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Let’s work backwards from your ideal start date (2nd January 2015) Now consider a candidates notice period (3 months? 1 month? 6 months?) Consider your internal process, (how many interviews, the diaries of those involved, time to sort out offers and contracts). Next your head-hunters process (approximately 4-5 weeks for the identification, engagement, and full

  Preston Brook based Headhunters RMG are forging ahead with their 2015 strategic investment plans, Autumn has seen the arrival of four new recruits and the implementation of an outstanding new technology platform designed to enhance the long term value delivered by RMG’s selected candidates.   Jill Evans re-joins RMG after seven years, in the


  With the night’s drawing in and leaves falling off the trees, you would be forgiven for feeling slightly downhearted – but do not fear!  Many of our clients in healthcare are feeling very positive, forecasting growth for 2015, and putting plans in place to keep driving their businesses forward.  There has been a surge


    RMG are pleased to announce we are now members of the Medilink community - Medilink is the professional association for the healthcare sector .  For nearly two decades Medilink has been providing specialised business support to health technology companies around the country through personal consultations, site visits, business meetings and events. RMG are

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  We hope the previous article – “Hire on Competence, Fire on Attitude” – sparked some thoughts regarding the need to address behaviours as well as competencies when recruiting key positions for your business. Now, consider the question of… “When you recruit, how do you measure attitude and behaviour?” If your answer is along the

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