<?xml version="1.0" encoding="UTF-8"?><rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	
	>
<channel>
	<title>
	Comments on: Hiring in the Age of Social Media	</title>
	<atom:link href="https://www.americanbusinessmag.com/2015/07/hiring-in-the-age-of-social-media/feed/" rel="self" type="application/rss+xml" />
	<link>https://www.americanbusinessmag.com/2015/07/hiring-in-the-age-of-social-media/</link>
	<description></description>
	<lastBuildDate>Tue, 11 Oct 2016 15:50:00 +0000</lastBuildDate>
	<sy:updatePeriod>
	hourly	</sy:updatePeriod>
	<sy:updateFrequency>
	1	</sy:updateFrequency>
	<generator>https://wordpress.org/?v=6.7.2</generator>
	<item>
		<title>
		By: Jim Nelson		</title>
		<link>https://www.americanbusinessmag.com/2015/07/hiring-in-the-age-of-social-media/comment-page-1/#comment-32517</link>

		<dc:creator><![CDATA[Jim Nelson]]></dc:creator>
		<pubDate>Fri, 31 Jul 2015 23:54:26 +0000</pubDate>
		<guid isPermaLink="false">http://www.americanbusinessmag.com/?p=2904#comment-32517</guid>

					<description><![CDATA[Well said. Companies still obsess about getting enough resumes or getting enough choice when the internet has made the world much smaller.Anyone can be found though they may want more money than your budget. The big problem is companies think they have a good eye and know the right guy when they meet him. But those guys just have good interview skills. The key value add for the recruiting profession going forward is two fold. 1. Warming up passive candidates. 2. have a professional process to identify trustworthy talent]]></description>
			<content:encoded><![CDATA[<p>Well said. Companies still obsess about getting enough resumes or getting enough choice when the internet has made the world much smaller.Anyone can be found though they may want more money than your budget. The big problem is companies think they have a good eye and know the right guy when they meet him. But those guys just have good interview skills. The key value add for the recruiting profession going forward is two fold. 1. Warming up passive candidates. 2. have a professional process to identify trustworthy talent</p>
]]></content:encoded>
		
			</item>
	</channel>
</rss>