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RPO Best Practices for Pharmaceutical Companies

RPO Best Practices for Pharmaceutical Companies

Growth in the pharmaceutical industry has slowed to a crawl in the face of patent expirations on blockbuster drugs. In the next few years, of the top 10 best-selling drugs in the world, 9 will go off patent, and of the top 20, 18 will lose patent protection. To compensate for these losses, big pharma companies are acquiring organisations with innovative drugs and pipelines or merging to reduce cost. They are faced with maximising access to doctors despite sales force cuts and the need to build stronger, personal rep-physician relationships that add value.

To remain competitive pharmaceutical companies need smaller, better managed and better quality work forces.

 
 
 

Don’t Fail the Employer Brand: Ensure That It Reflects Reality

Don’t Fail the Employer Brand: Ensure That It Reflects Reality

According to a survey by LinkedIn, “The State of Employer Branding,” 83% of global recruiting leaders agree employer branding is a critical driver of their ability to hire top talent.

So what exactly is an employer brand? Simply put, an employer brand is an organization’s reputation as an employer. A desirable employer brand attracts the right talent to a company – not only in terms of skill set, but in cultural fit as well. Employees who are a good fit are typically more productive, more engaged and more likely to stay with a company for the long-term, which should be a boon to any employer considering the high cost of recruiting, onboarding and turnover.

 
 
 

Targeting Talent Using a Centralized Sourcing Center

Targeting Talent Using a Centralized Sourcing Center

How often have you heard a recruitment consultant say they don’t have time to source passive candidates? It happens all the time. Recruitment consultants get pulled into a million directions and sourcing, particularly sourcing of passive candidates, inevitably takes a back seat.

Sourcing quality candidates takes a significant amount of time and energy. That’s where sourcing centers come into play. Sourcing centers provide a core infrastructure that can scale in accordance with your recruitment needs. They provide recruitment consultants with the ability to connect with more quality candidates in a timely manner by leveraging sourcing specialists to tackle the sourcing component of recruitment.

 
 
 

The Use of Talent Management in the RPO Model

The Use of Talent Management in the RPO Model

At Hudson, we have the unique ability to integrate Talent Management tools into the RPO solution that adds value to the process. From the beginning to the end, Talent Management tools can offer additional insight and structure to aid the recruitment team in making high quality selection decisions. By including these tools in the process we are able to:

  • Improve the fit between the individual and the organization
  • More accurately identify high potential/performers for the role
  • Streamline or improve the efficiency of the overall recruitment process
  • Help to eliminate the guesswork associated with hiring decisions
 
 
 

How to Define Sourcing Strategies in Latin America

How to Define Sourcing Strategies in Latin America

As part of an RPO team in a global company, we benefit from the opportunity of working with different regions. We are able to learn from each other’s experience and we get to share our point of view with the other side of the world. Yet, as Recruitment professionals, we have to be careful not to generalize when it comes to sourcing strategies. Even though we tend to have a global perspective, recruiters need to understand the client’s specific market and the regional trends before optimizing our sources.

In a region like Latin America it is hard to generalize. There are big countries like Brazil where you can post in very good job boards for free or search for specialists in LinkedIn. But you can still find different realities within a big country – social media posting might be effective for big cities while a newspaper could be the best option for a city less than 500 kilometers away.

 
 
 

5 Tips for a Successful Global RPO Implementation

5 Tips for a Successful Global RPO Implementation

In the past few weeks Hudson RPO has gone live with our most recent global RPO client, a blended solution for contingent and permanent recruitment. Implementations on a global or multi regional scale create an exponential level of complexity. This complexity is introduced through the legal, cultural, operational and commercial variations that have to be taken into account.

Our approach is to think ”glocally” which delivers a customized and consistent service through the roll out of a single global framework whilst allowing for regional or country specific localization.

To achieve success we have looked to standardise and align processes world-wide by the use of a single project management methodology and framework, an implementation toolkit and a phased implementation approach which incorporates learnings from prior phases to create best practice.

 
 
 

Using Social Media to Source Passive Candidates

Using Social Media to Source Passive Candidates

Our onsite recruitment solutions have enjoyed great success sourcing passive candidates via social media. Unsurprisingly, our most lucrative channel has been LinkedIn. To a lesser extent we’ve seen some success via Twitter and Facebook as a source of hire however the success via these channels has largely been confined to specific job types/ role families, such as IT related roles in Twitter and entry level Customer Service and Sales roles via Facebook. Our approach to date has been to use these channels more as an employment branding tool than a pure sourcing tool.

The success our onsite solutions have had in sourcing passive candidates via LinkedIn can largely be attributed to two courses we put our onsite consultants through as part of our specialist training program. The point here being, that without specialized training for front line recruiters and sourcing teams, the benefit of a tool such as LinkedIn will not be fully realized.

 
 
 

5 Reasons to Use a Blended RPO Model for Temp & Perm Hires

5 Reasons to Use a Blended RPO Model for Temp & Perm Hires

(1) Break down internal silos for a “total talent acquisition approach.” At many organizations, this is the scenario: Procurement engages a Managed Service Provider (MSP) for temporary hires, while the Recruiting department partners with a Recruitment Process Outsourcing (RPO) provider for permanent hires. By taking this silo-based approach to hiring, firms miss out on some of the flexibility, hiring best practice standardization and cost efficiencies found in a blended RPO model.

(2) The “War for Talent” isn’t just for full-timers anymore. Need a specific high-end (and probably) scarce skill set for that particular project? Today, you’re likely to find these in-demand employees among a select set of contingent workers. Such skilled contractors are highly motivated, but in short supply. Today, companies need to adopt the same kind of rigor to hiring contract employees and find better ways to engage this portion of the workforce… something a blended RPO model provides.

 
 
 
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Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Operating around the globe, we deliver a range of recruitment, talent management and recruitment outsourcing solutions to get you and your business where you want to be.