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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.

 
 
 

Top tips for effective networking

Top tips for effective networking

The importance of networking can’t be overstated; it’s one of the best ways to find out about job opportunities and is crucial for any career-minded professional. But it’s something that seems to come naturally to some, but not to others.

If you’re one of those people who finds networking difficult, here are some suggestions to get you connecting like a pro.

Online

The Internet is teeming with opportunities to put your best foot forward and meet those doing the same. Online forums are a digital goldmine of networking prospects so it’s a great idea to join online professional groups and industry-specific discussions.

Creating a website, blog, Facebook business page or similar will allow people to get to know you and connect with you through engagement tools such as comments, likes and shares. When your connections share your content with their connections, it essentially expands your network by proxy.

 
 
 

6 easy things that many job seekers fail to do

6 easy things that many job seekers fail to do

There are plenty of life hacks when it comes to job hunting, and if you’re a job seeker you need to take advantage of them. They’re easy, and they may be obvious, but they’re also effective. Here are some of the simple steps you can take towards job seeking success.

Update your LinkedIn profile

In today’s connected world, a LinkedIn profile is an absolute must for any professional – especially one who’s looking for work. A complete, up-to-date and well thought out profile will give employers insights that aren’t necessarily available through your resume, including endorsements and recommendations. You will also be accessible to recruiters who use LinkedIn to search for and specifically target talent, so ensure your profile is detailed and updated. When you update your profile your connections will receive notifications, and that will help keep you front-of-mind.



 
 
 

Time to make your next move?

Time to make your next move?

Overworked, underpaid. Challenged or motivated? The economy is picking up, and our view from the recruiter's chair is a positive one for candidates.

As recruitment budgets thaw, job seekers will have more power when choosing that next role, having the tools at your fingertips to research the values, employees and opinions of your prospective companies well before the interview stage. But how will you define your decision criteria for your next move?

Our advice is simple. Think carefully about what’s important to you. For many candidates salary is no longer the main driver, with many of our job seekers looking for career progression and development, project innovation and technical challenge as the next step. Strong Employer Brands are also topping the wishlist for job seekers. Businesses are becoming increasingly transparent so take the time to visit their website, social media feeds and employer recommendation sites like Glass Door. It’s never been easier to access information on your prospective employer so take advantage of the opportunity.



 
 
 

Recruitment Process Outsourcing (RPO) and the Engineering Industry

Recruitment Process Outsourcing (RPO) and the Engineering Industry

Engineering, utilities and energy are all sectors which are bucking the trend in these gloomy economic times. Whether it's a career in automotive, technology/electronics, nuclear, renewable energy or oil and gas, being an engineer is probably the safest job with the best career opportunities currently available anywhere. However, perception and severe under investment in previous generations of talent has resulted in a major global skills gap.

 
 
 

Building Talent Communities: 5 Lessons from the Frontline

Building Talent Communities: 5 Lessons from the Frontline

Search for the term ‘Talent Communities’ on Google and you’ll find scores of articles with a variety of definitions and opinions. The inexorable rise of social media over the last ten years generated the idea of social recruitment which informed the notion of talent communities.

There is no denying it’s a hot topic in recruitment but few practitioners are taking talent communities from concept to reality at the current time.

As part of our service offering to our client (Australia’s largest energy provider), Hudson RPO has been building a number of communities in niche industries where talent is scarce and the roles are critical to the company. Here are the top five lessons we’ve learned.

 
 
 

The Use of CRM in Talent Pipelining

The Use of CRM in Talent Pipelining

Smart companies don’t wait until they have a need to hire to begin recruiting talent. Building a talent pipeline, or a database of qualified individuals you can quickly connect with when a hiring need arises, is a mark of an excellent recruitment philosophy. It is the proactive approach to recruiting that is vital to be successful.

A Candidate Relationship Management (CRM) system is an excellent tool to assist with this problem and so many more obstacles we come across in finding talent. Leveraging a CRM in combination with talent pipeline methodology is a competitive advantage necessary in today’s world.

We always strive to have prospects ready and waiting when an opening occurs within our organization. Leveraging a CRM is a way to organize your contacts, learn more about a prospective candidate, let the prospective candidate learn know more about you, and increase your chances of hiring the right individual faster.

 
 
 
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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.