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	<title>Carl Bradford &#187; Interviewing</title>
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		<title>The 3 Most Important Keys To A Successful Job Search</title>
		<link>http://www.theemploymentguy.com/conducting-a-successful-job-search/</link>
		<comments>http://www.theemploymentguy.com/conducting-a-successful-job-search/#comments</comments>
		<pubDate>Thu, 01 Jul 2010 21:09:36 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Finding Jobs]]></category>
		<category><![CDATA[Interviewing]]></category>
		<category><![CDATA[Job Boards]]></category>
		<category><![CDATA[Niche Job Boards]]></category>
		<category><![CDATA[Resumes]]></category>
		<category><![CDATA[Unadvertised Jobs]]></category>

		<guid isPermaLink="false">http://www.theemploymentguy.com/?p=1419</guid>
		<description><![CDATA[There are three critical elements of a successful job search. If you neglect even one, or fail to do you best on any of them, you will severely restrict your job search success. Key Number 1 &#8211; Look beyond the Job Search Engines While job search engines and job search websites are important, they are much less [...]]]></description>
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		<title>Figuring Out Corporate Culture – 20 Key Questions</title>
		<link>http://www.theemploymentguy.com/discovering-corporate-culture/</link>
		<comments>http://www.theemploymentguy.com/discovering-corporate-culture/#comments</comments>
		<pubDate>Mon, 19 Apr 2010 08:00:54 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Corporate Culture]]></category>
		<category><![CDATA[Interviewing]]></category>
		<category><![CDATA[Members]]></category>
		<category><![CDATA[company culture]]></category>

		<guid isPermaLink="false">http://www.theemploymentguy.com/?p=1248</guid>
		<description><![CDATA[It seems “fit” within culture is often hard to pin down.  Our thoughts about culture and environmental fit tend to emanate from “gut feelings” and trying to figure out just what our culture (really) is can be elusive.  A company’s culture is the collection of beliefs, attitudes, behaviors and practices that people in an organization [...]]]></description>
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		<title>10 Job Interview Mistakes to Avoid</title>
		<link>http://www.theemploymentguy.com/10-interviewing-mistakes-to-avoid/</link>
		<comments>http://www.theemploymentguy.com/10-interviewing-mistakes-to-avoid/#comments</comments>
		<pubDate>Tue, 13 Apr 2010 18:20:13 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Finding Jobs]]></category>
		<category><![CDATA[Interviewing]]></category>
		<category><![CDATA[Interviewing Preparation]]></category>
		<category><![CDATA[Interviewing Questions]]></category>

		<guid isPermaLink="false">http://www.theemploymentguy.com/?p=1222</guid>
		<description><![CDATA[If you&#8217;ve read one or several of the countless publications about job job interviews and how to avoid messing up the interview, you may have some good tips and suggestions. Most of that information may be just fine, however here are 10 common mistakes made in one fashion or the other. Consider these just the [...]]]></description>
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		<title>Mental Toughness During a Job Search</title>
		<link>http://www.theemploymentguy.com/tough-job-searches/</link>
		<comments>http://www.theemploymentguy.com/tough-job-searches/#comments</comments>
		<pubDate>Sat, 06 Mar 2010 14:04:27 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Finding Jobs]]></category>
		<category><![CDATA[Interviewing]]></category>
		<category><![CDATA[Finding a Job]]></category>

		<guid isPermaLink="false">http://www.theemploymentguy.com/?p=1147</guid>
		<description><![CDATA[When you become a job seeker, the situations you face on a day-to-day basis can take a tremendous toll on your emotional and mental well-being. You deal with rejections, frustration, disappointment, limited or no feedback to your employment inquires and possibly disrespect on a daily basis. You probably experience more emotional ups and downs than [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Recruiting and Hiring Top Employees Requires a 2 Minute Drill</title>
		<link>http://www.theemploymentguy.com/recruiting-2-minute-drill/</link>
		<comments>http://www.theemploymentguy.com/recruiting-2-minute-drill/#comments</comments>
		<pubDate>Mon, 11 Jan 2010 22:51:44 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Interviewing]]></category>
		<category><![CDATA[Recruiting Process]]></category>
		<category><![CDATA[employer culture]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[recruiting]]></category>

		<guid isPermaLink="false">http://www.theemploymentguy.com/?p=1082</guid>
		<description><![CDATA[The score is 21 -20 and your team&#8217;s score is 20.   The referee has just called time out at the final 2 minute mark. Your team has possion of the ball when time resumes and you&#8217;re on your own 20 yard line. It&#8217;s a one possion ball game. It&#8217;s time for your 2 minute [...]]]></description>
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		<title>The 10-Factor Candidate Evaluation</title>
		<link>http://www.theemploymentguy.com/performance-based-hiring/</link>
		<comments>http://www.theemploymentguy.com/performance-based-hiring/#comments</comments>
		<pubDate>Mon, 19 Oct 2009 07:00:21 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Interviewing]]></category>
		<category><![CDATA[Recruiting Process]]></category>
		<category><![CDATA[Behavioral Interviewing]]></category>
		<category><![CDATA[Case Interviews]]></category>
		<category><![CDATA[Interviewing Questions]]></category>

		<guid isPermaLink="false">http://www.theemploymentguy.com/?p=913</guid>
		<description><![CDATA[Most interview evaluations are flawed and/or don&#8217;t do a very good job of predicting future job performance. After recruiting and consulting with hundreds of employers in a mutlitude of industries and across most segments of the business, I&#8217;ve found that recruiters and employers just aren&#8217;t very good interviewers. The problems are many and varied and [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Some Employers Just Don&#8217;t Get It</title>
		<link>http://www.theemploymentguy.com/poor-recruiting-process/</link>
		<comments>http://www.theemploymentguy.com/poor-recruiting-process/#comments</comments>
		<pubDate>Tue, 06 Oct 2009 14:08:17 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Interviewing]]></category>
		<category><![CDATA[Recruiting Process]]></category>
		<category><![CDATA[Career Web Sites]]></category>

		<guid isPermaLink="false">http://www.theemploymentguy.com/?p=872</guid>
		<description><![CDATA[A highly respected subject matter expert in the recruiting field &#8211; Kevin Wheeler &#8211; wrote an article entitled &#8220;We Should be Ashamed&#8220;.  As a professional recruiter for over 40 years, I agree! The author opened his article as follows: &#8220;Top-notch job candidates are tired of the recruiting mess we have created in the U.S. I [...]]]></description>
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		<title>Counter Offers – Road To Ruin or Great Negotiating Strategy?</title>
		<link>http://www.theemploymentguy.com/counter-offers/</link>
		<comments>http://www.theemploymentguy.com/counter-offers/#comments</comments>
		<pubDate>Thu, 27 Aug 2009 15:46:50 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Finding Jobs]]></category>
		<category><![CDATA[Interviewing]]></category>
		<category><![CDATA[Members]]></category>
		<category><![CDATA[Counter Offers]]></category>

		<guid isPermaLink="false">http://www.theemploymentguy.com/?p=456</guid>
		<description><![CDATA[A salary increase won&#8217;t permanently erase the reasons you accepted a job offer with a new employer! Mathew Henry, the 17th-century writer said, &#8220;Many a dangerous temptation comes to us in fine gay colors that are but skin deep.&#8221; The same is true for counteroffers, those magnetic enticements designed to lure you back after you&#8217;ve [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Behavioral Interviewing Explained</title>
		<link>http://www.theemploymentguy.com/how-to-answer-interview-questions/</link>
		<comments>http://www.theemploymentguy.com/how-to-answer-interview-questions/#comments</comments>
		<pubDate>Mon, 17 Aug 2009 00:24:35 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Interviewing]]></category>
		<category><![CDATA[Members]]></category>
		<category><![CDATA[Behavioral Interviewing]]></category>
		<category><![CDATA[Interviewing Questions]]></category>

		<guid isPermaLink="false">http://theemploymentguy.com/?p=204</guid>
		<description><![CDATA[More and more employers are using behavioral based interview methods. it is also referred to as competency-based selection and has become reasonably well-known, yet these methods are often misunderstood by candidates, even those with some exposure to the process. As part of my responsibilities, I teach a method that is known as Performance Based Hiring [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Put SOAR / STAR Into Your Interviews</title>
		<link>http://www.theemploymentguy.com/answering-interview-questions/</link>
		<comments>http://www.theemploymentguy.com/answering-interview-questions/#comments</comments>
		<pubDate>Thu, 13 Aug 2009 08:00:00 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Interviewing]]></category>
		<category><![CDATA[Members]]></category>
		<category><![CDATA[Behavioral Interviewing]]></category>
		<category><![CDATA[Case Interviews]]></category>
		<category><![CDATA[Interviewing Questions]]></category>

		<guid isPermaLink="false">http://theemploymentguy.com/?p=178</guid>
		<description><![CDATA[Interview questions that begin with, &#8220;give me an example of&#8230;.&#8221; or &#8220;tell me about a time when&#8230;..&#8221; are commonly used especially with behavioral interviewing methods. Candidates frequently flub their answers &#8211; even very senior candidates &#8211; but it doesn&#8217;t have to be that way. There is a great way to add punch to your interview [...]]]></description>
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