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> <channel><title>Comments on: Shally Steckerl: Leadership Recruiting Innovator</title> <atom:link href="http://www.daviddalka.com/createvalue/2006/07/13/shally-steckerl-leadership-recruiting-innovator/feed/" rel="self" type="application/rss+xml" /><link>http://www.daviddalka.com/createvalue/2006/07/13/shally-steckerl-leadership-recruiting-innovator/</link> <description>Digital Strategy Solutions, Change Management Leadership, Business Speaker, Payments Technology Convergence</description> <lastBuildDate>Sat, 11 Feb 2012 00:11:18 +0000</lastBuildDate> <sy:updatePeriod>hourly</sy:updatePeriod> <sy:updateFrequency>1</sy:updateFrequency> <generator>http://wordpress.org/?v=3.3.1</generator> <item><title>By: Keep Talent for Yourself - The itzBig Blog - Serving the Unserved – Recruiters, Job Seekers, Quiet Working Professionals</title><link>http://www.daviddalka.com/createvalue/2006/07/13/shally-steckerl-leadership-recruiting-innovator/comment-page-1/#comment-3178</link> <dc:creator>Keep Talent for Yourself - The itzBig Blog - Serving the Unserved – Recruiters, Job Seekers, Quiet Working Professionals</dc:creator> <pubDate>Fri, 08 Dec 2006 21:55:33 +0000</pubDate> <guid
isPermaLink="false">http://daviddalka.com/createvalue/2006/07/13/shally-steckerl-leadership-recruiting-innovator/#comment-3178</guid> <description>[...] “The clearest competitive advantage is being first in reaching top talent that has not yet considered other opportunities. First we must identify where that talent is, but then we also must quick reach them before our competitors find then. Having the first chance to offer a top candidate new opportunities is much more advantageous than being very fast at reacting to the same candidates that have applied at every competitor.” (From Creating Revenue and Retention) [...]</description> <content:encoded><![CDATA[<p>[...] “The clearest competitive advantage is being first in reaching top talent that has not yet considered other opportunities. First we must identify where that talent is, but then we also must quick reach them before our competitors find then. Having the first chance to offer a top candidate new opportunities is much more advantageous than being very fast at reacting to the same candidates that have applied at every competitor.” (From Creating Revenue and Retention) [...]</p> ]]></content:encoded> </item> <item><title>By: Mikerochip</title><link>http://www.daviddalka.com/createvalue/2006/07/13/shally-steckerl-leadership-recruiting-innovator/comment-page-1/#comment-46</link> <dc:creator>Mikerochip</dc:creator> <pubDate>Sun, 16 Jul 2006 18:32:28 +0000</pubDate> <guid
isPermaLink="false">http://daviddalka.com/createvalue/2006/07/13/shally-steckerl-leadership-recruiting-innovator/#comment-46</guid> <description>&lt;strong&gt;Shilly Shally? No, I&#039;m not!&lt;/strong&gt;
This post by The Canadian Headhunter, author of The Recruiting Animal blog, is part of the Recruting Blog Swap. I&#039;ve had a lot of email lately asking me if I&#039;m Shally&#039;s paid publicist: Animal, what&#039;s with all the Shally, Dude. If he&#039;s paying ya to...</description> <content:encoded><![CDATA[<p><strong>Shilly Shally? No, I&#8217;m not!</strong></p><p>This post by The Canadian Headhunter, author of The Recruiting Animal blog, is part of the Recruting Blog Swap. I&#8217;ve had a lot of email lately asking me if I&#8217;m Shally&#8217;s paid publicist: Animal, what&#8217;s with all the Shally, Dude. If he&#8217;s paying ya to&#8230;</p> ]]></content:encoded> </item> </channel> </rss>
