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	<title>JCB: On Recruiting &#187; Jason</title>
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	<link>http://jasonblais.com</link>
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		<title>The Lasting Power of Mentoring</title>
		<link>http://jasonblais.com/the-lasting-power-of-mentoring/</link>
		<comments>http://jasonblais.com/the-lasting-power-of-mentoring/#comments</comments>
		<pubDate>Thu, 01 Dec 2011 14:09:44 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[business leadership]]></category>
		<category><![CDATA[global workforce]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[labor market]]></category>
		<category><![CDATA[leadership development]]></category>
		<category><![CDATA[mentoring]]></category>
		<category><![CDATA[mentors]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[workforce demographics]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1492</guid>
		<description><![CDATA[If you&#8217;ve had the chance to read up on the future of the workforce both domestically and globally, you&#8217;re no doubt aware that we are facing a significant shortage of critical skills across nearly all industries. A substantial subset of this trend is the lack of leadership development or succession planning currently in place to <a href='http://jasonblais.com/the-lasting-power-of-mentoring/'>[...]</a>]]></description>
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		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>Organizational Success: People vs. Hedgehogs</title>
		<link>http://jasonblais.com/organizational-success-people-vs-hedgehogs/</link>
		<comments>http://jasonblais.com/organizational-success-people-vs-hedgehogs/#comments</comments>
		<pubDate>Fri, 07 Oct 2011 19:55:12 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[CT]]></category>
		<category><![CDATA[first who then what]]></category>
		<category><![CDATA[good to great]]></category>
		<category><![CDATA[hedgehog concept]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[jim collings]]></category>
		<category><![CDATA[MA]]></category>
		<category><![CDATA[new england]]></category>
		<category><![CDATA[organizational dynamics]]></category>
		<category><![CDATA[people]]></category>
		<category><![CDATA[RI]]></category>
		<category><![CDATA[strategic hr]]></category>
		<category><![CDATA[talent management]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workforce development]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1486</guid>
		<description><![CDATA[Earlier today, I heard someone say that the success of their organization is directly attributed to the people within the organization. If you&#8217;ve read my posts here or elsewhere, you may be surprised to hear that I don&#8217;t necessarily agree with that notion. While I believe that an organization cannot be successful without qualified, engaged, <a href='http://jasonblais.com/organizational-success-people-vs-hedgehogs/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/organizational-success-people-vs-hedgehogs/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Lessons Learned in Talent Acquisition and Management from Successful Organizations</title>
		<link>http://jasonblais.com/lessons-learned-in-talent-acquisition-and-management-from-successful-organizations/</link>
		<comments>http://jasonblais.com/lessons-learned-in-talent-acquisition-and-management-from-successful-organizations/#comments</comments>
		<pubDate>Mon, 26 Sep 2011 22:38:47 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[organizational dynamics]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[strategic hr]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[talent management]]></category>
		<category><![CDATA[workforce management]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1480</guid>
		<description><![CDATA[I&#8217;ve worked in recruitment and employment branding for just about a decade now, and as a Gen X&#8217;er, that covers most of my working life. For most of this time, I&#8217;ve identified myself as an HR Business Partner and Consultant, though as a hiring manager and senior director with a subsidiary of a mid-sized media <a href='http://jasonblais.com/lessons-learned-in-talent-acquisition-and-management-from-successful-organizations/'>[...]</a>]]></description>
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		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>Increase Employee Engagement and Productivity- ALWAYS Disclose Salary Range</title>
		<link>http://jasonblais.com/increase-employee-engagement-and-productivity-always-disclose-salary-range/</link>
		<comments>http://jasonblais.com/increase-employee-engagement-and-productivity-always-disclose-salary-range/#comments</comments>
		<pubDate>Wed, 03 Aug 2011 13:57:35 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[compensation]]></category>
		<category><![CDATA[employment proposition]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[job postings]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[salary]]></category>
		<category><![CDATA[salary range]]></category>
		<category><![CDATA[staffing philosphy]]></category>
		<category><![CDATA[talent acquisition]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1475</guid>
		<description><![CDATA[Disclaimer:  I like and respect the opinions and writings of Bob Corlett on his blog, The Staffing Advisor.  I believe Corlett has tremendous insight and experience combined with a talent for writing succinct, pithy, and relevant content (and here&#8217;s the impending &#8216;BUT&#8217;), but I couldn&#8217;t disagree more with is perspective on whether or not to disclose salary <a href='http://jasonblais.com/increase-employee-engagement-and-productivity-always-disclose-salary-range/'>[...]</a>]]></description>
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		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Business Line Executives, the Real Employment Branding Stakeholders</title>
		<link>http://jasonblais.com/business-line-executives-the-real-employment-branding-stakeholders/</link>
		<comments>http://jasonblais.com/business-line-executives-the-real-employment-branding-stakeholders/#comments</comments>
		<pubDate>Tue, 12 Jul 2011 22:10:51 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[business line leaders]]></category>
		<category><![CDATA[business stakeholders]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[employee performance]]></category>
		<category><![CDATA[organizational dynamics]]></category>
		<category><![CDATA[recruiting budget]]></category>
		<category><![CDATA[strategic hr]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[war for talent]]></category>
		<category><![CDATA[workforce development]]></category>
		<category><![CDATA[workforce management]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1463</guid>
		<description><![CDATA[Not too long ago, I sat down with a business that was looking to utilize an employment branding strategy to develop a strong candidate pool around a specific business line. What was particularly interesting about this meeting, was that the initial conversations weren&#8217;t with HR or Recruiting, but rather the VP and Manager of the <a href='http://jasonblais.com/business-line-executives-the-real-employment-branding-stakeholders/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/business-line-executives-the-real-employment-branding-stakeholders/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>HR LunchBreak: Affecting the VALUE of Your Workforce</title>
		<link>http://jasonblais.com/hr-lunchbreak-affecting-the-value-of-your-workforce/</link>
		<comments>http://jasonblais.com/hr-lunchbreak-affecting-the-value-of-your-workforce/#comments</comments>
		<pubDate>Thu, 07 Jul 2011 16:10:33 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[employee qualifications]]></category>
		<category><![CDATA[employee training]]></category>
		<category><![CDATA[employment assessments]]></category>
		<category><![CDATA[employment screening]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[increaseing profitability]]></category>
		<category><![CDATA[onboarding]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[performance management]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[staffing philosphy]]></category>
		<category><![CDATA[strategic hr]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[workforce development]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1457</guid>
		<description><![CDATA[As an HR professional, do you believe your work affects the value of your organization&#8217;s workforce?  That&#8217;s a bit of a complex question, so please considerate it carefully.  As you muddle through the minutia, or ponder how to develop a more strategic HR department, or approve and reject new employee programs or HR services, do you believe your daily activities and decisions directly <a href='http://jasonblais.com/hr-lunchbreak-affecting-the-value-of-your-workforce/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/hr-lunchbreak-affecting-the-value-of-your-workforce/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Destroying Your Programs to Restore Your Company</title>
		<link>http://jasonblais.com/destroying-your-programs-to-restore-your-company/</link>
		<comments>http://jasonblais.com/destroying-your-programs-to-restore-your-company/#comments</comments>
		<pubDate>Thu, 16 Jun 2011 15:24:05 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[Business Development]]></category>
		<category><![CDATA[Detroit]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[organizational dynamics]]></category>
		<category><![CDATA[staffing reductions]]></category>
		<category><![CDATA[sunsetting programs]]></category>
		<category><![CDATA[workforce management]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1452</guid>
		<description><![CDATA[Okay, so as I&#8217;m writing this, it is occuring to me just how much of my mind and time are focused on issues of human capital and organizational development&#8230; and perhaps it&#8217;s not exactly healthy.  Anyhow, as I read this article about Detroit&#8217;s plan to restore their communities by destroying homes, I couldn&#8217;t help but <a href='http://jasonblais.com/destroying-your-programs-to-restore-your-company/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/destroying-your-programs-to-restore-your-company/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Recruiting Mid-level Employees &#8211; Michael Robinson</title>
		<link>http://jasonblais.com/recruiting-mid-level-employees-michael-robinson/</link>
		<comments>http://jasonblais.com/recruiting-mid-level-employees-michael-robinson/#comments</comments>
		<pubDate>Tue, 14 Jun 2011 17:52:52 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[employment advertising]]></category>
		<category><![CDATA[recruitment marketing]]></category>
		<category><![CDATA[reruiting]]></category>
		<category><![CDATA[talent acquisition]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1448</guid>
		<description><![CDATA[Mid- to senior-level roles require a certain level of training, experience and, ideally, a track record of success. Candidates with these qualifications are typically passive job seekers who may currently be working for a competitor and they need to be convinced to some degree. They will want to understand why your company is the right <a href='http://jasonblais.com/recruiting-mid-level-employees-michael-robinson/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/recruiting-mid-level-employees-michael-robinson/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Employment Branding Castles in the Air</title>
		<link>http://jasonblais.com/employment-branding-castles-in-the-air/</link>
		<comments>http://jasonblais.com/employment-branding-castles-in-the-air/#comments</comments>
		<pubDate>Mon, 23 May 2011 00:00:25 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[business profitability]]></category>
		<category><![CDATA[employee productivity]]></category>
		<category><![CDATA[employment brand]]></category>
		<category><![CDATA[engaged workforce]]></category>
		<category><![CDATA[increased productivity]]></category>
		<category><![CDATA[workforce development]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1442</guid>
		<description><![CDATA[If one advances confidently in the direction of his dreams, and endeavors to live the life which he has imagined, he will meet with success unexpected in common hours&#8230; If you have built castle&#8217;s in the air, your work need not be lost; that is where they should be.   Now put the foundations under them.  -Henry David <a href='http://jasonblais.com/employment-branding-castles-in-the-air/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/employment-branding-castles-in-the-air/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Job Seekers: Age and Experience are Benefits- See the Poll!</title>
		<link>http://jasonblais.com/job-seekers-age-and-experience-are-benefits-see-the-poll/</link>
		<comments>http://jasonblais.com/job-seekers-age-and-experience-are-benefits-see-the-poll/#comments</comments>
		<pubDate>Tue, 26 Apr 2011 11:51:20 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[JobSeekers]]></category>
		<category><![CDATA[ageism]]></category>
		<category><![CDATA[baby boomers]]></category>
		<category><![CDATA[career choice]]></category>
		<category><![CDATA[job hunting]]></category>
		<category><![CDATA[job seekers demographics]]></category>
		<category><![CDATA[labor market]]></category>
		<category><![CDATA[older workforce]]></category>
		<category><![CDATA[organizational dynamics]]></category>
		<category><![CDATA[staffing philosphy]]></category>
		<category><![CDATA[workforce management]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1440</guid>
		<description><![CDATA[ Job Seekers over the age of 45 take note- being older in the workplace can truly be an asset.  I&#8217;ve been working with job seekers for years, and the fear of age discrimination is one of the most prevalent concerns for both younger and older job seekers.  The way to overcome any negatives associated with <a href='http://jasonblais.com/job-seekers-age-and-experience-are-benefits-see-the-poll/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/job-seekers-age-and-experience-are-benefits-see-the-poll/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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