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	<title>JCB: On Recruiting &#187; HR</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>
		<wfw:commentRss>http://jasonblais.com/the-lasting-power-of-mentoring/feed/</wfw:commentRss>
		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>HR Lunchbreak: Your Words Matter</title>
		<link>http://jasonblais.com/hr-lunchbreak-your-words-matter/</link>
		<comments>http://jasonblais.com/hr-lunchbreak-your-words-matter/#comments</comments>
		<pubDate>Fri, 22 Apr 2011 15:43:42 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[career development]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[language]]></category>
		<category><![CDATA[organizational dynamics]]></category>
		<category><![CDATA[strategic hr]]></category>
		<category><![CDATA[vocabulary]]></category>
		<category><![CDATA[workforce management]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1427</guid>
		<description><![CDATA[Today we&#8217;re talking about talking (and while I think it&#8217;s a worthwhile area of discussion, I can&#8217;t help but feel that it&#8217;s a perfect satire of the ills of the corporate workplace in general&#8230; right in line with haveing meetings to plan meetings and making decisions to make a decision, etc.), and more specifically vocabulary in the workplace.  <a href='http://jasonblais.com/hr-lunchbreak-your-words-matter/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/hr-lunchbreak-your-words-matter/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>HR Lunchbreak: Tips for Getting REAL Employee Feedback</title>
		<link>http://jasonblais.com/tips-for-getting-real-employee-feedback/</link>
		<comments>http://jasonblais.com/tips-for-getting-real-employee-feedback/#comments</comments>
		<pubDate>Mon, 18 Apr 2011 15:57:41 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[Lists]]></category>
		<category><![CDATA[employee anxiety]]></category>
		<category><![CDATA[employee feedback]]></category>
		<category><![CDATA[employee survey]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[organizational dynamics]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[strategic hr]]></category>
		<category><![CDATA[Strategy HR]]></category>
		<category><![CDATA[workforce management]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1410</guid>
		<description><![CDATA[Soliciting employee feedback and input should be part of every company’s normal business process.  For small businesses, this responsibility may fall directly on the owner, director, or manager, while larger organizations hand this off to the HR department.   Regardless of the size of your company, however, eliciting honest and valuable information from employees is extremely <a href='http://jasonblais.com/tips-for-getting-real-employee-feedback/'>[...]</a>]]></description>
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		<slash:comments>1</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>The Value of Distinct Lines</title>
		<link>http://jasonblais.com/the-value-of-distinct-lines/</link>
		<comments>http://jasonblais.com/the-value-of-distinct-lines/#comments</comments>
		<pubDate>Fri, 25 Mar 2011 11:03:42 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[job fit]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[Michael Vandervort]]></category>
		<category><![CDATA[organizational dynamics]]></category>
		<category><![CDATA[staffing philosphy]]></category>
		<category><![CDATA[strategic hr]]></category>
		<category><![CDATA[The Human Race Horses]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1392</guid>
		<description><![CDATA[Is it my imagination, or are the simplest truths always the greatest truths?  My friend at Human Race Horses has touched on something in his &#8220;personal leadership epiphany&#8221; that I&#8217;m certain strikes a chord with all who read it.  In one simple statement, he encapsulates what&#8217;s often at the root of poor performing employees, managers, <a href='http://jasonblais.com/the-value-of-distinct-lines/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/the-value-of-distinct-lines/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Managing the Flood of Resumes</title>
		<link>http://jasonblais.com/managing-the-flood-of-resumes/</link>
		<comments>http://jasonblais.com/managing-the-flood-of-resumes/#comments</comments>
		<pubDate>Tue, 15 Feb 2011 12:51:56 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[Lists]]></category>
		<category><![CDATA[ADEA]]></category>
		<category><![CDATA[Applicant]]></category>
		<category><![CDATA[applicant tracking]]></category>
		<category><![CDATA[applications]]></category>
		<category><![CDATA[ats]]></category>
		<category><![CDATA[conference board]]></category>
		<category><![CDATA[employment record retention]]></category>
		<category><![CDATA[employment screening]]></category>
		<category><![CDATA[help wanted online]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[hr best practices]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[HWOL]]></category>
		<category><![CDATA[online job posting]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[resume best practices]]></category>
		<category><![CDATA[resume retention]]></category>
		<category><![CDATA[resume screening]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[screening]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1344</guid>
		<description><![CDATA[Aside from the work of finding the great candidates among the volumes of unqualified applicants, there are also regulations and guidelines to be considered. Above all, try to remember that you’re not just screening resumes, but that you’re making a change to the culture of  your organization.  There’s really no way around it- every new hire brings their personal culture, morals, values, and biases with them which affect your culture.  I always have found that it’s best to analyze resumes for fit as you screen for skills and experiences.  While all the applicants you screen certainly want a job, it’s your responsibility to find the ones who truly want to work for your organization.]]></description>
		<wfw:commentRss>http://jasonblais.com/managing-the-flood-of-resumes/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>The Value of Employment Brand Taglines</title>
		<link>http://jasonblais.com/employment-brand-taglines/</link>
		<comments>http://jasonblais.com/employment-brand-taglines/#comments</comments>
		<pubDate>Fri, 21 Jan 2011 13:04:19 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[brand identity]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[recruitment marketing]]></category>
		<category><![CDATA[taglines]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1297</guid>
		<description><![CDATA[So what makes the line, &#8220;We don&#8217;t take applications, only commitments&#8221; so profound in terms of an approach? Simple, it shifts the entire recruiting equation. You&#8217;re no longer the one doing the selling&#8230; instead, you&#8217;re now the one being sold. When you can achieve this end, you&#8217;ve passed the ultimate Employer-Branding acid-test. from Fistful of <a href='http://jasonblais.com/employment-brand-taglines/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/employment-brand-taglines/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>From HR to Talent Acquisition and Retention</title>
		<link>http://jasonblais.com/from-hr-to-talent-acquisition-and-retention/</link>
		<comments>http://jasonblais.com/from-hr-to-talent-acquisition-and-retention/#comments</comments>
		<pubDate>Wed, 12 Jan 2011 13:48:38 +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[Lists]]></category>
		<category><![CDATA[admisitrative burden]]></category>
		<category><![CDATA[Business]]></category>
		<category><![CDATA[compliance]]></category>
		<category><![CDATA[employee retention]]></category>
		<category><![CDATA[employment law]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[regulations]]></category>
		<category><![CDATA[staffing philosphy]]></category>
		<category><![CDATA[strategic hr]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[xperthr]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=1240</guid>
		<description><![CDATA[This was originally posted on XpertHR&#8217;s Employment Intelligence Blog which I highly recommend! If I could change one thing about HR&#8230; I would dismantle the Human Resources department and rebuild it as a Talent Acquisition and Retention (TAR) department. To do this, the majority of the current day-to-day tasks performed by HR would be allocated <a href='http://jasonblais.com/from-hr-to-talent-acquisition-and-retention/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/from-hr-to-talent-acquisition-and-retention/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Focus on the Orange</title>
		<link>http://jasonblais.com/focus-on-the-orange/</link>
		<comments>http://jasonblais.com/focus-on-the-orange/#comments</comments>
		<pubDate>Wed, 20 Oct 2010 13:20:16 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[Miscellany]]></category>
		<category><![CDATA[goals]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[Human Capital]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=960</guid>
		<description><![CDATA[Is it me, or does it seem that many people fail to connect their actions today with their ability or inability to achieve future-oriented goals? After dropping my teenager off at the climbing gym last evening, I took the opportunity to walk Main Street with my wife. After stopping for sushi and miso soup, we <a href='http://jasonblais.com/focus-on-the-orange/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/focus-on-the-orange/feed/</wfw:commentRss>
		<slash:comments>2</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>
		</item>
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