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	<title>Recruiting Software, Staffing Software and Onboarding by BrightMove</title>
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		<title>CAREER PATHS: CHOOSE YOUR FIELD WISELY</title>
		<link>http://www-qa.brightmove.com/blog_details/career-paths-1695#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/career-paths-1695#comments</comments>
		<pubDate>Mon, 26 Sep 2011 16:20:44 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[customer]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employee referrals]]></category>
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		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
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		<category><![CDATA[millenials]]></category>
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		<category><![CDATA[position]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
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		<category><![CDATA[talent]]></category>
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		<guid isPermaLink="false">http://www.brightmove.com/?p=1669</guid>
		<description><![CDATA[The market for particular fields or job categories should be of interest to those currently in a career transition and those that recruit for these fields. Earlier this year Forbes listed the 10 Dead or Dying Career Paths]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>RECRUITMENT ETIQUETTE LESSON THREE</title>
		<link>http://www-qa.brightmove.com/blog_details/recruitment-etiquette-3-1625#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/recruitment-etiquette-3-1625#comments</comments>
		<pubDate>Mon, 19 Sep 2011 15:13:44 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[customer]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employee referrals]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[gen y]]></category>
		<category><![CDATA[generation y]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[jobs]]></category>
		<category><![CDATA[millenials]]></category>
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		<category><![CDATA[position]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workers]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1625</guid>
		<description><![CDATA[Lesson number three goes back to the beginning of the hiring process. No matter how long you’ve been in your current role, think back to when you were job hunting. Remember what it was like to submit an application and get no response or to spend a lot of time going through the process, only to end up getting a denial letter?]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/recruitment-etiquette-3-1625/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>RECRUITMENT ETIQUETTE LESSON TWO</title>
		<link>http://www-qa.brightmove.com/blog_details/recruitment-etiquette-interviewing-1616#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/recruitment-etiquette-interviewing-1616#comments</comments>
		<pubDate>Mon, 15 Aug 2011 18:40:48 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[software]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[unemployment]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workers]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/blog_details/recruitment-etiquette-interviewing-1616</guid>
		<description><![CDATA[There are high expectations set for a candidate coming in to interview, varied depending on the level of position. They are required to show up early, act eager, be polite and respectful, while answering questions that quite possibly range widely in relevance and obscurity. ]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/recruitment-etiquette-interviewing-1616/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>RECRUITMENT ETIQUETTE LESSON ONE</title>
		<link>http://www-qa.brightmove.com/blog_details/rejection-letters-1596#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/rejection-letters-1596#comments</comments>
		<pubDate>Mon, 08 Aug 2011 15:10:37 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
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		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job]]></category>
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		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[software]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[unemployment]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workers]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1596</guid>
		<description><![CDATA[Rejection is to recruitment as inevitability is to change. There's no getting around it. Applicant tracking systems have not only eased the pain of stringent record-keeping requirements, but have also altered the final task of letting down those that didn't get the job with the one-click declination letter. Once a position is filled, a quick command and your "Dear Applicant" form letter is sent to every candidate that didn't make the cut. Dust off your hands, the job opening is officially closed.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/rejection-letters-1596/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>FREELANCE WORKERS HAVE A NEED FOR INDEPENDENCE BUT YOU CAN RETAIN THEM</title>
		<link>http://www-qa.brightmove.com/blog_details/freelance-workers-1584#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/freelance-workers-1584#comments</comments>
		<pubDate>Mon, 01 Aug 2011 14:02:42 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employee referrals]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[jobs]]></category>
		<category><![CDATA[millenials]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[position]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[software]]></category>
		<category><![CDATA[staffing]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[unemployment]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1584</guid>
		<description><![CDATA[Freelance and contract workers have become all the rage with reductions in force and mandatory budget cuts in companies across the nation. With employers escaping health insurance obligations, vacation pay, and other full-time benefits, freelance workers may require a higher wage, but are only on the books for the duration of a project or task. This is absolutely fine with the contract employees too, they prefer it that way.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/freelance-workers-1584/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>THE WORKFORCE IS CHANGING IN AGE NUMBER AND DIVERSITY</title>
		<link>http://www-qa.brightmove.com/blog_details/changing-workforce-1576#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/changing-workforce-1576#comments</comments>
		<pubDate>Mon, 25 Jul 2011 15:40:10 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[customer]]></category>
		<category><![CDATA[employee referrals]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[position]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[staffing]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[unemployment]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workers]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1576</guid>
		<description><![CDATA[Over the past ten years, we’ve been preached to about the aging workforce. However, employers may have forgotten some important statistics as the economic climate of the past three years has delayed the realization of those early predictions. In the July issue, Dori Meinert, senior writer for HR Magazine, recognized the need for a refresher, as 2010 Census data brings attention to where we are and where we’re headed.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/changing-workforce-1576/feed</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>AS EMPLOYERS CONTINUE TO STRUGGLE WITH TIGHT BUDGETS VOLUNTARY BENEFITS ARE ON THE RISE</title>
		<link>http://www-qa.brightmove.com/blog_details/voluntary-benefits-1523#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/voluntary-benefits-1523#comments</comments>
		<pubDate>Tue, 12 Jul 2011 02:35:45 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[customer]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employee referrals]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[generation y]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[millenials]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[position]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[software]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[staffing]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[unemployment]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1523</guid>
		<description><![CDATA[The economy is in recovery, but it’s a slow climb up the mountain. Company belts haven’t been loosened and with the overall impact of healthcare reform still uncertain, it may be some time before they are. According to HR Daily Report, this is why more employers are looking at voluntary benefits as a lower-cost incentive to attract new hires:]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/voluntary-benefits-1523/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>SUMMER HELP MAY HAVE THE POTENTIAL FOR LONG TERM PLACEMENT</title>
		<link>http://www-qa.brightmove.com/blog_details/summer-help-1506#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/summer-help-1506#comments</comments>
		<pubDate>Tue, 05 Jul 2011 16:00:14 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employee referrals]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[jobs]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[position]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[staffing]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workers]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1506</guid>
		<description><![CDATA[Warm weather brings a spike in business activity and as a result, increased workloads for many organizations. In order to meet demands, current headcounts are supplemented with interns and short-term help. While interns are considered potentials for future employment, short-term help may be viewed in a different manner.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/summer-help-1506/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>EXTROVERSION IS OVERRATED. GENERATION Y’S OBSESSION WITH SOCIAL MEDIA</title>
		<link>http://www-qa.brightmove.com/blog_details/extroversion-is-overrated-generation-y%e2%80%99s-obsession-with-social-media-may-be-taking-them-out-of-the-race-for-professional-positions-1491#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/extroversion-is-overrated-generation-y%e2%80%99s-obsession-with-social-media-may-be-taking-them-out-of-the-race-for-professional-positions-1491#comments</comments>
		<pubDate>Mon, 27 Jun 2011 17:31:02 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[generation y]]></category>
		<category><![CDATA[social media]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1491</guid>
		<description><![CDATA[“That party last weekend was stupid awesome. I was, like, seriously? Whatever. Did you see that picture of me on Facebook?” Okay, I have no idea if I even used current slang or not (thank you anyway Google). The point was to highlight social media’s infiltration of everyday life  and conversation for members of Generation Y. The fact that Facebook and other social media sites provide the ability to share thoughts, pictures, and videos instantaneously is not necessarily the greatest thing for older members of Generation Y that are looking to enter the workforce. Having grown up with the ultimate goal to acquire more online friends than anyone else and posting descriptions and photos of what they were doing in five minute intervals, Millennials are finding that some employers are not impressed by what they see.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/extroversion-is-overrated-generation-y%e2%80%99s-obsession-with-social-media-may-be-taking-them-out-of-the-race-for-professional-positions-1491/feed</wfw:commentRss>
		<slash:comments>1</slash:comments>
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		<title>Complimentary White Paper: Generation Y &#8211; Attract / Hire / Retain</title>
		<link>http://www-qa.brightmove.com/blog_details/generation-y-recruiting-white-paper-1474#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/generation-y-recruiting-white-paper-1474#comments</comments>
		<pubDate>Mon, 27 Jun 2011 16:42:10 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[News]]></category>
		<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[work]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/blog_details/generation-y-recrutiing-white-paper-1474</guid>
		<description><![CDATA[Complimentary White Paper: Generation Y &#8211; Attract / Hire / Retain BrightMove, Inc., a leader in Applicant Tracking Software for HR, Staffing and Recruitment Outsourcing (RPO), has released a complimentary White Paper designed to aid recruiting firms and HR departments in there Generation Y recruiting, hiring and retention. The workplace is changing more rapidly than&#160;<a href="http://www-qa.brightmove.com/blog_details/generation-y-recruiting-white-paper-1474" class="link">Continue Reading</a>]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/generation-y-recruiting-white-paper-1474/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>KEEPING IT REAL. ARE VIRTUAL CAREER FAIRS THE WAVE OF THE FUTURE?</title>
		<link>http://www-qa.brightmove.com/blog_details/keeping-it-real-are-virtual-career-fairs-the-wave-of-the-future-1470#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/keeping-it-real-are-virtual-career-fairs-the-wave-of-the-future-1470#comments</comments>
		<pubDate>Mon, 20 Jun 2011 12:04:50 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant tracking]]></category>
		<category><![CDATA[career fairs]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[virual career fair]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1470</guid>
		<description><![CDATA[A thousand times over, we’ve heard that Generation Y is like no generation before them. By now it’s accepted as fact, so common sense tells those in the field of recruitment that certain methods need to be altered to accommodate the needs and interests of this new generation of workers. A few things are said to be true of Millennials that affect the recruitment process:

They are multi-taskers, easily distracted, with a need for instant gratification
They are technology driven
They prefer electronic communication over face-to-face interactions
They are not fans of dress codes or formal dress in general
They are not about wasting time or energy on something that will not produce results for them, i.e. “What will I gain from this?”
]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/keeping-it-real-are-virtual-career-fairs-the-wave-of-the-future-1470/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>RECRUITMENT AGENCIES CAN BE AN EFFECTIVE SUPPLEMENT TO YOUR CURRENT HIRING PROCESS</title>
		<link>http://www-qa.brightmove.com/blog_details/recruitment-agencies-1451#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/recruitment-agencies-1451#comments</comments>
		<pubDate>Mon, 13 Jun 2011 13:46:11 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[customer]]></category>
		<category><![CDATA[employee]]></category>
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		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[gen y]]></category>
		<category><![CDATA[generation y]]></category>
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		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[jobs]]></category>
		<category><![CDATA[millenials]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[position]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
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		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[unemployment]]></category>
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		<category><![CDATA[workers]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1451</guid>
		<description><![CDATA[Recruitment agencies have taken a hit as the unemployment rate has risen and the number of open positions has drastically fallen. Employers feel they don’t need outside help when there are so many candidates out there looking for work. The problem is that most of the candidates that are unemployed, aren’t necessarily in possession of the right skill sets. Highly overqualified or extremely under-qualified, the job market may be heading in the right direction, but you may be surprised the difficulty ahead in finding the right fit for your open position.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/recruitment-agencies-1451/feed</wfw:commentRss>
		<slash:comments>1</slash:comments>
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		<title>HIRING GENERATION Y: THE INTERGENERATIONAL WORKFORCE</title>
		<link>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-8-1419#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-8-1419#comments</comments>
		<pubDate>Tue, 31 May 2011 20:04:35 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[college recruiting]]></category>
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		<category><![CDATA[customer]]></category>
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		<category><![CDATA[employee referrals]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[gen y]]></category>
		<category><![CDATA[generation y]]></category>
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		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[jobs]]></category>
		<category><![CDATA[millenial]]></category>
		<category><![CDATA[millenials]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[position]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[software]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[staffing]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[talent acquisition]]></category>
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		<category><![CDATA[workers]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1419</guid>
		<description><![CDATA[HIRING GENERATION Y SERIES: STEP EIGHT – THE INTERGENERATIONAL WORKFORCE by Traci K and BrightMove Staffing Software and Recruiting Software Today’s workforce is constantly changing and within 10 to 15 years it may be unrecognizable. Generation Y brings a different work style and unique point of views regarding workplace initiatives and work-life balance to their&#160;<a href="http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-8-1419" class="link">Continue Reading</a>]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-8-1419/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>HIRING GENERATION Y: ENGAGING AND MANAGING YOUR YOUNG</title>
		<link>http://www-qa.brightmove.com/blog_details/gen-y-series-step-7-1402#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/gen-y-series-step-7-1402#comments</comments>
		<pubDate>Mon, 23 May 2011 12:38:20 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[college recruiting]]></category>
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		<category><![CDATA[employee]]></category>
		<category><![CDATA[employee referrals]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[gen y]]></category>
		<category><![CDATA[generation y]]></category>
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		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[jobs]]></category>
		<category><![CDATA[millenial]]></category>
		<category><![CDATA[millenials]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[position]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[software]]></category>
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		<category><![CDATA[staffing]]></category>
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		<category><![CDATA[talent acquisition]]></category>
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		<category><![CDATA[workers]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1402</guid>
		<description><![CDATA[Almost every organization has young employees belonging to Generation Y. This generation is ever-becoming notorious for the characteristics they hold that are unique from others before them. These include the level of work ethic, motivation, skill sets, and also the ways in which they become engaged and are most easily managed in the workplace. Organizations should fully understand the high cost of turnover and the effect of employee engagement on productivity. As Millennials are the future of our corporations, finding ways in which to ximize their efficiency levels and keep them loyal to your company should be at the forefront of current business plans.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/gen-y-series-step-7-1402/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>HIRING GENERATION Y: TRAINING YOUR NEW HIRES</title>
		<link>http://www-qa.brightmove.com/blog_details/gen-y-step-6-1381#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/gen-y-step-6-1381#comments</comments>
		<pubDate>Tue, 10 May 2011 17:29:34 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[gen y]]></category>
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		<category><![CDATA[millenial]]></category>
		<category><![CDATA[millenials]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[software]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[staffing]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[unemployment]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workers]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1381</guid>
		<description><![CDATA[The inevitability of the changing workforce dynamic is that, at some point or another, members of Generation Y are going to be a part of it.  Whether currently on board or getting ready to start, Millennial employees require the enactment of new strategies to attract, train, and retain them.  They are motivated differently, they learn differently, and they have different needs than any generation preceding them.  Figuring out how to walk to the beat of the Gen Y drum is crucial to a successful onboarding and training process.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/gen-y-step-6-1381/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>HIRING GENERATION Y: INTERVIEWING MILLENNIALS</title>
		<link>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-five-1375#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-five-1375#comments</comments>
		<pubDate>Mon, 02 May 2011 15:00:10 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
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		<category><![CDATA[employers]]></category>
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		<category><![CDATA[Millennial]]></category>
		<category><![CDATA[millennials]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
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		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1375</guid>
		<description><![CDATA[Entitlement and informality are the words of the day.  When you begin to understand the interview process for Generation Y candidates, these words may be circling in your mind as the reputation of today’s young professionals precedes them.  Standard questions are bound to produce surprising responses, especially if you haven’t got a clue what you’re in for.  How about that clue…]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-five-1375/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>HIRING GENERATION Y: PRESCREENING RESUMES FROM THE ME GENERATION</title>
		<link>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-4-1371#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-4-1371#comments</comments>
		<pubDate>Wed, 20 Apr 2011 17:45:51 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
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		<category><![CDATA[sourcing]]></category>
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		<guid isPermaLink="false">http://www.brightmove.com/?p=1371</guid>
		<description><![CDATA[Sifting through resumes might be the least favorite task of any given recruiter.  It’s difficult not to review each resume while at the same time resisting that voice in your head critiquing each one.  Thoughts such as, “Oooh, I would not have put that on the resume”, “Doesn’t this person have spellcheck?”, or “Really?  Three pages long?”.  Above all, the worst crimes against resume content are committed by the inexperienced. ]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-4-1371/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>HIRING GENERATION Y: WRITING A JOB POSTING AIMED AT GEN YERS</title>
		<link>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-3-1363#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-3-1363#comments</comments>
		<pubDate>Mon, 11 Apr 2011 21:14:45 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[candidates]]></category>
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		<category><![CDATA[gen y]]></category>
		<category><![CDATA[generation y]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[jobs]]></category>
		<category><![CDATA[millennials]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[software]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workers]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1363</guid>
		<description><![CDATA[At some point in time, if you haven’t already, your company will need to hire employees from the next generation of workers: Generation Y.  Holding different values, ideals, and outlooks on the world in general, hiring and retaining Millennials has become the recruiting challenge of the decade.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/hiring-gen-y-series-step-3-1363/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>HIRING GENERATION Y: KNOWING WHAT APPEALS TO MILLENNIALS</title>
		<link>http://www-qa.brightmove.com/blog_details/gen-y-series-step-2-1357#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/gen-y-series-step-2-1357#comments</comments>
		<pubDate>Fri, 08 Apr 2011 15:08:39 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[gen y]]></category>
		<category><![CDATA[generation y]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[jobs]]></category>
		<category><![CDATA[millennials]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[staffing]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1357</guid>
		<description><![CDATA[The reputation of Generation Y is that of entitled, impatient, independent, materialistic, social-oriented techies.  They are unlike any generation before them and they offer talents and skill sets unlike their predecessors.  Employers are beginning to recognize the unavoidable need for the presence of these Millennials in the workforce and on their staff.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/gen-y-series-step-2-1357/feed</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>HIRING GENERATION Y: UNDERSTANDING THE GENERALIZATIONS AND STEREOTYPES</title>
		<link>http://www-qa.brightmove.com/blog_details/gen-y-series-step-1b-1333#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/gen-y-series-step-1b-1333#comments</comments>
		<pubDate>Sun, 27 Mar 2011 16:28:42 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employee referrals]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[generation y]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[millenials]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workers]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1333</guid>
		<description><![CDATA[Generation Y is quickly becoming a force to be reckoned with in the workplace.  Their numbers are increasing steadily and employers proactive in planning for future training and management goals for their organizations must recognize the part Millennials will play in that big picture.  ]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/gen-y-series-step-1b-1333/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>HIRING GENERATION Y: UNDERSTANDING THE FACTS</title>
		<link>http://www-qa.brightmove.com/blog_details/generation-y-series-1325#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/generation-y-series-1325#comments</comments>
		<pubDate>Tue, 15 Mar 2011 21:47:22 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[work]]></category>
		<category><![CDATA[workers]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1325</guid>
		<description><![CDATA[Doomsday HR statistics over the past 5 to 10 years have shown that the steady retirement of Baby Boomers and the lack of skilled workers coming up through ranks will eventually lead to a massive shortage.  Though the economic downturn has slowed this slightly with Baby Boomers hanging on a little longer, the net effect is still going to be the same somewhere down the line.  Young Generation Y professionals are going to be required to step up and come into roles that they might not be ready for.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/generation-y-series-1325/feed</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>HOW JOB ADVERTISEMENT DESIGN IMPACTS CANDIDATE SELECTION</title>
		<link>http://www-qa.brightmove.com/blog_details/job_ad_design-1321#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/job_ad_design-1321#comments</comments>
		<pubDate>Thu, 10 Mar 2011 15:32:22 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[careers]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[credentials]]></category>
		<category><![CDATA[employee referrals]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job ad]]></category>
		<category><![CDATA[job ads]]></category>
		<category><![CDATA[job advertisement]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[jobs]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[staffing]]></category>
		<category><![CDATA[talent acquisition]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1321</guid>
		<description><![CDATA[ Bounce rate is the percentage of viewers that visit your website or job ad page and then leave without applying.  In addition to the structure of your website, the composition of the job advertisement greatly impacts whether or not a candidate decides to apply.  In order to increase the probability of an applicant clicking “Apply Now”, pay attention to the impression given by your position descriptions.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/job_ad_design-1321/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>WEBSITE STRUCTURE WILL AFFECT YOUR APPLICANT POOL</title>
		<link>http://www-qa.brightmove.com/blog_details/website-structure-1297#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/website-structure-1297#comments</comments>
		<pubDate>Tue, 01 Mar 2011 22:28:52 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[jobs]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[saas]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[talent acquisition]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1297</guid>
		<description><![CDATA[The design of the career section on your company website will affect, not only the number of people that stay on your site, but also the number of candidates that actually apply.  The interest generated has to do with various factors including eye-catching layouts, keywords, and ease of use.

The percentage of viewers that visit your website or job ad page and then leave is called a Bounce Rate.  Bounce rate is one metric you should be evaluating to assess the appeal of your site or ad.  To gain bounce rate data, utilize resources such as Google Analytics.  A high bounce rate in and of itself does not point to a problem, but a high rate in combination with a low number of viewers is a cause for concern.  Should you find yourself in this category, consider these slightly edited tips provided by Search Engine Journal.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/website-structure-1297/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>ARE PUZZLE INTERVIEWS AN INGENIOUS TECHNIQUE OR A POINTLESS TACTIC</title>
		<link>http://www-qa.brightmove.com/blog_details/puzzle-interviews-1285#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/puzzle-interviews-1285#comments</comments>
		<pubDate>Tue, 22 Feb 2011 16:04:39 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant tracking software]]></category>
		<category><![CDATA[applicants]]></category>
		<category><![CDATA[brightmove]]></category>
		<category><![CDATA[candidate]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[hiring manager]]></category>
		<category><![CDATA[hiring method]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job seeker]]></category>
		<category><![CDATA[puzzle interview]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[recruitment method]]></category>
		<category><![CDATA[reporting]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[sourcing]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1285</guid>
		<description><![CDATA[A simple search on interview questions and methods will return more results and ideas than one person can handle.  Companies and recruiters/hiring managers are always looking for improved or innovative ways to screen candidates.  How can we better predict the success of an individual; how can we more effectively assess the problem-solving capabilities of a candidate; what is the magic question to use as the ultimate disqualifier?]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/puzzle-interviews-1285/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>PEOPLE &#8211; PLANET &#8211; PROFIT – GO GREEN OR GO HOME</title>
		<link>http://www-qa.brightmove.com/blog_details/people-planet-profit-go-green-or-go-home-1261#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/people-planet-profit-go-green-or-go-home-1261#comments</comments>
		<pubDate>Tue, 15 Feb 2011 18:12:33 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[day]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[hr software]]></category>
		<category><![CDATA[idea]]></category>
		<category><![CDATA[just]]></category>
		<category><![CDATA[performance improvement]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[staffing software]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1261</guid>
		<description><![CDATA[My Pay It Forward post was spurred by reading an article on putting an employee’s future potential ahead of a company’s immediate gain. Perhaps the reason for the impact that article made was the recognition that, due to the effects of this economic slump, CSR objectives of many organizations have seemed to become nonexistent. Once realizable goals, corporations have pulled back on spending money for programs that they feel do not immediately impact their bottom line. Many companies are just trying to eke through and stay afloat while we dig ourselves out of this economic mess.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/people-planet-profit-go-green-or-go-home-1261/feed</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>PAY IT FORWARD &#8211; TRAINING ABOVE AND BEYOND IS BENEFICIAL IN THE LONG RUN</title>
		<link>http://www-qa.brightmove.com/blog_details/pay-it-forward-training-above-and-beyond-is-beneficial-in-the-long-run-1220#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/pay-it-forward-training-above-and-beyond-is-beneficial-in-the-long-run-1220#comments</comments>
		<pubDate>Tue, 08 Feb 2011 23:29:52 +0000</pubDate>
		<dc:creator>cwing</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[career competency]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[hr software]]></category>
		<category><![CDATA[performance improvement]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[staffing software]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1220</guid>
		<description><![CDATA[An administrative assistant who can type 75 wpm and answer a multi-line phone but can’t do a page layout in Microsoft Word or know how formulas work in Microsoft Excel has little chance of getting a job later down the line if he or she doesn’t up their skill level in these areas. A mechanic that has no idea about the computer based tools that can be used in his or her field needs that opportunity to learn about it. In some instances, they simply just need to know about something bigger than their day to day jobs.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/pay-it-forward-training-above-and-beyond-is-beneficial-in-the-long-run-1220/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>LOOK AT ME!  FROM RECRUITING BOOTH TO THE INTERVIEW – HOW TO DRAW IN STUDENT TALENT AT CAREER FAIRS.</title>
		<link>http://www-qa.brightmove.com/blog_details/look-at-me-from-recruiting-booth-to-the-interview-%e2%80%93-how-to-draw-in-student-talent-at-career-fairs-1211#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/look-at-me-from-recruiting-booth-to-the-interview-%e2%80%93-how-to-draw-in-student-talent-at-career-fairs-1211#comments</comments>
		<pubDate>Tue, 01 Feb 2011 17:16:41 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[career fair]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[recruiting booth]]></category>
		<category><![CDATA[software]]></category>
		<category><![CDATA[staffing]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1211</guid>
		<description><![CDATA[Large businesses have an easier time branding themselves as there are more opportunities for their name to get “out there”.  Businesses of small to medium size have a harder time and it’s extremely important to utilize every possible chance to let your organization be known.  This is especially true if you are trying to attract new graduates, some too young to recognize the names of even the most long-standing employers.

]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/look-at-me-from-recruiting-booth-to-the-interview-%e2%80%93-how-to-draw-in-student-talent-at-career-fairs-1211/feed</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>MIX AND MATCH.  MAKING THE MOST OF RECENT REORGANIZATIONS AND DOWNSIZE SURVIVORS</title>
		<link>http://www-qa.brightmove.com/blog_details/mix-and-match-making-the-most-of-recent-reorganizations-and-downsize-survivors-%e2%80%93-assess-new-structures-and-rebuild-teamwork-effectively-1159#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/mix-and-match-making-the-most-of-recent-reorganizations-and-downsize-survivors-%e2%80%93-assess-new-structures-and-rebuild-teamwork-effectively-1159#comments</comments>
		<pubDate>Mon, 24 Jan 2011 04:20:40 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[downsizing]]></category>
		<category><![CDATA[restructure]]></category>
		<category><![CDATA[survivors]]></category>
		<category><![CDATA[teamwork]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1159</guid>
		<description><![CDATA[With job cuts leveling off, corporations find themselves trying to make sense of those left after the dust has settled.  Job descriptions have evolved and been altered to absorb the responsibilities of the employees that were part of any reductions in force.  More with less has been the theme of many an organization over the past few years.  Now that things are shifting into a steady mode, how do you take the current employees and positions and create a new “normal”?  The Society for Human Resource Management (SHRM) has some ideas on how to figure that out.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/mix-and-match-making-the-most-of-recent-reorganizations-and-downsize-survivors-%e2%80%93-assess-new-structures-and-rebuild-teamwork-effectively-1159/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>BrightMove, Inc. Launches BrightMatch Skill Marketing Suite</title>
		<link>http://www-qa.brightmove.com/blog_details/brightmove-inc-launches-brightmatch-skill-marketing-suite-for-staffing-software-customers-put-your-talent-to-work-finding-potential-clients-and-jobs-1151#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/brightmove-inc-launches-brightmatch-skill-marketing-suite-for-staffing-software-customers-put-your-talent-to-work-finding-potential-clients-and-jobs-1151#comments</comments>
		<pubDate>Wed, 19 Jan 2011 16:37:51 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[News]]></category>
		<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[brightmatch]]></category>
		<category><![CDATA[clients]]></category>
		<category><![CDATA[corporate]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[skill marketing]]></category>
		<category><![CDATA[skill matching]]></category>
		<category><![CDATA[software]]></category>
		<category><![CDATA[talent]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1151</guid>
		<description><![CDATA[St. Augustine Beach, FL, December 20 2010 – BrightMove, Inc. (www.brightmove.com), a leading developer of Recruiting Software for Recruitment Outsourcing (RPO), Staffing and Corporate HR, announces the debut of BrightMove BrightMatch technology. This new feature and tool streamlines the process of matching qualified applicants to potential jobs within thousands or corporate websites in the United States, United Kingdom and Canada.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/brightmove-inc-launches-brightmatch-skill-marketing-suite-for-staffing-software-customers-put-your-talent-to-work-finding-potential-clients-and-jobs-1151/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>DON’T GET DOWN.  JOB CUTS HAVE COME TO AN END AS THE NEW YEAR BEGINS</title>
		<link>http://www-qa.brightmove.com/blog_details/dont-get-down-job-cuts-have-come-to-an-end-as-the-new-year-begins-1144#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/dont-get-down-job-cuts-have-come-to-an-end-as-the-new-year-begins-1144#comments</comments>
		<pubDate>Wed, 19 Jan 2011 16:14:15 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[job cuts]]></category>
		<category><![CDATA[layoffs]]></category>
		<category><![CDATA[planned hiring]]></category>
		<category><![CDATA[shrm]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1144</guid>
		<description><![CDATA[We may have seen the light at the end of the tunnel.  In a recent article published by the SHRM, Planned layoffs totaled 32,004 in December 2010, down 34 percent from 48,711 in November 2010. December job cuts were 29 percent lower than the same month a year earlier when 45,094 cuts were announced.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/dont-get-down-job-cuts-have-come-to-an-end-as-the-new-year-begins-1144/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>I’M NOT BUYING IT.  RESUMES ARE DESIGNED TO “SELL” – SPOT THE GOOD, THE BAD, AND THE LIARS.</title>
		<link>http://www-qa.brightmove.com/blog_details/i%e2%80%99m-not-buying-it-resumes-are-designed-to-%e2%80%9csell%e2%80%9d-%e2%80%93-spot-the-good-the-bad-and-the-liars-1136#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/i%e2%80%99m-not-buying-it-resumes-are-designed-to-%e2%80%9csell%e2%80%9d-%e2%80%93-spot-the-good-the-bad-and-the-liars-1136#comments</comments>
		<pubDate>Mon, 10 Jan 2011 00:02:48 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[liars]]></category>
		<category><![CDATA[resumes]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1136</guid>
		<description><![CDATA[In the previous post, I discussed studies and statistics showing the existence of resume fraud in today’s recruiting.  To combat these occurrences, let’s look at ways to identify little white lies, exaggerations, and complete fabrications.

Obviously doing pre-employment screening such as background and reference checks are the sure fire ways in which to decrease the probability of getting duped by an potential hire.  Though they can be costly, a background check fee will far outweigh the cost of the candidate underperforming and/or turning over.  More employers than ever before seem to be conducting these types of screens, being aware of the level of scrutiny necessary to protect themselves.

]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/i%e2%80%99m-not-buying-it-resumes-are-designed-to-%e2%80%9csell%e2%80%9d-%e2%80%93-spot-the-good-the-bad-and-the-liars-1136/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>FACT AND FICTION.  RESUME FRAUD MAY BE A LEGITIMATE CONCERN WHEN SCREENING CANDIDATES.</title>
		<link>http://www-qa.brightmove.com/blog_details/fact-and-fiction-resume-fraud-may-be-a-legitimate-concern-when-screening-candidates-1132#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/fact-and-fiction-resume-fraud-may-be-a-legitimate-concern-when-screening-candidates-1132#comments</comments>
		<pubDate>Sun, 09 Jan 2011 23:58:02 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[2004]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[checks]]></category>
		<category><![CDATA[fraud]]></category>
		<category><![CDATA[job]]></category>
		<category><![CDATA[resume]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[seekers]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1132</guid>
		<description><![CDATA[Everyone is doing it…right?  In this economy, measures have to be taken to make your resume stand out from your neighbor.  Some candidates take slight exaggerations too far, often times committing outright resume fraud. 

]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/fact-and-fiction-resume-fraud-may-be-a-legitimate-concern-when-screening-candidates-1132/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>WAKE UP CALL!  U.S. MANAGERS MAY STAND TO LOSE KEY EMPLOYEES IN 2011</title>
		<link>http://www-qa.brightmove.com/blog_details/wake-up-call-u-s-managers-may-stand-to-lose-key-employees-in-2011-1130#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/wake-up-call-u-s-managers-may-stand-to-lose-key-employees-in-2011-1130#comments</comments>
		<pubDate>Sun, 09 Jan 2011 23:53:58 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[2011]]></category>
		<category><![CDATA[confidence]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[leaders]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[right]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1130</guid>
		<description><![CDATA[The results of a recent survey by Right Management, a division of Manpower, Inc., may be a depressingly foreshadowing to U.S. employers.  According to the poll, 84% of employees that participated in the survey plan to actively pursue other employment options in 2011.  This is a significant increase from the 2010 statistic of 60%.  Only 5% stated their intent was to remain in their current positions.  This is staggering!

The desire for change is credited to employee dissatisfaction and discontent.
]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/wake-up-call-u-s-managers-may-stand-to-lose-key-employees-in-2011-1130/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>BrightMove, Inc. Launches BrightMove Progression: Innovative Technology for New Hires and Process Automation</title>
		<link>http://www-qa.brightmove.com/blog_details/brightmove-inc-launches-brightmove-progression-innovative-technology-for-new-hires-and-process-automation-1117#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/brightmove-inc-launches-brightmove-progression-innovative-technology-for-new-hires-and-process-automation-1117#comments</comments>
		<pubDate>Mon, 20 Dec 2010 22:42:02 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[News]]></category>
		<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[employee self service]]></category>
		<category><![CDATA[offboarding]]></category>
		<category><![CDATA[onboarding]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[self service]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1117</guid>
		<description><![CDATA[BrightMove, Inc. Launches BrightMove Progression: Innovative Technology for New Hires and Process Automation St. Augustine Beach, FL, December 20 2010 – BrightMove, Inc. (www.brightmove.com), a leading developer of Recruiting Software for Recruitment Outsourcing (RPO), Staffing and Corporate HR, announces the debut of BrightMove Progression. This product streamlines onboarding for new employees, while automating processes for&#160;<a href="http://www-qa.brightmove.com/blog_details/brightmove-inc-launches-brightmove-progression-innovative-technology-for-new-hires-and-process-automation-1117" class="link">Continue Reading</a>]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/brightmove-inc-launches-brightmove-progression-innovative-technology-for-new-hires-and-process-automation-1117/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>Get Creative. Unorthodox Recruiting Methods May Get The Job Done</title>
		<link>http://www-qa.brightmove.com/blog_details/get-creative-unorthodox-recruiting-methods-may-get-the-job-done-1111#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/get-creative-unorthodox-recruiting-methods-may-get-the-job-done-1111#comments</comments>
		<pubDate>Mon, 20 Dec 2010 12:19:09 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[candidates]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[recruiting methods]]></category>
		<category><![CDATA[Recruiting Software]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1111</guid>
		<description><![CDATA[There is a reason that standard recruiting methods are, well, standard: they work.  Placing ads, using temp agencies, calling on employee referrals, etc. – these are all tried and true methods that have stood the test of time and yielded some positive results.  However, as we all know, these methods don’t always work.  Every recruiter has been in a situation where the typical recruitment process doesn’t generate new hires.  When that moment comes, when you are all out of ideas, how do you proceed?]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/get-creative-unorthodox-recruiting-methods-may-get-the-job-done-1111/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>IT ISN’T FAIR. COLLEGE RECRUITING VENTURES AWAY FROM TRADITIONAL CAREER FAIRS</title>
		<link>http://www-qa.brightmove.com/blog_details/college-recruiting-career-fairs-1109#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/college-recruiting-career-fairs-1109#comments</comments>
		<pubDate>Mon, 13 Dec 2010 05:58:05 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[career fairs]]></category>
		<category><![CDATA[college recruiting]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1109</guid>
		<description><![CDATA[In a previous post the latest Recruiting Trends analysis distributed by Michigan State University was summarized.  Getting a little more specific, we will look at the current state of college recruitment among those employers polled for the study.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/college-recruiting-career-fairs-1109/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>Seeing Green. Figuring Salary&#8217;s Part In Hiring And Retention</title>
		<link>http://www-qa.brightmove.com/blog_details/seeing-green-figuring-salarys-pare-in-hiring-and-retention-1098#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/seeing-green-figuring-salarys-pare-in-hiring-and-retention-1098#comments</comments>
		<pubDate>Thu, 09 Dec 2010 17:49:02 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[increase]]></category>
		<category><![CDATA[make]]></category>
		<category><![CDATA[money]]></category>
		<category><![CDATA[offer]]></category>
		<category><![CDATA[position]]></category>
		<category><![CDATA[salary]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1098</guid>
		<description><![CDATA[Money money money.  Famed writer Leo Rosten once said that money can’t buy happiness, but neither can poverty.  Money is at the forefront of everyone’s mind.  With the state of the current economy, it’s more important than ever.  Working for a company that you love or in a job that you are passionate about are luxuries that are becoming rare.  In this day and age, making as much as possible and putting food on the table is the key to survival. 

]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/seeing-green-figuring-salarys-pare-in-hiring-and-retention-1098/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>What&#8217;s Happening?  2010 to 2011 College Recruiting Trends</title>
		<link>http://www-qa.brightmove.com/blog_details/2010-2011-college-recruiting-trends-1094#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/2010-2011-college-recruiting-trends-1094#comments</comments>
		<pubDate>Thu, 09 Dec 2010 17:44:12 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[college]]></category>
		<category><![CDATA[college recruiting]]></category>
		<category><![CDATA[employers]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[market]]></category>
		<category><![CDATA[onboarding software]]></category>
		<category><![CDATA[organizations]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[services]]></category>
		<category><![CDATA[trends]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1094</guid>
		<description><![CDATA[Every year around this time, Michigan State University polls thousands of employers of all sizes in search of data relating to college graduates in order to generate recruiting trends.  This data varies in type of information from the average salary offer by major to the percent of job placement per geographic region.  Whether an employer or a recent college graduate, the findings from this research study are invaluable when predicting graduate availability, updating on the current market, or simply comparing what is being offered for entry-level graduates across the nation.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/2010-2011-college-recruiting-trends-1094/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>GET TOGETHER. ORGANIZED ACTIVITIES HELPS TO DRAW IN YOUNG TALENT AND RETAIN THEM</title>
		<link>http://www-qa.brightmove.com/blog_details/get-together-organized-activities-helps-to-draw-in-young-talent-and-retain-them-1079#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/get-together-organized-activities-helps-to-draw-in-young-talent-and-retain-them-1079#comments</comments>
		<pubDate>Mon, 22 Nov 2010 13:05:33 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[generation z]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[retaining talent]]></category>
		<category><![CDATA[talent management]]></category>
		<category><![CDATA[young talent]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1079</guid>
		<description><![CDATA[Year after year, more of the youth belonging to Generation Y enter the workforce.  As they research potential companies and employment options, questions are posed rivaling those of experience workers: what is the pay; where is the job located; what are the hours; what are the benefits?  But with these questions, also comes a few nontraditional inquiries including concern over the type of work environment and company atmosphere as well as the relationships between colleagues.  More specifically, what type of company extracurricular activities does the corporation participate in?]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/get-together-organized-activities-helps-to-draw-in-young-talent-and-retain-them-1079/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>AGE IS BUT A NUMBER. When It Comes To Filling Iternships, Baby Boomers Are Getting In Line</title>
		<link>http://www-qa.brightmove.com/blog_details/age-is-but-a-number-when-it-comes-to-filling-iternships-baby-boomers-are-getting-in-line-1076#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/age-is-but-a-number-when-it-comes-to-filling-iternships-baby-boomers-are-getting-in-line-1076#comments</comments>
		<pubDate>Tue, 16 Nov 2010 05:48:27 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[baby boomers]]></category>
		<category><![CDATA[internships]]></category>
		<category><![CDATA[opportunities]]></category>
		<category><![CDATA[workers]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1076</guid>
		<description><![CDATA[When you say the word “intern”, what image comes to mind?  A snot-nosed college kid trying to jumpstart their career?  Maybe a twenty-something young woman who still isn’t sure what she’d like to do with her life?  Both are fairly stereotypical.  But what about a 50-year-old accountant with 30 years of experience under their belt?  No?  Well get ready, because the stereotype is about to change.

]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/age-is-but-a-number-when-it-comes-to-filling-iternships-baby-boomers-are-getting-in-line-1076/feed</wfw:commentRss>
		<slash:comments>1</slash:comments>
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		<title>DON’T BE ANTI-SOCIAL. EMBRACE THE ADVANCES IN EMPLOYEE REFERRAL PROGRAMS</title>
		<link>http://www-qa.brightmove.com/blog_details/dont-be-anti-social-embrace-the-advances-in-employee-referral-programs-1072#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/dont-be-anti-social-embrace-the-advances-in-employee-referral-programs-1072#comments</comments>
		<pubDate>Wed, 10 Nov 2010 13:39:26 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1072</guid>
		<description><![CDATA[Many HR processes have been transformed in the recent past as the evolution of social media has given rise to new HR issues and methods.  Traditional employee recruitment practices are now a small piece of a much larger puzzle.  Placing an online or paper ad, networking at trade shows and other events, sourcing internal candidates, or gaining employee referrals – these are all still effective ways to accumulate potential hires, yet many of these have been affected by social media. 

In a previous recruitment blog post, the pros and cons of Employee Referral Programs (ERPs) were discussed, ultimately concluding that ERPs are a proven way to source talent.  But what if you are a smaller corporation or the well of referrals from current employees has run dry?  Thanks to social media, there are up and coming forms of ERPs.  Many organizations have already begun to take advantage of the opportunities these changes have made possible.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/dont-be-anti-social-embrace-the-advances-in-employee-referral-programs-1072/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>Mostly Sunny with a Chance of Employment.  The 2011 Hiring Forecast</title>
		<link>http://www-qa.brightmove.com/blog_details/mostly-sunny-with-a-chance-of-employment-the-2011-hiring-forecast-1067#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/mostly-sunny-with-a-chance-of-employment-the-2011-hiring-forecast-1067#comments</comments>
		<pubDate>Mon, 01 Nov 2010 04:59:41 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[News]]></category>
		<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[2011 unemployment]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[hiring forcast]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1067</guid>
		<description><![CDATA[It’s a long, uphill battle, but it seems we are getting there.  Numerous surveys show a positive outlook for US hiring in 2011. ]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/mostly-sunny-with-a-chance-of-employment-the-2011-hiring-forecast-1067/feed</wfw:commentRss>
		<slash:comments>1</slash:comments>
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		<title>Like Minds Stick Together.  Reaching Out to Current Employees to Fill Open Positions.</title>
		<link>http://www-qa.brightmove.com/blog_details/like-minds-stick-together-reaching-out-to-current-employees-to-fill-open-positions-1064#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/like-minds-stick-together-reaching-out-to-current-employees-to-fill-open-positions-1064#comments</comments>
		<pubDate>Mon, 01 Nov 2010 04:56:46 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[current employees]]></category>
		<category><![CDATA[employee referrals]]></category>
		<category><![CDATA[internal hiring]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1064</guid>
		<description><![CDATA[Looking at internal candidates to fill an open position is obviously not Recruiting Rocket Science.  But when you aren’t able to internally place someone in a vacancy, where do you turn?  The first step to your “external” recruitment process should be search internally again, this time with a different request.

]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/like-minds-stick-together-reaching-out-to-current-employees-to-fill-open-positions-1064/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>BrightMove, Inc. Partners with TalentDrive: Embedded Searching Capabilities Across Thousands of Resume Sources</title>
		<link>http://www-qa.brightmove.com/blog_details/brightmove-inc-partners-with-talentdrive-embedded-searching-capabilities-across-thousands-of-resume-sources-1061#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/brightmove-inc-partners-with-talentdrive-embedded-searching-capabilities-across-thousands-of-resume-sources-1061#comments</comments>
		<pubDate>Mon, 01 Nov 2010 04:48:55 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[News]]></category>
		<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[Recruiting Software]]></category>
		<category><![CDATA[resumes]]></category>
		<category><![CDATA[sourcing]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1061</guid>
		<description><![CDATA[St. Augustine Beach, FL November 1, 2010 – BrightMove, Inc. (www.brightmove.com), a leading developer of Recruiting Software for Recruitment Outsourcing (RPO), Staffing and Corporate HR, announces its new partnership with TalentDrive (www.talentdrive.com). This agreement enables BrightMove to offer embedded searching capabilities across thousands of resume sources. “This partnership with TalentDrive is a major differentiator in&#160;<a href="http://www-qa.brightmove.com/blog_details/brightmove-inc-partners-with-talentdrive-embedded-searching-capabilities-across-thousands-of-resume-sources-1061" class="link">Continue Reading</a>]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/brightmove-inc-partners-with-talentdrive-embedded-searching-capabilities-across-thousands-of-resume-sources-1061/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>BrightMove, Inc. Partners with Data Frenzy to Provide Leading SaaS Global Job Posting Capabilities</title>
		<link>http://www-qa.brightmove.com/blog_details/brightmove-inc-partners-with-data-frenzy-to-provide-leading-saas-global-job-posting-capabilities-1058#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/brightmove-inc-partners-with-data-frenzy-to-provide-leading-saas-global-job-posting-capabilities-1058#comments</comments>
		<pubDate>Mon, 01 Nov 2010 04:34:57 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[News]]></category>
		<category><![CDATA[Recruiting Software Blog]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1058</guid>
		<description><![CDATA[BrightMove, Inc. (www.brightmove.com), a leading developer of Recruiting Software for Recruitment Outsourcing (RPO), Staffing and Corporate HR, announces its new partnership with Data Frenzy (www.datafrenzy.com). This agreement enables BrightMove to offer clients the ability to list employment opportunities on thousands of job boards globally.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/brightmove-inc-partners-with-data-frenzy-to-provide-leading-saas-global-job-posting-capabilities-1058/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>SHOW ME THE MONEY.  LONG-TERM UNEMPLOYED MAY BE HOLDING OUT FOR PAY</title>
		<link>http://www-qa.brightmove.com/blog_details/show-me-the-money-long-term-unemployed-may-be-holding-out-for-pay-1055#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/show-me-the-money-long-term-unemployed-may-be-holding-out-for-pay-1055#comments</comments>
		<pubDate>Mon, 18 Oct 2010 02:57:37 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[career]]></category>
		<category><![CDATA[hold out]]></category>
		<category><![CDATA[job offer]]></category>
		<category><![CDATA[unemployment]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1055</guid>
		<description><![CDATA[The current economic situation has made screening resumes more difficult for recruiters.  Today, a large employment gap is commonplace and the percentage of applicants that are currently unemployed is significantly higher than just a few years ago.  The first inclination may be to write off applicants whose last full-time employment was a year ago or more.  However, dig a little deeper into why they have remained unemployed all this time and the answer may surprise you.

]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/show-me-the-money-long-term-unemployed-may-be-holding-out-for-pay-1055/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Dude.  Your Candidate Has a Medical Marijuana Card.  Now What?</title>
		<link>http://www-qa.brightmove.com/blog_details/dude-your-candidate-has-a-medical-marijuana-card-now-what-1045#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/dude-your-candidate-has-a-medical-marijuana-card-now-what-1045#comments</comments>
		<pubDate>Mon, 11 Oct 2010 05:12:58 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[drug screening]]></category>
		<category><![CDATA[medical marajuana]]></category>
		<category><![CDATA[workplace]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1045</guid>
		<description><![CDATA[After setting up a round of interviews for an open drafter position located in Los Angeles, CA, the hiring manager left me a concerned voicemail.  “A candidate came in for an interview and asked if we require a pre-employment drug screen.  Once confirmed, he stated that he has an MMJ (Medical Marijuana) Card.  How should I proceed?”

]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/dude-your-candidate-has-a-medical-marijuana-card-now-what-1045/feed</wfw:commentRss>
		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>US vs YOU. Pros and Cons of the Panel Interview</title>
		<link>http://www-qa.brightmove.com/blog_details/pros-and-cons-of-the-panel-interview-1041#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/pros-and-cons-of-the-panel-interview-1041#comments</comments>
		<pubDate>Mon, 11 Oct 2010 05:09:06 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[interviews]]></category>
		<category><![CDATA[panel interviews]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1041</guid>
		<description><![CDATA[There are advantages and disadvantages to all interview formats.  Deciding how to conduct these candidate “meet &#038; greets” relies on a wealth of factors: company industry, the position being filled, the position of the interviewer, interviewer personality, timeframe availability, etc.  There’s also the small matter of “who will actually conduct the interview?” 

]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/pros-and-cons-of-the-panel-interview-1041/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>To Search or Not to Search. Protecting Your Recruiting Process from Social Media-Related Discrimination.</title>
		<link>http://www-qa.brightmove.com/blog_details/protecting-your-recruiting-process-from-social-media-related-discrimination-1032#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/protecting-your-recruiting-process-from-social-media-related-discrimination-1032#comments</comments>
		<pubDate>Wed, 29 Sep 2010 22:16:14 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[discrimination]]></category>
		<category><![CDATA[recruiting process]]></category>
		<category><![CDATA[social media]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1032</guid>
		<description><![CDATA[Facebook and other forms of social media have become increasingly popular sources for those in charge of hiring to find free information about their applicants. You may assume that certain social sites would not have a wide reach or perhaps that only today’s youth are taking advantage of social media, making a case that it isn’t worth your time to search for candidate facts through these online venues. If that’s your opinion, think again. At a recent seminar through Belin McCormick Law Firm, this subject was presented, along with some staggering statistics about social media. The site Facebook, in particular, has 500 million active users, 100 million of them added between January and June of 2010. 41% of the 500 million users are in the United States and 28% are over the age of 34, listed as the website’s fastest growing demographic.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/protecting-your-recruiting-process-from-social-media-related-discrimination-1032/feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>If You Can&#8217;t Take the Heat.  Be Cautious About Giving Candidates Interview Feedback.</title>
		<link>http://www-qa.brightmove.com/blog_details/can%e2%80%99t-take-the-heat-be-cautious-about-giving-candidates-interview-feedback-1020#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://www-qa.brightmove.com/blog_details/can%e2%80%99t-take-the-heat-be-cautious-about-giving-candidates-interview-feedback-1020#comments</comments>
		<pubDate>Mon, 27 Sep 2010 01:18:46 +0000</pubDate>
		<dc:creator>mbrandt</dc:creator>
				<category><![CDATA[Recruiting Software Blog]]></category>
		<category><![CDATA[applicant]]></category>
		<category><![CDATA[feedback]]></category>
		<category><![CDATA[giving feedback]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interviewing]]></category>

		<guid isPermaLink="false">http://www.brightmove.com/?p=1020</guid>
		<description><![CDATA[The majority of interviews I’ve conducted fall between five and seven on a ten scale, ten being “hired on the spot, five as “mediocre”, and one for candidates that completely bomb the interview.  There are those interviewees that do well out of the gate and a flub, whether oblivious or unintentional in nature, lands them on the fast track to No Thank You Town.]]></description>
		<wfw:commentRss>http://www-qa.brightmove.com/blog_details/can%e2%80%99t-take-the-heat-be-cautious-about-giving-candidates-interview-feedback-1020/feed</wfw:commentRss>
		<slash:comments>3</slash:comments>
		</item>
	</channel>
</rss>

