Follow Hudson on Twitter

Site Search
 
 
 

Social Recruiting Through Connection & Collaboration

Social Recruiting Through Connection & Collaboration

Sitting in your organisation are potentially hundreds of employees that are highly connected, passionate and collaborative. With many organisations looking for the social recruiting silver bullet, your most valuable connections may be sitting in the seat next to you.

Over the past year, RPO Intelligence has talked about Using Social Media to Source passive candidates, connecting with our candidates through The use of CRM in Talent Pipelining as well as Building Talent Communities – 5 lessons from the Frontline. Whilst many of us are out there searching for great candidates to join our online communities, and thinking up new ways to attract and engage them, you may have the answer to social recruiting sitting under your nose.

 
 
 

How Middle-Market Businesses Can Compete for Top Talent

How Middle-Market Businesses Can Compete for Top Talent

Attract Well-Matched Employees with a Strong Employer Brand Supported by an Authentic EVP

Middle-market company managers competing for the same global talent pool as larger industry competitors can set their companies apart by developing and communicating their employer brands. In addition to helping a company attract more top talent, a strong employer brand delivers tangible, measurable benefits to your business, including improved overall market reputation, increased workforce engagement and productivity, and decreased employee turnover.

The importance of having an attractive employer brand was underscored in a 2014 survey and report of global HR professionals , entitled “Launching a Successful Employer Brand: Practices that Distinguish Top Employer Brands,” commissioned by Hudson HRO and HRO Today magazine. According to the study, two-thirds of all respondents felt that the employer brand would increase in importance in the next 12 to 24 months.

 
 
 

Illuminating the Darkness on LinkedIn

Illuminating the Darkness on LinkedIn

Tools and techniques for unearthing hard-to-find talent on LinkedIn

This article originally appeared on Source.con on November 25, 2014

A few years ago I read Glen Cathey’s article called “LinkedIn’s Dark Matter- Undiscovered Profiles.” Reading the article set my mind in motion. In the article Glen calls “dark matter profiles” the profiles that exist on LinkedIn that do not contain enough key words to be returned in most searches. So while these profiles do in reality exist, they rarely, if ever, are discovered.

To illustrate his point he suggests running a search for people in the US with the current title of “Software Engineer” or “Software Developer.” A Boolean search string is added that removes the mention of any technology. The search string would look something like NOT java, NOT C#, NOT Ruby NOT PHP and so on. When you run this search from a LinkedIn Recruiter seat you will get nearly a million results. His article used the example of Software Engineers I will do the same for the sake of continuity.

 
 
 

How to shine with the STAR approach

How to shine with the STAR approach

There’s a key to answering interview questions that top candidates know about: it’s called the STAR approach.

Interviewers often ask questions like, ‘give me an example of’ or ‘tell me about a time when you demonstrated’ to find out how you behave in certain situations. An unstructured, vague answer isn’t going to earn you any ticks with the interviewer.

The STAR method is a way of answering interview questions in a way that’s structured, precise and evidence-based, ensuring that you present yourself in the best possible light and provide the information the interviewer is after. Here are the four stages that comprise the STAR approach.

 
 
 

Using Assessment Centers for Talent Pipelining

Using Assessment Centers for Talent Pipelining

We’ve been building talent pipelines for clients since we started our RPO business 14 years ago and a lot of what now passes for pipelining is little more than name generation. This article is about the other end of the spectrum – creating a “ready” pool of candidates, and by “ready” I mean they actually want the job and have been assessed as having the ability to do it.

Probably the best example I’ve seen of this was with one of our leading healthcare clients. Our client wanted a pipeline of great sales and leadership talent and they identified key talent as individuals with both leadership capability and mobility. They knew they could invest in these people and that they would get the return because they can move them wherever the business need is at any particular time.

 
 
 

The 7 best questions to ask at an interview

The 7 best questions to ask at an interview

The 7 best questions to ask at an interview Interviews are a two-way street. To really impress an interviewer, you need to come prepared to have an intelligent conversation – and that means coming with well thought-out questions to ensure it’s not just one-way traffic. Asking questions in your interview will not only give you a better insight into the job you’re applying for, but will show your interviewer that you’ve done your homework and have the curiosity and initiative to seek more information. Questions should be tailored to the specific role and company, but here are seven excellent questions you can ask to help make a good impression.

1. Can you describe your ideal candidate?

The more you know about what the company is looking for, the more you can tailor your responses to highlight your skills that best represent this. No matter how polished your CV, it’s not going to make an impact if you can’t match your experience up to the key skills and attributes they are looking for.

 
 
 

How to Use RPO to Drive International Internal Recruitment

How to Use RPO to Drive International Internal Recruitment

The “War for Talent” (McKinsey & Company, April 2001) states that, “Reduced supply of future executives in Europe and US will make the international war for talent more intense.” Internal employees are one of the best talent resources available to help minimize the impact of the “War for Talent”. Hudson’s 20:20 Report: Next Generation Recruitment – Battle Strategies for the Talent War, further backs this up by saying, “As the talent pool dwindles employers must maximize the value of their employer brand ensuring they promote career development opportunities within their organisation.”

Internal employees already have the knowledge of your business, are often “Brand Ambassadors” and their successful relocation can be used as a great example of your business truly investing in its workforce.

 
 
 

Effective Recruitment in the Pharmaceutical Industry

Effective Recruitment in the Pharmaceutical Industry

The pharmaceutical industry has long been considered one of the largest, most enduring and knowledge-intensive sectors in the global economy. However, the pharma industry, like many other sectors, has been affected by the global economic crisis and has been forced to rethink its strategy to remain competitive. As a result, recruitment professionals working in this sector have also had to change their approach to adapt to the needs of this sector.

As NGP’s “Targeting Top Talent” article states, “Human capital is the key to success in any industry – but it is especially relevant to an industry such as the pharmaceutical sector where knowledge is the name of the game”. For those of us in recruitment, we have long known that the scientific, commercial and financial success of any pharmaceutical company is directly related to the competency (knowledge, skill and attitudes) of its employees.

 
 
 
© 2011 - 2017 Hudson Global -- All Rights Reserved
 

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.