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Tips for Contacting a Hiring Manager After Your Interview

Tips for Contacting a Hiring Manager After Your Interview

You've just completed a job interview and you walk out of the office thinking, "Nailed it!"

So what happens next when you're working with a recruiter?

In the past, applicants were advised to simply sit back and wait for a phone call from the hoped-for employer. These days, there are several proactive steps you can take to remain "top of mind" with the hiring manager, which is precisely where you want to be.

The key point to remember is that all post-interview activities should go through your IT recruiter — not the person who interviewed you. Why? Because your recruiter is in the best position to know the most appropriate methods of staying in touch.

 
 
 

Hire a Veteran: Roadblocks and Solutions to Supporting Vets

Hire a Veteran: Roadblocks and Solutions to Supporting Vets

Call it a case of good intentions: While the idea of supporting vets by adding them to your employee pool sounds great, it doesn't always come to fruition. Whether it's more qualified applicants, scheduling issues, or simply a poor fit, while you might hope to hire a veteran, it's sometimes hard to follow through. Still, if you're dedicated to making sure vets have a place in your company, there are ways to increase the chances of adding the right people to your team and hiring veterans.

Hiring Roadblocks
One of the issues facing companies hoping to hire vets is simply that of a rapidly moving job market and veteran job-seeking knowledge. Veterans are not aware of the opportunities that are in the marketplace. The jobs in the IT industry move fast; by the time a job is posted and searched for, it could be filled by someone relatively quickly due to a high demand of IT professionals.

 
 
 

Recruitment Process Outsourcing in 95 Seconds

Recruitment Process Outsourcing in 95 Seconds

What is RPO? Sure everybody knows what “recruiting” is, and they know what “outsourcing” means, but do you really understand the full benefits of an RPO solution?

 
 
 

Top Pitfalls to Avoid when Implementing an RPO Solution

Top Pitfalls to Avoid when Implementing an RPO Solution

You've chosen your RPO partner by assessing their performance, track record and potential as a long term partner. After determining that your culture and values align, you negotiated competitive commercial terms and finally signed on the dotted line. You're ready for the smooth launch of your new RPO program!

However… in reality it's not until solution implementation that you can truly assess your RPO partner. Implementation is the barometer of success for the overall RPO solution. Get the solution started on the right track by reducing risk and avoiding some of the common pitfalls associated with implementing change programs:

 
 
 

Hiring Manager Skills Impact Quality of Hire

Hiring Manager Skills Impact Quality of Hire

In the Hudson RPO/SharedXpertise Hiring for Success report, the vast majority (97%) of firms surveyed admit that measuring quality of hire is important, but remarkably more than two-thirds (69%) have not implemented a plan to do so.

The bottom line: if you want to improve productivity and reduce turnover costs, you must focus on hiring quality.

 
 
 

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.

 
 
 
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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.