recruiting strategy

Last year, I was contacted by the VP of R&D of a medical device company who was growing his team and was looking for recruiting assistance.  After discussions and due diligence, he decided to work with us on an exclusive basis.

Medical Device and Diagnostic Industry (MDDI) Magazine's Medtech Executive (MX) publication published an article from RG Search Principal and recruiter Andy Rouse about winning the war for talent.  You can read the full article

If you're a hiring manager and have ever needed hard-to-find talent, chances are you have worked with a recruiter, and if you have -- I sincerely hope it has been a good experience.

I've heard anecdotes from my clients about experiences with recruiters ranging from stellar to disastrous. If you are one of the unfortunate people to have had a bad experience, or you just want to be proactive and ensure your recruiting success, well, this post is for you.

If I conducted a survey of my clients for whom I recruit asking them what they would say is the most daunting part of the overall recruiting process, I'd predict that 9 of 10 would say finding, or sourcing, the A-player candidates.  To most hiring managers, this process is a necessary evil – and most have had bad experiences with it...but planned and executed well, sourcing can position your organization to be exceedingly successful.