These RPO stories will make you rethink your talent strategy
Following a previously unsuccessful approach with another vendor, Saint-Gobain were keen to secure an RPO provider who could work in seamless collaboration with their existing in-house team, supporting permanent hiring across 20 sites in the UK and Ireland.
Prior to the appointment of Hudson RPO, Toyota did not have a formal recruitment process in place. A first-generation RPO engagement was carefully tailored and implemented to suit their hiring needs.
For many years, Sharp had relied on traditional recruitment methods, but this approach was costing the business more than £750,000 per annum. Seeking a more efficient and cost-effective solution, Sharp’s senior leadership team decided to switch to recruitment process outsourcing (RPO) to fill more than 270 new roles across Europe.
PayPoint had an offsite RPO provider in place, but came to realise that their small HR team could be more effective with the support of an onsite partner. They sought an onsite RPO partner who could help manage recruitment outsourcing, influence daily decision making, and provide recruitment consultancy and strategy advice.
Webroot were keen to secure a dedicated RPO provider who could solve their recruitment challenges. They wanted to reduce agency spending and lower time to hire (TTH). Hudson RPO delivered, achieving 100% hiring manager satisfaction. Read more to learn how.
2 Sisters Food Group turns over £3 billion per year as a leading food manufacturing company. Despite its large size, the company lacked a centralised talent acquisition function. Hiring had become fragmented across 43 sites, with a heavy reliance on outside agencies and little cost control.
With flexibility a necessity, senior executives at Caterpillar sought a custom recruitment outsourcing model. The model needed to be capable of supporting lower-volume periods, in anticipation of more significant hiring in future. Caterpillar’s partner also needed to expertly source local candidates, particularly since expat salaries exceed local market rates.
A large Australian global investment banking and diversified financial services group sought an RPO partner to support its worldwide hiring of niche, market-leading roles. In EMEA, the company needed a flexible team to support a high volume of UK-based vacancies, and to fuel expansion into new European markets.
The client hires top economists, but given the organisation’s private nature, they had struggled with employer brand awareness among candidates. With that in mind, they wanted to modernise their recruiting process and update their panel-style hiring. And, like many top organisations, they sought to continuously improve diversity and representation.
A global pharmaceuticals company sought a collaborative partner with the ability to provide a high-touch solution and expand globally. Executive leadership required an optimised solution designed for their EMEA workforce, yet powerful enough to serve as the success blueprint for other geographies.