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	<title>ChiefExecutive.net &#124; Chief Executive Magazine &#187; Brad Remillard</title>
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		<title>Skills and Experiences Are Irrelevant When Hiring</title>
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		<pubDate>Fri, 09 Nov 2012 03:36:19 +0000</pubDate>
		<dc:creator>Brad Remillard</dc:creator>
				<category><![CDATA[CEO Briefing Newsletter]]></category>
		<category><![CDATA[Talent Management]]></category>

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		<description><![CDATA[Of course, having the right skills and experiences are important to performing the job, just not relevant when hiring. Skills and experiences are simply the tools one brings to the job. It is one’s ability to use these tools effectively that counts.  Just because you have a hammer and saw in your garage, doesn’t make you a fine finish carpenter.]]></description>
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		<title>Four Ways to Counter the Counter Offer</title>
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		<pubDate>Thu, 11 Oct 2012 14:15:37 +0000</pubDate>
		<dc:creator>Brad Remillard</dc:creator>
				<category><![CDATA[CEO Briefing Newsletter]]></category>
		<category><![CDATA[Corporate Finance]]></category>

		<guid isPermaLink="false">http://chiefexecutive.net/?p=37160</guid>
		<description><![CDATA[When hiring new employees, counter offers should be expected, as nobody wants to lose their best people.  It is a lot easier to make a counter offer than it is to find a new person especially if the person quitting is top talent.]]></description>
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		<title>Two Reasons Interviewing Fails So Often</title>
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		<pubDate>Thu, 27 Sep 2012 13:09:23 +0000</pubDate>
		<dc:creator>Brad Remillard</dc:creator>
				<category><![CDATA[CEO Briefing Newsletter]]></category>
		<category><![CDATA[Talent Management]]></category>

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		<description><![CDATA[Can you guess what percentage of hiring managers actually review the details of the job description with the co-workers that will be interviewing the candidates? If you guessed less than 10%  you are correct. Here’s a simple way of improving the process.]]></description>
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		<title>Why Traditional Job Descriptions Don&#8217;t Attract Top Talent</title>
		<link>http://chiefexecutive.net/why-traditional-job-descriptions-dont-attract-top-talent</link>
		<comments>http://chiefexecutive.net/why-traditional-job-descriptions-dont-attract-top-talent#comments</comments>
		<pubDate>Thu, 16 Aug 2012 12:53:56 +0000</pubDate>
		<dc:creator>Brad Remillard</dc:creator>
				<category><![CDATA[CEO Briefing Newsletter]]></category>
		<category><![CDATA[Recruiting]]></category>
		<category><![CDATA[Talent Management]]></category>

		<guid isPermaLink="false">http://chiefexecutive.net/?p=36862</guid>
		<description><![CDATA[The single biggest hiring mistake and one rarely considered is that employers don’t define success for qualified candidates. ]]></description>
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		<title>Seven Ways to Motivate Top Talent in De-Motivating Times</title>
		<link>http://chiefexecutive.net/seven-ways-to-motivate-top-talent-in-de-motivating-times</link>
		<comments>http://chiefexecutive.net/seven-ways-to-motivate-top-talent-in-de-motivating-times#comments</comments>
		<pubDate>Thu, 09 Aug 2012 12:10:41 +0000</pubDate>
		<dc:creator>Brad Remillard</dc:creator>
				<category><![CDATA[CEO Briefing Newsletter]]></category>
		<category><![CDATA[Talent Management]]></category>

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		<description><![CDATA[To retain your top talent it is absolutely critical to ensure they are motivated. In difficult times this is often not high on the priority list of managers or CEOs. Most people are working long hours and doing the job of two people. Salaries are frozen, pay cuts have been implemented and forget about any bonus. For many companies this is their current culture.]]></description>
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