Follow
Site Search
 
 
 

What's the one thing the HR Director of the future will need?

What's the one thing the HR Director of the future will need?

At Hudson, we talk a lot about transformation.

We talk about organizational structures being dismantled. We talk about conventional, silo-based teams and systems becoming obsolete. We even talk about traditional roles in a company being thrown out the window.

Naturally, in all this talk of tearing up the rulebook in the new world of work, people wonder what this will mean for their role.

 
 
 

Three tips for leading a multinational team to success

Three tips for leading a multinational team to success

The way we work together is changing. Globalization, expansion into new markets and flexible workplaces require diverse teams of people working together: virtual teams, cross-border teams, matrixed organizations.

Working with people you do not see – or who live in a different time zone, or think, talk, feel or act differently from you – can make even simple tasks difficult.

From my discussions with managers, most see the value of diversity to avoid group think. However, when it comes to working together, it is often easier to see how we are different, rather than how those differences can be harnessed.

 
 
 

Best Practices in Talent Acquisition Reporting and Metrics

Best Practices in Talent Acquisition Reporting and Metrics

Talent acquisition metrics, analytics and reporting are all crucial to successful recruiting. But for many busy HR professionals, understanding, analyzing and using recruitment metrics to improve their businesses can be overwhelming and more than a little confusing. As a result, many organizations collect and report metrics because they know they should, but they stop short of extracting insights that can improve hiring.

While scores of valuable recruiting metrics exist for specific industries, for C-suite hiring, or for large-scale talent acquisition, there are a few core metrics that benefit all companies. Read on to learn the best practices for these key recruiting metrics:

 
 
 

Top Signs It’s Time to Leave Your Job

Top Signs It’s Time to Leave Your Job

Here are a few signs that could mean it’s time to leave your job: You have awesome colleagues, but you’re just not that into your work. You love your company, but have been passed over for multiple rounds of promotions. Whenever you browse job listings, you’re filled with excitement you never feel at work.Alternatively, these could be wake-up calls that you need to shift your mindset at your current workplace. Read on to understand the definitive signs you should look for a new job.

You Dream of Leaving…Constantly – Everyone imagines moving on to greener pastures occasionally, and few jobs are without their downsides. But if you grumble about your job at the end of every day, explore job listings non-stop, and fantasize about telling your bosses what they can do with your job, it’s time to explore your options—before you burn any bridges.

 
 
 

AI and the workforce: What skills will your organization need?

AI and the workforce: What skills will your organization need?

We are on the brink of yet another technological revolution; self-driving vehicles will dominate the roads, artificial intelligence (AI) will diagnose medical conditions, and half-hour long rocket rides from London to New York will (supposedly) be available beginning in 2022.

Our workforce will be a part of this transformation, with machine learning and AI innovation improving workplace productivity, accuracy and output across the board.

Of course, this also means a number of key responsibilities and roles are under threat. In theory, most roles follow a similar process: first you gather data, then you analyze it and interpret the results; and finally you recommend a course of action and implement it.

 
 
 

How to Find Your Second Career

How to Find Your Second Career

Changing careers is exhilarating and daunting whether you are stepping slightly outside of your professional comfort zone or completely reinventing yourself. Without a plan of action, it is easy to dream about a second career while taking no meaningful steps towards making it a reality. But with some targeted soul searching, honest accounting, and hard work, you can jettison the status quo job and launch a satisfying new career in your 30s, 40s, 50s or later. Here’s how:

The Research and Discovery Phase – This is the period where you’ll take a deep look at your personality type, your hard and soft skills, the types of jobs that excite you, and any education required to pursue these positions. Keep a dedicated career change journal and brainstorm for a few weeks or months.

 
 
 

Simple Ways to Improve Your Candidate Experience

Simple Ways to Improve Your Candidate Experience

It’s helpful to think of the candidate experience as the Golden Rule of hiring. Treat job candidates as you would like to be treated at every step of the hiring process and you foster goodwill towards your organization, whether or not you offer them the role. According to a 2017 candidate experience survey by CareerBuilder, 78 percent of candidates believe their experience is an indicator of how the company values its employees.

But just as the Golden Rule all too easily slips through the cracks—standstill traffic or slow grocery store lines prove this time and again—the candidate experience can get a bit rough around the edges during a hiring push, or when your HR department is overtasked.

 
 
 

How to become a people manager when you haven’t managed before

How to become a people manager when you haven’t managed before

After a few years in junior to mid-level roles, you may reach a point when you want to become a people manager.

Yet how do you demonstrate your management capabilities when you do not have actual experience managing a team?

Even without past management involvement, the important thing is that you have the capabilities that managers need in their day-to-day role.

This isn’t just about practical skills such as time management, goal-setting and having difficult conversations.

 
 
 

Alternatives to layoffs: managing workforce change

Alternatives to layoffs: managing workforce change

In Japan there is a term called mottainai, which expresses regret when something good is wasted. Environmentalists, who follow the mottainai philosophy, look to the four Rs of Reduce, Reuse, Recycle and Repair in all aspects of life.

When it comes to employee outplacement, another form of mottainai: is the waste of talent that can occur when companies do not proactively manage their workforce. When time is tight and with the imperative to cut costs or patch crucial talent gaps, companies often feel they have no choice but to do it reactively – wasting resources, in-house talent and hard-won morale.

Hudson avoids mottainai in the context of managing workforce change by using another principle of four Rs:

 
 
 

Job Hopping and Hiring: How to Get Job Hoppers to Stay

Job Hopping and Hiring: How to Get Job Hoppers to Stay

Job hopping is when employees change jobs within a year or two, usually more than once. It’s a trend strongly associated with Millennials, and as the demographic recently became the largest in the workforce, job hopping is here to stay. A 2016 Gallup survey found that six in 10 Millennials always have their radar up for new job opportunities.

As a recruiter or hiring manager, it is all too easy to focus on the negatives of job hopping: it can feel as though the majority of your existing employees have a foot out the door, and prospective hires lack the commitment to hang around. But the trend is both more complicated and more positive than at first glance.

 
 
 

Phone

© 2011 - 2017 Hudson Global -- All Rights Reserved
 

HUDSON

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. 

Hudson is an equal opportunity employer committed to diversity and inclusion.  We welcome applications from all qualified individuals.

Hudson souscrit au principe d’équité en matière d’emploi et favorise la diversité et l’inclusion. Nous acceptons les demandes d’emploi de toutes les personnes ayant les compétences requises.