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The 8 Most Common Workforce Planning Pitfalls to Avoid

The 8 Most Common Workforce Planning Pitfalls to Avoid

Getting Workforce Planning right requires a smart balance of technology tools, scenario planning, advanced analytics and strategic insight.

First and foremost, for Workforce Planning to achieve its purpose, the CHRO/VP of HR either needs to have a seat at the strategy table or be kept informed about important business initiatives at their inception. Executive leadership knows where it wants to grow the business; the CHRO must be perceived as a chief ally in carrying this out.

 
 
 

Scary Interview Stories to Tell In the Dark… from Our Recruiters!

Scary Interview Stories to Tell In the Dark… from Our Recruiters!

During a recruiter’s career, the recruiter will meet and interview a wide range of different personalities. While most candidates are professional, every so often a candidate does or says something in an interview that is downright bone-chilling (to a recruiter, at least!)

With Halloween fast approaching, we asked some of our recruiters to recount their most frightful tales of interviews gone wrong.

The Great (Gas) Pumpkin
One recruiter told us a ghastly yarn about a candidate who promised she’d be right with her...as soon as she completed her errands. According to our recruiter…

 
 
 

Workforce Planning Data: What Do You Need?

Workforce Planning Data: What Do You Need?

When it comes to workforce planning data,the key is to avoid getting overwhelmed, get what you can get, and use that as a launching point. At the beginning, it’s unlikely you’ll have every piece of data or analytics you need, but you can use what you have, create the plan, activate the plan, gather more data as you go, and adjust as necessary.

Workforce plans are always meant to be living and breathing documents. The market will change, business objectives will change, but without any sort of workforce plan the business will always be in reactive mode.

 
 
 

Workforce Planning Process: Types of Plans & Team Members Needed

Workforce Planning Process: Types of Plans & Team Members Needed

When kicking off the workforce planning process, you’ll need to understand the typical types of workforce plans and the team members needed for buy-in and successful outcomes.

There are 2 types of workforce plans.

1. Strategic Workforce Plan: aligns to the 3-5 year business plan. Today 3-year plans are more common than 5-year.

2. Operational Plan: aligns to the 12-18 month recruitment forecast.

 
 
 

Workforce Planning Tools: The 5 Step Method for Building a Commercial Case for Workforce Planning

Workforce Planning Tools: The 5 Step Method for Building a Commercial Case for Workforce Planning

The first item in your workforce planning tool kit should be the method for building the commercial case to get buy in from the CEO and senior leaders. You’ll need to identify a revenue-generating role that is regularly filled and show the financial value of filling that role faster.

The quick 5-step method for building a commercial case for Workforce Planning:

Step 1 – Select a handful of roles for which you can measure the value of 30 days of revenue-generating work. Likely these will be sales roles.

 
 
 

The Triggers & Benefits of a Workforce Plan

The Triggers & Benefits of a Workforce Plan

When is it time for a Workforce Plan, and what is the expected ROI?

It’s important to understand that a proper Workforce Plan requires a smart balance of technology tools, scenario planning, advanced analytics and strategic insight.

Most organizations are accustomed to recruiting on an ad hoc basis—filling a vacant position or hiring a volume of people when the need arises. There is nothing wrong with this process, as long as the availability of talent far outpaces the demand. This is typically not the case, however.

 
 
 

How To Close An Interview Successfully

How To Close An Interview Successfully

When you’re closing an interview, it’s your last opportunity to ask questions, show enthusiasm, and make a positive impression. A job interview isn’t only about the interviewer determining if you are right for the company. It is also your chance to discover if the company is a right match for you.

However, be sure you don’t burn any bridges if this job isn’t for you. You never know what other positions might become available at the company that could be just the right fit. You’ll want the interviewer to have the best impression of you as possible.

 
 
 

Troubleshooting Job Interview Mistakes & Handling Tough Questions

Troubleshooting Job Interview Mistakes & Handling Tough Questions

Over the course of a professional career, most people will apply for several new positions with new companies – and, most will make some job interview mistakes that we regret. If you realize you’ve fumbled, first off, don’t panic – it happens to the best of candidates. Then frankly acknowledge that you probably didn’t provide the information the interviewer was seeking and ask if you can answer the question again. If you’re drawing a mental blank it might be best to just allow the interview to end and, if it’s feasible, email the interviewer later with the response clarification.

Remember, “It's not how we make mistakes, but how we correct them that defines us.”

 
 
 

How To Sell Yourself In A Job Interview

How To Sell Yourself In A Job Interview

We surveyed our recruitment experts and asked how can a candidate best “sell” himself or herself during the job interview. Here is their advice…

“So many people out there have no idea what they want to do for a living, but they think that by going on job interviews they’ll magically figure it out. If you’re not sure, that message comes out loud and clear in the interview.” -- Todd Bermont, Business Leader & Author

 
 
 

Hudson Featured As One Of The Top 25 Most Socially Engaged Companies in Recruitment

Hudson Featured As One Of The Top 25 Most Socially Engaged Companies in Recruitment

Hudson has ranked #4 in the world on LinkedIn’s 2015 list of 25 Most Socially Engaged Companies in the Recruitment Industry.

The winners were announced October 7 at Social RecruitIn London, an industry conference for search and staffing professionals whereby attendees share best practices, prized insights and top trends in the recruitment industry.

To come up with the rankings, LinkedIn looked at a range of metrics including social reach, employee engagement and interactions, talent brand and content marketing power on LinkedIn. Company Page followers, employee activity on LinkedIn, and use of company status updates were key factors in driving social engagement.

 
 
 
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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.