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3 Questions Every Employer Should Ask in a Job Interview

3 Questions Every Employer Should Ask in a Job Interview

Identify Candidates With Cultural and Motivational Fit

Candidates today are increasingly prepared for classic interview questions. To find out what you really need to know you may need to ask a few unusual questions.

Most employers today are not trained interviewers yet they need to make decisions about talent that will define either the success or the failure of their teams.

In today’s market roles are becoming increasingly specialized and organizations are arming themselves by ensuring that their candidates, whether they’ve come through a recruitment agency or their own interview process, have the right skills and competencies for the role.

 
 
 

What Recruiters Look For When Meeting New Job Candidates

What Recruiters Look For When Meeting New Job Candidates

How To Make Yourself Stand Out As a Job Candidate To Recruiters

A great suit? A strong handshake? What are recruiters really looking for when they meet you? What they’re looking for is you. Not the “you” in your resume but the other one. The one with motivations, successes, strengths and weaknesses. The real, authentic you.

Of course they’re looking for the basic essentials: your skills, experience and whether these are a good match for the current opportunities they have available. But much of this can be gauged from reading your resume or LinkedIn profile. What recruiters really want is the information that lies beyond that, the elements that have a much greater bearing on recommending you for a role.

 
 
 

Predictive Talent Pooling – Setting the Groundwork through Candidate Relationship Management

Predictive Talent Pooling – Setting the Groundwork through Candidate Relationship Management

Reaching out to the best professionals in your industry is a great opportunity to build your brand as an employer. But the reality is that in-demand candidates are often in multiple talent pools.

Regular, strategic, high-quality content will warm talent to your company.

Hudson takes a structured approach to candidate relationship management that varies depending on the role type. A senior executive earning a high salary will have different expectations, for example, than a young but high-potential sales representative.

 
 
 

Use Predictive Talent Pooling to Strengthen Your Employer Brand

Use Predictive Talent Pooling to Strengthen Your Employer Brand

Create A Value Proposition To Attract High Quality Candidates To Work With You, Not For You

Most businesses are in the midst of a workforce redesign to empower newer, more nimble business models. The HR team must anticipate and keep pace with ongoing business innovations while driving leading-edge talent solutions to meet changing workforce needs and challenges.

Predictive talent pooling provides a hiring approach that blends strategic sourcing, talent pooling and predictive data tools to hire better people in less time and at less expense while meeting many of the newly designed workforce demands.

 
 
 

Silicon Slopes, Utah: A Booming Place for Tech and Entry-Level Jobs

Silicon Slopes, Utah: A Booming Place for Tech and Entry-Level Jobs

U.S. venture capital firms wrote $12.1 billion worth of checks for U.S. startups in the first quarter of 2016, according to a PwC and NVCA MoneyTree report based on data from Thomson Reuters. About 40 percent of that sum went to young companies in the Bay Area, but some of the biggest deals in the first quarter of 2016 went to companies in other growing technology communities. One of those deals was with Domo, a business software startup based in American Fork, Utah, which added $131 million to its assets so far this year laying the groundwork for an initial public offering.

Domo’s Founder and CEO, Josh James, is also the brainchild behind the term “Silicon Slopes,” referring to the cluster of information technology, software development, and hardware manufacturing and research firms along the Wasatch Front, which includes Salt Lake City, Utah Valley, and the Ogden-Clearfield region.

 
 
 

Using Analytics and Strategic Sourcing to IdentifyThe Most Qualified Job Applicants

Using Analytics and Strategic Sourcing to IdentifyThe Most Qualified Job Applicants

Finding The Right Candidate Is Easier And Faster With Predictive Talent Pooling

More than ¾ of executives state that people analytics are a priority, and more executives are recognizing the influence HR initiatives have on the organization. In fact in 2016, 51 percent of companies correlate business impact to HR programs, a 13 percentage point increase over 2015.

Predictive Talent Pooling incorporates strategic sourcing methods to identify desired talent for specific pools. Candidates within the pools are then tracked to monitor more than 6,000 different data points from publicly available data sources (including social media, public job boards and licensed data sources) that indicate job seeking behavior activity. Candidates’ job seeking activity levels are measured, thereby indicating who is more likely to respond to your outreach.

 
 
 

The Value of Pre-Hire Assessments for Filling Sales Roles

The Value of Pre-Hire Assessments for Filling Sales Roles

Sales Roles Are Among The Hardest Jobs For Companies To Fill

Drawing top-quality talent to fill sales positions from entry-level to C-level is, for many companies, a pressing and ongoing challenge. According to a 2014 report from Harvard Business School’s U.S. Competitiveness Project, technical sales and sales management positions are among the hardest jobs to fill. Because of the tight talent pool, decision makers can feel rushed to make hires and sometimes depend upon their “gut instinct” when deciding which candidates to bring on board.

However, with competition for sales positions so intense, it is especially critical to assess talent before hiring in order to avoid mis-hires, which can throw off growth capabilities and be exceedingly expensive to businesses.

 
 
 

Predictive Talent Pooling – 10 Tips for Getting It Right In The Recruiting Process

Predictive Talent Pooling – 10 Tips for Getting It Right In The Recruiting Process

Most businesses are in the midst of a workforce redesign to empower newer, more nimble business models. The HR team must anticipate and keep pace with ongoing business innovations while driving leading-edge talent solutions to meet changing workforce needs and challenges.

Predictive talent pooling provides a hiring approach that blends strategic sourcing, talent pooling and predictive data tools to hire better people in less time and at less expense while meeting many of the newly designed workforce demands.

 
 
 

Predictive Talent Pooling: A New Approach to a New Type of Workforce

Predictive Talent Pooling: A New Approach to a New Type of Workforce

According to Deloitte’s 2016 Global Human Capital Trends Survey, 90 percent of business leaders in North America and 92 percent in Latin America rate “Organizational Design” as their top human capital-related priority. The results are strikingly consistent across industries.

This organizational redesign trend is driven by new business models that require organizational flexibility such as the

  • Rise of virtual workers and mobile project teams
  • Departure from functional departments to more product- and customer-centered structures
  • Need for Gig Economy contingent, contract and part-time workers for special projects
 
 
 
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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.