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	<title>Carl Bradford &#187; Recruiting Process</title>
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	<description>The Employment Guy</description>
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		<title>Hiring Predictions for 2010 Reflect the Impact that the US Recession has had on Hiring Patterns</title>
		<link>http://www.theemploymentguy.com/hiring-for-2010/</link>
		<comments>http://www.theemploymentguy.com/hiring-for-2010/#comments</comments>
		<pubDate>Fri, 19 Feb 2010 17:00:50 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Finding Jobs]]></category>
		<category><![CDATA[Job Boards]]></category>
		<category><![CDATA[Members]]></category>
		<category><![CDATA[Niche Job Boards]]></category>
		<category><![CDATA[Recruiting Process]]></category>
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		<category><![CDATA[Finding a Job]]></category>

		<guid isPermaLink="false">http://www.theemploymentguy.com/?p=1133</guid>
		<description><![CDATA[A whitepaper&#8217;s &#8211; The ninth Source of Hire report from CareerXroads &#8211; key findings report that, on average, 41 of the country&#8217;s larger businesses filled just over 50% of their job vacancies in 2009 by internal transfers and promotions. That&#8217;s the greatest percentage since CareerXroads first reported the information in 2002. Predictions for 2010 Regarding [...]]]></description>
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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>What&#8217;s in a Job Title?</title>
		<link>http://www.theemploymentguy.com/whats-in-a-job-title/</link>
		<comments>http://www.theemploymentguy.com/whats-in-a-job-title/#comments</comments>
		<pubDate>Fri, 16 Oct 2009 12:10:39 +0000</pubDate>
		<dc:creator>Carl Bradford</dc:creator>
				<category><![CDATA[Recruiting Process]]></category>
		<category><![CDATA[Resumes]]></category>
		<category><![CDATA[Interviewing Questions]]></category>
		<category><![CDATA[job titles]]></category>
		<category><![CDATA[resume]]></category>
		<category><![CDATA[resume writing]]></category>

		<guid isPermaLink="false">http://www.theemploymentguy.com/?p=904</guid>
		<description><![CDATA[Job titles, or what some call &#8220;role titling&#8221;, can often improve the chances of attracting, retaining and rewarding top performers, especially when resources and bonus pools are underfunded as many are in today&#8217;s economy. You don&#8217;t believe it? Actually, a survey by Peal Meyer &#38; Partners just surveyed 388 companies that indicated job titles are [...]]]></description>
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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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