By Michael Beygelman
As seen in HRO Today magazine

You come out of an executive meeting where it was collectively agreed that your company’s current recruitment process, model, or infrastructure is not effectively supporting the needs of its business units. You are charged with coming up with a solution or a remediation strategy.

Thinking that everyone in your decision-making group is on board, you contact third-party recruitment service providers for proposals. While this might ultimately be the most appropriate strategy, hard data is needed to support each stake-holder’s unique decision-making process.

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