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	<title>JCB: On Recruiting &#187; staffing philosphy</title>
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	<link>http://jasonblais.com</link>
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		<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>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>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>
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		<slash:comments>0</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>
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		<slash:comments>0</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>
		<wfw:commentRss>http://jasonblais.com/recruiting-is-not-consumer-marketing/feed/</wfw:commentRss>
		<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>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>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>Sourcing Candidates from Social Media- What’s Missing?</title>
		<link>http://jasonblais.com/sourcing-candidates-from-social-media-whats-missing/</link>
		<comments>http://jasonblais.com/sourcing-candidates-from-social-media-whats-missing/#comments</comments>
		<pubDate>Fri, 26 Mar 2010 12:56:29 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[employment brand]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[HR Professionals]]></category>
		<category><![CDATA[recruiting front lines]]></category>
		<category><![CDATA[social networking]]></category>
		<category><![CDATA[staffing philosphy]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=803</guid>
		<description><![CDATA[Ideally, a well developed employment brand strategy will include activities geared toward attracting both the active and passive candidates. Active seekers can be attracted with traditional job posting advertisements and by posting jobs on your own website, and making them search engine optimized (you'd be shocked by how many job searches start in a Google search field).]]></description>
		<wfw:commentRss>http://jasonblais.com/sourcing-candidates-from-social-media-whats-missing/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Tired of Staff Who Just Don&#8217;t Care?</title>
		<link>http://jasonblais.com/tired-of-staff-who-just-dont-care/</link>
		<comments>http://jasonblais.com/tired-of-staff-who-just-dont-care/#comments</comments>
		<pubDate>Mon, 01 Jun 2009 21:19:00 +0000</pubDate>
		<dc:creator>Jason</dc:creator>
				<category><![CDATA[Business & Economy]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[JobSeekers]]></category>
		<category><![CDATA[Employment Branding]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hospitality]]></category>
		<category><![CDATA[hotel]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[recruitment advertising]]></category>
		<category><![CDATA[restaurant]]></category>
		<category><![CDATA[staffing philosphy]]></category>

		<guid isPermaLink="false">http://jasonblais.com/?p=128</guid>
		<description><![CDATA[The hospitality industry has historically seen one of the highest turnover rates of any industry. While a large part of this is due to the seasonality of many businesses, a lack of attention to the hiring process is also a major factor. The hard truth is that this turnover affects your bottom line- whether through <a href='http://jasonblais.com/tired-of-staff-who-just-dont-care/'>[...]</a>]]></description>
		<wfw:commentRss>http://jasonblais.com/tired-of-staff-who-just-dont-care/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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