach and experience for candidates meant that they felt positive about applying for roles and understood the next steps.

A fast and efficient candidate experience and process helps reduce the number of candidates abandoning the recruitment process. As a result, you’ll be hiring better-quality people.

Recruitment tip 3: select best-fit technology

Having recently placed more than 2,000 people (both internal and external) in nine months for a government client, we can vouch for the importance of using best-fit technology.

The right technology for government recruitment creates efficiency. It allows you to streamline the recruitment process and can also transform the perception of slow service encumbered by red tape.

We recently managed a volume recruitment project for a client that required us to assemble a delivery team of over 50 people in just six weeks.

The 9-month project timeline to fill over 2,000 positions was ambitious. The use of several online recruitment tools helped ensure successful and timely delivery.

For example, by using Xref, an online reference checking software solution, our team conducted more than 4,500 references efficiently with compliance requirements fully met.

Implementing tools like this helped ensure a highly efficient, positive candidate experience. It also meant that business leaders in HR, Operations and Procurement could trust us to manage their recruitment activity, freeing them to pursue other critical business initiatives.

We recently oversaw more than 15,000 applications by assembling more than 50 project team members in just six weeks. A number of online tools helped make this possible, ensuring successful and timely delivery.

Plus, by using video interviewing instead of traditional face-to face-interviews, the client saved considerable time and cost. By using Xref, an online reference checking software solution, our team conducted more than 4,500 references within challenging timelines.

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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Talent sourcing: what does it mean to source talent?

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Talent sourcing: what does it mean to source talent?

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How does sourcing differ from recruiting? Watch the mini video now, or read more below.

Talent sourcing: what does it mean to source talent in the work world? Is it really all that different from candidate recruitment?

Sourcing is the practice of finding candidates who are not actively seeking new roles, but who have the preferred skills, aptitudes, and experiences to excel in an open role.

When approached, these candidates are not usually considering a job change, or even aware of the vacancy.

Active candidates, however, tend to show interest in new opportunities by submitting applications, registering with job boards, or contacting recruiters or hiring managers. These types of candidates go through the recruitment process. In that process, a job is advertised and active candidates apply.

Passive candidates will not usually have applied directly to a vacancy or initiated contact with talent managers. Technically speaking, they aren’t recruited into a role. They are sourced.

Two workers at laptop in lounge
Talent sourcing helps business leaders identify great ‘hidden’ candidates.

Here’s another way to think about sourcing, vs. recruitment. In traditional recruiting, candidates typically present themselves to the opportunity. In sourcing, however, the opportunity presents itself to the candidate, vis-à-vis a sourcer.

What do sourcers do for talent acquisition?

A person who proactively contacts passive candidates about new career opportunities is known as a sourcer.

Sourcers are responsible for filling the vacancy, or vacancies. When sourcing candidates, the sourcer initiates contact with passive candidates. These candidates may already be in another role, or they may not yet have entered the workforce. They may be based locally, or, in an increasingly global economy, they may be based in another region or country. Every situation is unique.

The technical and creative skills of a sourcer are often required to fill roles that require specialist abilities. Big data and search technology help sourcers to map candidate pools and identify exceptional candidates. Sourcers can then deep-dive into how candidates and competitors operate in a given market.

3 male colleagues at reflective coffee table
A sourcing team finds candidates who may appear ‘off the radar’, but would offer valuable skills and experience.

Here’s an excellent step-by-step explanation of how sourcers transform a search into a hire.

Sourcing plays a key role in filling vacancies that are niche in nature, such as technology and pharmaceuticals, or for roles that are unique in scope or location.

Sourcing roles can exist within a company, or they can be outsourced and accessed via an on-demand model.

What are the benefits of talent sourcing?

“Sourced candidates are more than two times as efficient as candidates who apply” directly, according to Lever’s Recruiting Benchmarks Report 2016.

Strategic talent sourcing also helps you identify highly qualified candidates earlier in the process. More than half of people who apply for a job are under-qualified, according to the same study.

When you aim to deliver against time-to-fill metrics, you can’t afford to waste resources on shifting through unusable résumés and CVs.

Two Hudson RPO workers discussing recruitment
Talent sourcing can help you find highly qualified candidates earlier in the process.

Sourcing allows you to begin a more focused conversation with vetted candidates. At the start of this conversation, you can align the employer value proposition to the values and goals of your prospective candidate. Equally useful, you can quickly identify whether there’s a fit at all.

With sourcing, you can use personal messaging to reach the closest-fit candidates. Custom messaging is likely to drive higher engagement throughout the process. It’s also likely to help distinguish your employer brand from a sea of prospective employers.

Some roles are so unique that you may not find the right candidate through traditional recruitment. When that’s the case, specialist talent sourcing allows you to dig deeper and avoid mediocrity.

It also helps you avoid those uncomfortable conversations with stakeholders about why you failed to identify the right talent, when and where it was required.

Want to learn more about sourcing?

Click here for more information about sourcing services with Hudson RPO.

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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