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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

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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.

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Four ways HR teams can reduce costs by partnering with an RPO

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Four ways HR teams can reduce costs by partnering with an RPO

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When it comes to partnering with an RPO, cost savings are often the most widely discussed and valued benefit. Working with an RPO partner significantly decreases the average cost-per-hire, often by more than 50 per cent. But what exactly are the ways in which HR teams can save costs by partnering with an RPO? Our expert, Alexandra Delaney, delves deeper into some of the common ways our clients save costs with an RPO partnership.

1. Quality of hire

The cost of a bad hire can be astronomical, and hiring teams are often under pressure to find the best talent quickly. RPOs have a deep understanding of local job markets, specific industries, and hiring best practices. But most importantly, the long-term nature of RPO partnerships provides them with a true understanding of your unique organization and talent requirements. This results in higher quality hires, reduced turnover rates, and reduced costs associated with lengthy or recurring vacancy periods.

2. Streamlined processes

Recruiting can be a lengthy process that involves multiple steps and stakeholders. This can lead to inefficiencies and delays, which ultimately increase costs. RPOs have established processes and technologies in place to streamline the recruitment process, reducing time-to-hire and improving overall efficiency.

The benefit of RPO partnerships is their adaptability to your specific needs and objectives. From cost reductions, to improved quality of hire, and strategies fit for industry complexities, the possibilities of RPO partnerships are endless.”

— Alexandra Delaney

3. Scalability

RPO solutions are designed to flex according to your hiring needs. This means that during slow periods, you can scale down the resources allocated to recruitment without having to make redundancies. This not only helps reduce costs but also ensures that your team is not overwhelmed during peak hiring periods by seamlessly accessing additional headcount when required.

4. Faster time to hire

One of the benefits of partnering with an RPO for HR teams is the ability to achieve faster time-to-hire. By streamlining recruitment processes, leveraging technology and automation, and addressing any inefficiencies, organizations can experience increased efficiency in the recruitment life cycle. This ultimately leads to improved hiring outcomes and a reduced time-to-hire for your organization.

However, there are many ways cost savings can be achieved with an RPO partnership, and the benefits of such a partnership extend far beyond cost savings alone. To find out more about how RPO partnerships can benefit your talent strategy, get in touch with our experts today.

Hudson RPO

Content Team

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

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The 2024 UK talent market outlook

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The 2024 UK talent market outlook

Content Team

80% of UK employers are struggling to find the talent they need. Globally, three-quarters of employers are in the same boat. But against a backdrop of economic uncertainty, nearing elections and rapid technological advancements, hiring appetite has waned in recent months. According to the National Statistics data as of October, vacancies are down 26%. We asked our talent expert, Lucy McBean, what it means for employers in 2024.

Thriving in the realm of talent acquisition extends far beyond hiring alone; it involves strategic planning and visionary foresight. It's about nurturing existing talent and not just acquiring – but building the skills of tomorrow.”

— Lucy McBean

The top skill sets in demand

Most industries in the UK have grappled with skill-shortages and will continue to do so in the year ahead. According to Lucy, skill shortages in technology, life sciences, healthcare and natural resources will particularly stand out. 

Attracting & Retaining Talent

In a market where employers are struggling to find the talent they need, employers are turning to offers such as flexibility, remote and hybrid work options and increased salary packages. For many however, the focus in 2024 will be on retention.

“Retention efforts in 2024 will largely take the shape of development pathways for existing employees, workplace flexibility offerings and increased learning and development budgets. These methods are a proactive approach to filling both current and future skill gaps, while retaining talent”, says Lucy. “In new hiring efforts, 2024 will see an increase in uptake of skills-based hiring. Additionally, more organisations will turn to uncovered talent pools like the ‘boomerang employee’, like we’ve seen in the technology sector in 2023.”

Trends to watch

In addition to the boomerang employee, there’s a couple more trends to watch in 2024 according to Lucy.

  • Portfolio careers

    Portfolio careers are careers where talent works for multiple companies simultaneously, for example through part-time roles or freelancing. The trend reflects a shift towards a more flexible approach to employment and allows talent to craft their unique skill sets.

  • People analytics

    HR technology is on a trajectory of continuous evolution, particularly in the realm of people analytics. In ongoing technological advancements for HR, more boards and departments are leveraging advanced analytics to gather deeper insights into their workforce. The trend marks a shift wherein strategic workforce planning and talent optimization are becoming more commonplace.

The start of 2024 will see a technology- and skills-driven talent market with a large focus on retention. As we’ve seen in previous years, the dynamic talent market can turn quickly, and adaptability and the backing of a strategic recruitment partner are key to staying ahead of the competition for talent. Do you want to talk about your hiring plans for 2024 in more detail? Get in touch with our experts here.

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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Introducing our new Client Solutions Manager: Carla Morris

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Introducing our new Client Solutions Manager: Carla Morris

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We are thrilled to welcome the newest member of our sales team, Carla Morris. Carla has been a part of the Hudson RPO team for four years.  Following a successful career working onsite with clients she is now taking up the opportunity to join our high-performing sales team. As our new Client Solutions Manager she brings over 20 years of experience in recruitment, ranging from agency, in-house, and RPO roles for brands such as Coles, Suncorp, Sensis and Macquarie Group.  With the strength of Carla’s deep industry experience and wealth of knowledge, she is well positioned to help our clients shape the future of talent.  

With a focus on stakeholder management, leadership, process improvement, and project management, Carla has consistently delivered high-impact recruitment outcomes and managed high-performing teams. A solutions-focused, creative thinker, Carla’s expertise lies in her ability to deliver tangible outcomes and value to solve the talent challenges faced by organisations.  From spearheading an early career program for in-demand technology talent through to the management of an innovative redeployment program for the resourcing team of a client, Carla expertly navigates complex and ever-evolving environments with candidates and client experience top of mind.

What I am looking forward to the most as Client Solutions Manager is the opportunity to partner with new clients to deliver best-in-class talent solutions. I believe in the quality of our solutions and the expertise of the Hudson RPO team in shaping the future of talent.”

— Carla Morris

Outside of work, Carla leads a busy life filled with family, friends, and her beloved dog, Murphy. Embracing the Sydney lifestyle, she can be found at the beach, volunteering at the Manly Surf Lifesaving club, enjoying long lunches with friends, practicing Pilates and Yoga, or embracing her love for cooking, music, and reading.

We are so excited to have a talent expert like Carla on board, and we look forward to the incredible value she will undoubtedly bring to our clients and team. Do you want to get in touch with Carla to talk talent? Click here.

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 talent pools you might be overlooking

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5 talent pools you might be overlooking

Content Team

Talent shortages are a common challenge for employers. Even though the labor market is predicted to rebalance in 2024, hiring remains competitive. Talent expert Tom, APAC Head of Sourcing, uncovers the talent pools you might be overlooking.

1. Passive talent

A talent pool often overlooked is comprised of individuals who may not actively be seeking new opportunities—passive talent. Passive talent might not be actively applying, but that does not mean they aren’t interested in joining your team. You often hear about this talent pool as being the primary target of talent sourcers, who are experts in finding and engaging passive talent with market-leading technology, and a deep understanding of your market and its competitive landscape. 

2. Your employees

Before you cast a wider net, it is important not to overlook the talent pool right in front of you – your employees. Beyond their experience in their current roles, your workforce possesses a wealth of untapped skills, experiences and aspirations. Career management and internal mobility are a top-5 priority for HR leaders in 2024, according to Gartner.

3. Boomerang employees

Another talent pool that has an existing familiarity to your organization is composed of former employees. They can bring a unique perspective, having gained valuable experience elsewhere. This is a strategy we’ve also seen employed by Meta and Salesforce earlier this year and was identified as a key trend to watch by talent expert Joan.

4. Breaking industry boundaries

It’s common for employers to limit their search to industry-specific talent pools. However, there is immense potential in looking beyond these boundaries. Talent from different industries may bring new perspectives and innovative approaches. An example of this is when the big tech lay-offs happened in 2022, and most of these workers had been rehired by non-tech industries at the start of this year.

5. Talent re-entering the workforce

Finally, it’s all too easy to miss out on talent that is looking to re-enter the workforce. Life events or career pivots may lead skilled professionals to take a break, but their capabilities stay and may even be augmented by the experience they built in the time in between. Many companies have discovered the value of talent looking to return to the workforce and have ‘returnship’ programs in place, including Deloitte, Amazon and Accenture.

Do you want to discover more untapped talent pools, or learn more about talent pooling? Read Tom’s tips for getting started with talent pooling, and optimizing your talent pooling strategy, or get in touch with our talent experts today.

Hudson RPO

Content Team

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

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