Follow Hudson on Twitter

Site Search
 
 
 

3 critical things you need to think about before your next hire

3 critical things you need to think about before your next hire

If your organization is about to embark on a new candidate search, there's probably already a long list of things you have to think about.

Budget, jobs boards and job descriptions are just some of the things on your mind – that's without even thinking about how you manage the person leaving their post.

But there are three critical things you need to consider above anything else. Before you take your first step, make sure you think about the following...

 
 
 

Social Media Recruiting: Get Creative for Effective Hiring

Social Media Recruiting: Get Creative for Effective Hiring

Recruiters’ use of social media to attract candidates has grown rapidly in the past few years. In a 2016 study, the Society for Human Resource Management found 84 percent of organizations surveyed used social media recruiting, with an additional 9 percent planning to use it.1 But this widespread adoption of social media in recruiting has caused a problem: talent inundated with job postings on their timelines and feeds. The flood of open positions is so great, many candidates simply scroll right past what could be the perfect job.

It’s no longer enough to simply use social media. Recruiting on these platforms must be targeted and creative in order to reach top candidates and capture their attention so they’ll click through to that job posting.

 
 
 

Why Marketers Must Focus on the Employer Brand Too

Why Marketers Must Focus on the Employer Brand Too

There are many routes by which a company’s brand reaches consumers, but one that is often ignored by Marketing Departments is the employer brand. The impression a company makes on prospective, current and former employees goes beyond influencing a person’s decision to join or stay with a company. It also impacts the bottom line.

The average person does not distinguish between the employer brand and the consumer brand. Employer brand experiences affect a person’s perception of the consumer brand, which influences buying decisions. Just like poor consumer experiences, many people are happy to share their disappointing candidate tales through word of mouth and social media.

 
 
 

4 signs you're about to make a bad career decision

4 signs you're about to make a bad career decision

Some career decisions are straightforward, others not so much.

Sometimes what's best for your career can be tough to determine when you're faced with a difficult choice—whether it's leaving a company or staying onboard.

Here are 4 signs you're about to make the wrong decision..

1. You're desperate

It's an uncomfortable feeling being stuck at a company you hate – a place where you feel undervalued, underpaid and overworked. But sometimes your exit route isn't always a good one.

 
 
 

How do you support your new executive hire? Here are 3 points you should consider...

How do you support your new executive hire? Here are 3 points you should consider...

No matter their level, starting at a new company can bring up many conflicting emotions for most new employees.

On the one hand, they’re eager to get started and prove themselves, bringing a wealth of capability and experience to hit the ground running.

On the other hand, there will be natural concerns and anxiety around their cultural fit, not to mention the weight of everyone’s expectations.

Research shows Day 45 is the most common day for a new employee to resign. How will you retain your top talent?

 
 
 

Hiring for cultural fit: why managers find it so hard and get it wrong so often

Hiring for cultural fit: why managers find it so hard and get it wrong so often

I’m sure we can all think of a time we’ve worked with someone who wasn’t a good cultural fit. For hiring managers, you might even think of a specific person who you hired with high expectations only to discover that person was a square peg for a round hole in your organization.

I’ve heard of a case where only three weeks after starting, the new hire decided that the role and the company wasn’t what she wanted. She didn’t share the values, nor did she feel challenged in her role. Yet when she was hired, she had the perfect resume, interviewed well and what she said seemed to point to the fact that she wanted to work for the organization.

 
 
 

Where do we find the leaders of the future?

Where do we find the leaders of the future?

Leadership is the number one issue organizations around the world face today.

85% of companies surveyed by a team at Deloitte rated the issue as “urgent or important” – more so than things like talent acquisition, retention and engagement. But less than 15% of those same companies could say they did an excellent job of developing global leaders.

The report went on to surmise that “the capability gap for building great leaders has widened in every region of the world.”

 
 
 

How to Calculate the Cost of an Unfilled Role

How to Calculate the Cost of an Unfilled Role

Imagine a bustling coffee shop where an employee leaves for a new position, and the manager delays filling the role. Other employees shoulder the workload as best they can, but the wait for orders increases, lines grow longer and customers walk away. If the job remains unfilled, loyal customers will inevitably take their business elsewhere, and tired employees will seek new positions at adequately staffed businesses.

In this scenario, the repercussions of this unfilled position are clear. The manager can see customers walking out and observe employee burnout. For many companies, the consequences are more subtle but no less serious.

 
 
 

The 2017 Jobs Outlook for Washington, D.C.

The 2017 Jobs Outlook for Washington, D.C.

Whether you’re an executive at a Washington, D.C. business in need of a recruitment strategy or a candidate looking for a job, it’s important to understand the realities facing your industry. Here we’ve gathered the most recent news and predictions for hiring and employment in Washington, D.C.:

The Washington metro area has seen growth in private sector jobs over the past few years, making it less dependent overall upon federal spending. Between 2010 and 2013 the region experienced a decline in U.S. government spending, followed by growth in 2014 and a decline once more in 2015.1

 
 
 

What matters most to candidates during the application and interview process, broken down by age

What matters most to candidates during the application and interview process, broken down by age

To help recruiters fine-tune their hiring, in Hudson/HRO Today’s Global Candidate Study, we asked candidates: “How important is the organization's job application and interview process in your decision to join the company?”

The job application process is often the first impression a company makes upon a candidate. The experience communicates whether the company is technologically savvy, straightforward and responsive, or simply lacks respect for the candidate’s time.

In an employee-centric market, candidates are less likely to tolerate a cumbersome job application and interview process.

 
 
 
© 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.