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	<title>JCB: On Recruiting &#187; hiring</title>
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	<link>http://jasonblais.com</link>
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		<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>
		<wfw:commentRss>http://jasonblais.com/increase-employee-engagement-and-productivity-always-disclose-salary-range/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Hiring People Who Can Handle Ambiguity « The Staffing Advisor</title>
		<link>http://jasonblais.com/hiring-people-who-can-handle-ambiguity-%c2%ab-the-staffing-advisor/</link>
		<comments>http://jasonblais.com/hiring-people-who-can-handle-ambiguity-%c2%ab-the-staffing-advisor/#comments</comments>
		<pubDate>Fri, 08 Apr 2011 12:49:24 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[ambiguity]]></category>
		<category><![CDATA[core competencies]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job descriptions]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[screening applicants]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1402</guid>
		<description><![CDATA[This post: Hiring People Who Can Handle Ambiguity « The Staffing Advisor, does a great job providing simple and effective tips to uncovering an applicants ability to handle ambiguity.  While not going into too much detail about the value of these folks, it&#8217;s an excellent and quick read. From my vantage point, it seems that <a href='http://jasonblais.com/hiring-people-who-can-handle-ambiguity-%c2%ab-the-staffing-advisor/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/hiring-people-who-can-handle-ambiguity-%c2%ab-the-staffing-advisor/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Recruiting is NOT Consumer Marketing</title>
		<link>http://jasonblais.com/recruiting-is-not-consumer-marketing/</link>
		<comments>http://jasonblais.com/recruiting-is-not-consumer-marketing/#comments</comments>
		<pubDate>Sat, 22 Jan 2011 16:42:37 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[employment proposition]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[job fit]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[recruitment advertising]]></category>
		<category><![CDATA[recruitment marketing]]></category>
		<category><![CDATA[staffing philosphy]]></category>
		<category><![CDATA[strategic hr]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1309</guid>
		<description><![CDATA[Please excuse my pressing need to vent publicly about the onslaught of marketing, promotion, and &#8220;education&#8221; around the idea that recruiting and consumer marketing are essentially the same function. Hiring a productive, engaged, long-term employee is extremely different from convincing someone to drop a few dollars on a product or service! Ahhhh&#8230;. that feels better.  <a href='http://jasonblais.com/recruiting-is-not-consumer-marketing/'>[...]</a>]]></description>
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		<slash:comments>6</slash:comments>
		</item>
		<item>
		<title>HR Tech Overload!!!!</title>
		<link>http://jasonblais.com/hr-tech-overload/</link>
		<comments>http://jasonblais.com/hr-tech-overload/#comments</comments>
		<pubDate>Thu, 20 Jan 2011 18:02:31 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[hr tech]]></category>
		<category><![CDATA[hr technology]]></category>
		<category><![CDATA[job fit]]></category>
		<category><![CDATA[Recruiting trends]]></category>
		<category><![CDATA[staffing philosphy]]></category>
		<category><![CDATA[strategic hr]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1287</guid>
		<description><![CDATA[Can someone please tell me why an organization would invest real money in any new, cutting edge, or industry-leading HR technology? How are value propositions assessed? Are purchasers identifying problems that need to be solved first, or are they being exposed to technologies and then building an argument for why the technology has value? I <a href='http://jasonblais.com/hr-tech-overload/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/hr-tech-overload/feed/</wfw:commentRss>
		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>Tattoos and Your Hiring Process</title>
		<link>http://jasonblais.com/tattoos-and-your-hiring-process/</link>
		<comments>http://jasonblais.com/tattoos-and-your-hiring-process/#comments</comments>
		<pubDate>Fri, 03 Dec 2010 19:52:45 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hiring best practices]]></category>
		<category><![CDATA[staffing philosphy]]></category>
		<category><![CDATA[strategic hr]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1096</guid>
		<description><![CDATA[JobsInTheUS recently posted a poll on their newsletter asking employers, Would you hire someone with visible tattoos that could not be covered up at work? This is an intriguing question, and one that really deserves more than just a passing glance.  With the results in, only 44% of respondents answered YES, indicating that they would <a href='http://jasonblais.com/tattoos-and-your-hiring-process/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/tattoos-and-your-hiring-process/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Don’t Hire Anyone</title>
		<link>http://jasonblais.com/dont-hire-anyone/</link>
		<comments>http://jasonblais.com/dont-hire-anyone/#comments</comments>
		<pubDate>Thu, 02 Dec 2010 11:37:51 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[Business]]></category>
		<category><![CDATA[Business and Economy]]></category>
		<category><![CDATA[Employment]]></category>
		<category><![CDATA[England]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[Interview]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[Politics]]></category>
		<category><![CDATA[Transport]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1087</guid>
		<description><![CDATA[If you can&#8217;t hire the right person, then don&#8217;t hire anyone. Is this standard practice yet? The best managers and organizations know this all too well, and avoid the problems associated with square pegs and round holes. What would happen to your business if you only made offers to candidates that were the exact right <a href='http://jasonblais.com/dont-hire-anyone/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/dont-hire-anyone/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Recruiting Smarter – Cutting Costs</title>
		<link>http://jasonblais.com/recruiting-smarter-save-money-now/</link>
		<comments>http://jasonblais.com/recruiting-smarter-save-money-now/#comments</comments>
		<pubDate>Fri, 22 Oct 2010 01:45:46 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[job postings]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[staffing]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=962</guid>
		<description><![CDATA[Neither of these options are sexy.  There's no pouring through social media platforms or running of big splashy ads on popular websites.  These activities won't support your branding, or keep your company top of mind.  What they will do, however, is help you find qualified candidates for free. ]]></description>
		<wfw:commentRss>http://jasonblais.com/recruiting-smarter-save-money-now/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Recruiting in an Aquarium</title>
		<link>http://jasonblais.com/recruiting-in-an-aquarium/</link>
		<comments>http://jasonblais.com/recruiting-in-an-aquarium/#comments</comments>
		<pubDate>Thu, 20 May 2010 23:04:00 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[Miscellany]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[labor market]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[staffing]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=832</guid>
		<description><![CDATA[The young captains, many of whom don't know they're way around seas, and lacking the knowledge that only comes with age and experience, are ill-equipped for fishing in the open waters.  Yet that's where they'll soon be sent.  And quickly, they'll find that those exotic fish are harder to find in the open ocean than they anticipated. ]]></description>
		<wfw:commentRss>http://jasonblais.com/recruiting-in-an-aquarium/feed/</wfw:commentRss>
		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>What Matters Most in a Candidate?</title>
		<link>http://jasonblais.com/what-matters-most-in-a-candidate/</link>
		<comments>http://jasonblais.com/what-matters-most-in-a-candidate/#comments</comments>
		<pubDate>Mon, 03 May 2010 16:19:27 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[JobsInTheUS]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[recruitment]]></category>
		<category><![CDATA[screening]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=818</guid>
		<description><![CDATA[Click Here for PollOnline SurveyEnterprise Feedback Management &#124; Polls &#124; Email Marketing &#124; Crowdsourcing SoftwareView MicroPoll Related Posts: Hiring People Who Can Handle Ambiguity « The Staffing Advisor Managing the Flood of Resumes Tired of Staff Who Just Don&#8217;t Care? Hosting your own recruiting open house- YES YOU CAN! Recruiters vs. HR professionals]]></description>
		<wfw:commentRss>http://jasonblais.com/what-matters-most-in-a-candidate/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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