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RPO partnerships 101 with Carla

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RPO partnerships 101 with Carla

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Navigating RPO partnerships can be complex, especially when faced with a variety of new professionals coming in to support your solution. Our talent expert, Carla, has put together the RPO 101 series to help you navigate the RPO landscape and find the right provider. In this blog, she discusses five professionals you might encounter as part of your RPO partnership.

Talent Sourcers

Talent Sourcers are the detectives of the recruitment world. They specialise in proactively identifying and engaging talent, scouring diverse channels, including social media, professional networks, and industry events. With a keen eye for talent, they play a vital role in building a pipeline of qualified candidates, ensuring a robust talent pool for your current and future hiring needs.

Recruitment Coordinators

Recruitment Coordinators are the unsung heroes who keep the hiring process running smoothly. They handle the logistics of the recruitment process, from scheduling interviews to coordinating communication between candidates and hiring managers. Their organisational skills are instrumental in creating a positive candidate and hiring manager experience and maintaining an efficient workflow.

Recruitment Specialists

Recruitment Specialists bring expertise to the table, understanding the nuances of the industry and the specific hiring needs of the organisation. They collaborate closely with hiring managers to define job requirements, screen candidates, and ensure that the recruitment strategy aligns with the company’s goals. Their in-depth knowledge helps you align the recruitment process to strategic goals, while staying ahead of the competition.

Hudson RPO Technology Committee

The Hudson RPO Technology Committee comprises tech-savvy professionals dedicated to leveraging innovative tools and platforms. They stay abreast of the latest advancements in recruitment technology, ensuring that the RPO partnership benefits from cutting-edge solutions. Their role is to optimise processes, enhance efficiency, and implement technology-driven strategies for effective talent acquisition.

Implementation Experts

Implementation Experts play a pivotal role in the early stages of an RPO partnership. They guide the integration of the RPO solution into the client’s existing infrastructure, ensuring a seamless transition. These professionals collaborate with internal teams to understand workflows, ensure effective change management and communications throughout. They set the foundation for a successful partnership.

Operations Team

The Operations team serves as the backbone of the RPO partnership, overseeing day-to-day activities and ensuring the delivery of high-quality recruitment services. From managing candidate pipelines to optimising recruitment processes, the Operations team focuses on sustained efficiency, consistently meeting and exceeding client expectations.

Learn more about RPO partnerships

In the world of Recruitment Process Outsourcing, success is a team effort. The professionals involved, from Talent Sourcers to the Operations team, collectively contribute to creating a streamlined, efficient, and effective talent acquisition process. Do you want to learn more about RPO partnerships? Click here to get in touch, or click here to download our guide.

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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RPO services terminology 101: with talent expert Carla

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RPO services terminology 101: with talent expert Carla

Content Team

To help you decipher what to focus on when comparing providers and exploring recruitment process outsourcing (RPO) solutions, our talent expert Carla, has crafted the RPO 101 series. Building upon her comprehensive guide to RPO terminology, this follow-up delves into the commonly-used terminology associated with RPO solutions to help you explore and understand what type of partnership is right for you.

End-to-end recruitment

Full lifecycle, or end-to-end recruitment, is a strategic solution that allows your business leaders to focus on their core business goals, leaving talent acquisition in the expert hands of their trusted RPO team. Designed to be proactive and efficient, the recruitment process is managed from start to finish, ensuring every hiring decision aligns with long-term strategic objectives. It operates seamlessly across regions or globally, providing a robust framework for hiring that is both agile and comprehensive.

Candidate screening & assessment

Candidate screening is a pivotal stage in the recruitment process that involves assessing applicants to determine their suitability for a specific role. This process includes evaluating resumes, conducting initial interviews, and utilising assessment tools to gauge qualifications and cultural fit. Effective candidate screening ensures that only the most qualified individuals progress through the hiring process, streamlining the overall recruitment journey.

Talent advisory

Under talent advisory or talent consulting, your company gains a supportive partner adept at connecting hiring data to help make informed decisions about your talent function. Talent advisors delve into recruitment metrics, analysing elements such as employee turnover, employer brand reach, workforce engagement, and candidate drop-off points in the hiring funnel. This comprehensive analysis leads to the recommendation of targeted strategies to address challenges and seize opportunities.

Talent sourcing

Talent sourcing or candidate sourcing involves the proactive identification and engagement of potential candidates, often before specific job openings arise. Usually, talent sourcing focuses on ‘passive’ or ‘hidden talent’, talent that may not be actively looking for new opportunities. Recruiters leverage various channels, including social media, professional networks, and industry events, to identify candidates, cultivate relationships and build robust pipelines of talent.

Talent pooling

Talent pooling is a strategic approach to talent acquisition where recruiters continually engage and nurture relationships with potential qualified candidates. By maintaining an active talent pool, organisations can efficiently fill roles when needed, reducing time-to-hire and ensuring access to a pre-qualified pool of candidates. Talent expert Tom has shared his insights on talent pooling here.

Employer Value Proposition (EVP)

Employer Value Proposition (EVP) encapsulates an organisation’s unique talent offering across benefits, values, and culture to attract and retain top talent. In today’s competitive job market, crafting a compelling EVP is essential, and RPO partners play a pivotal role in articulating and enhancing it to align with effective recruitment strategies.

Employer branding

Employer branding is the process of shaping and promoting your organisation’s image as an employer of choice. It extends beyond attracting top talent to fostering a positive and engaging work environment. A robust employer branding strategy enhances your company’s reputation, making it a preferred destination for both current and potential employees.

DE&I advisory

DE&I advisory is a specialised service aimed at supporting company diversity goals and fostering Diversity, Equity, and Inclusion within the recruitment process. Beyond identifying best practice DE&I sourcing channels, this advisory service is dedicated to removing bias from the selection and assessment processes. This approach ensures that organisation not only attract diverse talent but also create an inclusive and equitable hiring environment.

Recruitment technology

A recruitment technology suite that’s right for your unique business underpins effective strategy. Many RPO providers will offer recruitment technology advice and implementation as part of their service offering. This could include Applicant Tracker Systems (ATS), to recruitment chatbots, and AI-enabled screening and assessment tools. Our Tech & Innovation committee regularly reviews and evaluates new technology so they can provide expert advice to clients on selecting the right tech solution for their needs. Get to know them here.

Keen to know more?

Continue your journey into the realm of RPO with Carla’s RPO 101 series. Click here to understand the most commonly used RPO terminology, or get to know the roles of the professionals involved in an RPO partnership. Want to talk more about RPO? Click here to get in touch.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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RPO terminology 101 with talent expert Carla

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RPO terminology 101 with talent expert Carla

Content Team

Navigating the world of outsourced recruitment solutions can be a daunting task, especially when your search is met with myriad industry jargon. To help you decipher what to focus on when comparing providers and exploring recruitment process outsourcing (RPO) solutions, our talent expert Carla has put together an ‘RPO terminology 101’ guide.

Recruitment Process Outsourcing (RPO)

RPO stands for recruitment process outsourcing. It is a business model whereby a company outsources the management of its recruitment function either in whole or in part. These solutions are customised to address specific needs, encompassing tasks ranging from sourcing and shortlisting to interviewing and onboarding, as well as strategic initiatives such as employer branding. RPO models are unique from other recruitment solutions in the way they extend beyond hiring alone; they are strategic, long-term partnerships that drive cost, quality and efficiency benefits.

Service Level Agreements (SLA’s)

Because RPO solutions are customised solutions based on your unique goals and requirements, RPO providers often work with Service Level Agreements (SLA’s) to set the partnership up for success. SLAs are formal agreements that outline the expectations and standards for service delivery between you and your RPO provider.

RPO models

There is no such thing as a one-size-fits-all RPO model. Any model you implement needs to be carefully customised based on a deep understanding of your business needs, organisational capability, culture, and costs. As a baseline, different RPO models exist. They often vary by level of involvement, scale and what stage of the recruitment process they address. For example:

  • Project RPO
    Project RPO is an RPO model wherein a team of experts are engaged to manage specific projects or hiring initiatives within a designated time frame. Designed for quick implementation and ease of delivery, this model is ideal for companies that need to fill multiple roles across numerous regions and global markets at once. For example, an expansion into a new territory or the launch of a new product.
  • Enterprise RPO
    Another type of RPO model is the Enterprise RPO solution. An Enterprise RPO solution looks after the complete end-to-end recruitment process, taking care of every piece of the talent puzzle – attracting candidates, screening and assessing them, scheduling interviews, offer negotiations and onboarding colleagues, monitoring compliance, and conducting exit interviews.
  • On-demand RPO
    As the name suggests this model is when you need to rapidly scale your recruitment team to meet short-term demand.  An RPO can swiftly deploy a team of talent experts to support companies for any recruitment-related need in a short time frame including sourcing, recruiting, screening, interviewing or technology.

Recruitment Technology

Recruitment Technology refers to the tools and software that enhance various aspects of the hiring process. This includes applicant tracking systems, video interviewing platforms, AI-driven candidate screening, and more. RPO solutions often leverage a customised tech stack to optimise these technologies depending on the partnership.

Scalable RPO solutions

When exploring RPO solutions, you’ll often find scalability mentioned as a benefit. In RPO solutions, scalability and flexibility refer to the ability to scale your partnership up and down as your business needs change. As your hiring demands rise and fall, you can seamlessly expand or reduce temporary recruitment headcount as needed.

Continue your journey into the realm of RPO with Carla’s RPO 101 series. Click here to understand the different lingo of RPO services, or get to know the roles of the professionals involved in an RPO partnership. Want to talk more about RPO? Click here to get in touch.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Hudson RPO Enhances Executive Search Offering

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Old Greenwich, Conn. Feb. 26, 2024 – Hudson RPO, a long-time global leader in Recruitment Process Outsourcing (RPO), today announced it is enhancing its executive search offering.

The offering is currently being launched in North America and will expand into EMEA by the end of the year. With Hudson RPO’s recent acquisition of Hudson Singapore Search, the firm will have a global footprint in executive search.

“Clients rely on Hudson RPO for their high-volume hiring needs and trust our ability to offer superior results throughout the talent acquisition process, from sourcing and engaging to hiring and onboarding,” said Hudson RPO Global Chief Executive Jake Zabkowicz. “We are pleased to expand and enhance our offering in the executive search space. This will further our ability to become a core strategic partner for our clients as we assist them in putting the right people in place to develop and execute a winning business strategy.”

To ensure a best-in-class experience for clients, Hudson RPO is in the process of onboarding several veteran executive search professionals to assist clients in identifying, attracting and retaining the best leaders.

Our executive search offering, coupled with our robust existing RPO strategy, gives clients a holistic approach to talent acquisition. This allows them to streamline and centralize their hiring strategy by using a flexible and scalable total talent solution."

- Jake Zabkowicz, CEO of Hudson RPO

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable total talent solutions.  At Hudson RPO, people, process, and technology come together to ignite transformative change at mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders around the globe to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Contact:

Tracy Kurschner
[email protected]
612.309.3957

Hudson RPO Appoints Jeffrey C. Bettinger as Chief Administrative Officer

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Old Greenwich, Conn., Feb. 20, 2024 – Hudson RPO, a global provider of total talent solutions, announced today the appointment of Jeffrey (“Jeff”) C. Bettinger, as Chief Administrative Officer (CAO), effective immediately. In this role, Mr. Bettinger will oversee Hudson RPO’s administrative and strategic planning and lead the execution of key projects and global expansion initiatives.  

During his extensive career, Mr. Bettinger has demonstrated exceptional leadership in fostering high-performing teams and driving cultural transformation within diverse corporate landscapes. 

As a seasoned Chief Human Resources Officer (CHRO) and Chief People Officer (CPO), Mr. Bettinger has led the development and implementation of global human resources (HR) models, ensuring the alignment of HR strategy with global business strategies for both rapidly growing and established companies.

Prior to joining the Company, Mr. Bettinger served as CPO for Establishment Labs Holdings Inc., a global medical technology company dedicated to improving women’s health and wellness, and SVP and Chief People and Places Officer for Nu Skin Enterprises Inc., an integrated beauty and wellness company that operates in nearly 50 markets worldwide. He brings over 20 years of experience in human capital management, leadership development, workplace culture, succession change, and executive coaching.  Mr. Bettinger has also served as an executive board member for several non-profits focused on youth and personal improvement causes.

Mr. Bettinger holds a Bachelor’s and Master’s degree in Organizational Communication and Educational Administration from Idaho State University, as well as a Master’s in Business Administration from Liberty University. He has also completed significant post-graduate studies in Leadership and Adult / Organizational Learning. In 2018 he was named the Talent Acquisition Executive of the Year by HRO Today.

We are pleased to welcome Jeff to the Hudson RPO team. I am confident that his skills, extensive experience and commitment to leadership excellence will be a huge asset and add tremendous value to our organization as we continue to grow our global footprint.

- Jake Zabkowicz, CEO of Hudson RPO

Reflecting on his new chapter, Mr. Bettinger said, “I am honored to be joining Hudson RPO’s journey and I look forward to applying my knowledge to further fortify our global operations and enhance corporate agility, as we continue to not only meet but also exceed the strategic objectives set before us.”

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable total talent solutions.  At Hudson RPO, people, process, and technology come together to ignite transformative change at mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders around the globe to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.


Contact

Hudson RPO
Tracy Kurschner
612 309-3957 [email protected]

The Equity Group
Lena Cati
212 836-9611
[email protected]

The Equity Group
Katie Murphy
212 836-9612 / [email protected]

The evolution of recruitment technology

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The evolution of recruitment technology

Content Team

The last five years have seen a remarkable evolution in recruitment technology, further spurred on by rapid technological advancements in (generative) artificial intelligence. The recruitment industry, being well-versed in rapid evolvements, was one of the first to embrace its many opportunities. This has changed the recruitment landscape forever with AI-enabled sourcing and screening, chatbots, and automated recruitment processes. We asked our global CEO, Jake Zabkowicz, for his advice for talent leaders.

The integration of technology into the recruitment process is a fundamental shift that has reshaped the dynamic between organizations and talent. Organizations that know how to balance the efficiency of technology, with the continued importance of a personal touch in the hiring experience will hold the key to all of its potential.”

“In the year ahead, there will be an additional need for outsourced recruitment solutions to incorporate recruitment technology. Especially in the world of RPO, where talent acquisition is addressed as a whole, I believe there will be an increased offering for bolt-on technology solutions”, says Jake.

Jake’s advice for technology implementation

“My advice for talent leaders is that quality RPO providers will never propose a technological one-size-fits-all solution. Every organization has unique requirements, goals and recruitment challenges to address. The landscape of recruitment technology is simply evolving too fast to warrant something that isn’t customized to your business. A tailored technology stack will ensure more effective and seamless integration, allowing you to harness the full potential of these tools.”

“Secondly, I believe it’s easy to get carried away with implementing technology once you discover all its potential benefits. My recommendation is to adopt a focused approach on enhancing specific components in a strategic, step-by-step process. Whether it’s refining candidate sourcing or optimizing onboarding, pinpointed improvements allow you to measure the impact of the technology you are implementing before deciding on your next step.”

“Finally, while AI continues to play an increasingly integral role in talent acquisition, it is crucial to understand its limitations. AI cannot entirely replace the human touch in the recruitment process. Personal interactions remain a cornerstone, and organizations that value this connection will not only attract top talent but craft an experience that resonates with both talent and the core values of the organization.”

CEO insights

Jake shares his monthly insights as part of our series ‘CEO insights’. Keep an eye out for next month’s edition and more insights from our talent experts on our website and social media channels. Do you want to talk to a talent expert about the year ahead? Click here to get in touch. 

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

Follow Hudson RPO on LinkedIn

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What is MSP?

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