<?xml version="1.0" encoding="UTF-8"?>
<rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:wfw="http://wellformedweb.org/CommentAPI/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
	>

<channel>
	<title>The DeGarmo Group, Inc.</title>
	<atom:link href="http://www.degarmogroup.com/index.php/feed/" rel="self" type="application/rss+xml" />
	<link>http://www.degarmogroup.com</link>
	<description>Innovative talent acquisition and development solutions.</description>
	<lastBuildDate>Thu, 17 May 2012 14:49:55 +0000</lastBuildDate>
	<language>en</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
	<generator>http://wordpress.org/?v=3.3.1</generator>
		<item>
		<title>Is At-Home Pre-Employment Testing as Effective as On-Site Testing?</title>
		<link>http://www.degarmogroup.com/index.php/is-at-home-pre-employment-testing-as-effective-as-on-site-testing/</link>
		<comments>http://www.degarmogroup.com/index.php/is-at-home-pre-employment-testing-as-effective-as-on-site-testing/#comments</comments>
		<pubDate>Tue, 13 Mar 2012 11:57:04 +0000</pubDate>
		<dc:creator>DeGarmo Group</dc:creator>
				<category><![CDATA[DeGarmo Group Events]]></category>
		<category><![CDATA[DeGarmo Group News]]></category>
		<category><![CDATA[Featured]]></category>
		<category><![CDATA[Recruitment & Selection]]></category>

		<guid isPermaLink="false">http://www.degarmogroup.com/?p=2840</guid>
		<description><![CDATA[David Daly of DeGarmo Group will be facilitating a session titled &#8220;Is At-Home Pre-Employment Testing as Effective as On-Site Testing?&#8221; as part of HR.com&#8217;s Online Sourcing and Staffing conference on April 19th, at 12:30pm ET. The session description and registration information follows below. The use of web-based, at-home applicant assessment is not just on the [...]]]></description>
		<wfw:commentRss>http://www.degarmogroup.com/index.php/is-at-home-pre-employment-testing-as-effective-as-on-site-testing/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Filtering Applicants via Pre-employment Assessment &amp; Interview Technology</title>
		<link>http://www.degarmogroup.com/index.php/filtering-applicants-via-pre-employment-assessment-interview-technology/</link>
		<comments>http://www.degarmogroup.com/index.php/filtering-applicants-via-pre-employment-assessment-interview-technology/#comments</comments>
		<pubDate>Tue, 13 Mar 2012 11:53:55 +0000</pubDate>
		<dc:creator>DeGarmo Group</dc:creator>
				<category><![CDATA[DeGarmo Group Events]]></category>
		<category><![CDATA[DeGarmo Group News]]></category>
		<category><![CDATA[Featured]]></category>
		<category><![CDATA[Recruitment & Selection]]></category>

		<guid isPermaLink="false">http://www.degarmogroup.com/?p=2837</guid>
		<description><![CDATA[Adam Bradshaw of DeGarmo Group will be facilitating a session titled &#8220;Filtering Applicants via Pre-employment Assessment &#38; Interview Technology&#8221; as part of HR.com&#8217;s Online Sourcing and Staffing conference on April 18th at 12:30 ET. Session overview and registration information is provided below. How can we bring in top-tier talent efficiently, while aligning the talent acquisition [...]]]></description>
		<wfw:commentRss>http://www.degarmogroup.com/index.php/filtering-applicants-via-pre-employment-assessment-interview-technology/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Customizing Personality Assessment to Predict Job Success and Leadership Potential</title>
		<link>http://www.degarmogroup.com/index.php/customizing-personality-assessment-to-predict-job-success-and-leadership-potential/</link>
		<comments>http://www.degarmogroup.com/index.php/customizing-personality-assessment-to-predict-job-success-and-leadership-potential/#comments</comments>
		<pubDate>Sat, 18 Feb 2012 14:10:38 +0000</pubDate>
		<dc:creator>DeGarmo Group</dc:creator>
				<category><![CDATA[DeGarmo Group Events]]></category>
		<category><![CDATA[Recruitment & Selection]]></category>

		<guid isPermaLink="false">http://www.degarmogroup.com/?p=2806</guid>
		<description><![CDATA[DeGarmo Group will be sponsoring an HR.com webcast titled Customizing Personality Assessment to Predict Job Success and Leadership Potential facilitated by Anthony Adorno on March 8th, from 1pm-2pm ET. The session is going to focus on innovations in the use of personality assessment. As part of the session, we&#8217;ll talk about how to analyze and [...]]]></description>
		<wfw:commentRss>http://www.degarmogroup.com/index.php/customizing-personality-assessment-to-predict-job-success-and-leadership-potential/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Introducing the DPI and the End of Ordinary Personality Assessment</title>
		<link>http://www.degarmogroup.com/index.php/introducing-the-dpi-and-the-end-of-ordinary-personality-assessment/</link>
		<comments>http://www.degarmogroup.com/index.php/introducing-the-dpi-and-the-end-of-ordinary-personality-assessment/#comments</comments>
		<pubDate>Sat, 18 Feb 2012 13:59:38 +0000</pubDate>
		<dc:creator>DeGarmo Group</dc:creator>
				<category><![CDATA[DeGarmo Group Events]]></category>
		<category><![CDATA[Recruitment & Selection]]></category>

		<guid isPermaLink="false">http://www.degarmogroup.com/?p=2803</guid>
		<description><![CDATA[DeGarmo Group will be hosting a webcast titled “Introducing the DPI and the End of Ordinary Personality Assessment“. The session will be held on March 15th, 2012 from 1:00 – 2:00 pm ET. Learn about how DeGarmo Group has leveraged technology to advance the science of personality assessment with the DeGarmo Personality Inventory (DPI) by enabling the [...]]]></description>
		<wfw:commentRss>http://www.degarmogroup.com/index.php/introducing-the-dpi-and-the-end-of-ordinary-personality-assessment/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>DeGarmo Group unveils innovative assessment for custom personality profiling and dynamic interview generation:  DeGarmo Personality Inventory (DPI)</title>
		<link>http://www.degarmogroup.com/index.php/degarmo-group-unveils-innovative-assessment-for-custom-personality-profiling-and-dynamic-interview-generation-degarmo-personality-inventory-dpi/</link>
		<comments>http://www.degarmogroup.com/index.php/degarmo-group-unveils-innovative-assessment-for-custom-personality-profiling-and-dynamic-interview-generation-degarmo-personality-inventory-dpi/#comments</comments>
		<pubDate>Fri, 17 Feb 2012 00:55:10 +0000</pubDate>
		<dc:creator>DeGarmo Group</dc:creator>
				<category><![CDATA[DeGarmo Group News]]></category>
		<category><![CDATA[Featured]]></category>
		<category><![CDATA[Recruitment & Selection]]></category>

		<guid isPermaLink="false">http://www.degarmogroup.com/?p=2792</guid>
		<description><![CDATA[Bloomington, IL – DeGarmo Group, a global provider of talent acquisition solutions, today announced the release of the DeGarmo Personality Inventory (DPI). The DPI advances the science of personality assessment by enabling organizations to create and use custom personality profiles for every occupation, and supports dynamic interview production based on assessment data. Talent acquisition professionals [...]]]></description>
		<wfw:commentRss>http://www.degarmogroup.com/index.php/degarmo-group-unveils-innovative-assessment-for-custom-personality-profiling-and-dynamic-interview-generation-degarmo-personality-inventory-dpi/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Diversity Climate &amp; Retention</title>
		<link>http://www.degarmogroup.com/index.php/diversity-climate-retention/</link>
		<comments>http://www.degarmogroup.com/index.php/diversity-climate-retention/#comments</comments>
		<pubDate>Wed, 08 Feb 2012 16:30:49 +0000</pubDate>
		<dc:creator>DeGarmo Group</dc:creator>
				<category><![CDATA[Diversity Management]]></category>
		<category><![CDATA[Featured]]></category>
		<category><![CDATA[Organizational Culture]]></category>
		<category><![CDATA[Turnover & Retention]]></category>

		<guid isPermaLink="false">http://www.degarmogroup.com/?p=2236</guid>
		<description><![CDATA[As society increasingly becomes aware of the value of creating a more diverse workforce, effective diversity management becomes an important facet of Human Resource Management. Moreover, the relationship between diversity and retention is one that should be better understood. However, when considering this relationship, the focus should not merely be on demographics, but on an [...]]]></description>
		<wfw:commentRss>http://www.degarmogroup.com/index.php/diversity-climate-retention/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Timing the Job Offer</title>
		<link>http://www.degarmogroup.com/index.php/timing-the-job-offer/</link>
		<comments>http://www.degarmogroup.com/index.php/timing-the-job-offer/#comments</comments>
		<pubDate>Wed, 25 Jan 2012 15:30:33 +0000</pubDate>
		<dc:creator>DeGarmo Group</dc:creator>
				<category><![CDATA[Employee Relations]]></category>
		<category><![CDATA[Featured]]></category>
		<category><![CDATA[Recruitment & Selection]]></category>

		<guid isPermaLink="false">http://www.degarmogroup.com/?p=2230</guid>
		<description><![CDATA[Speed and timeliness are important during the hiring process. Without devoting some effort to establishing an efficient applicant acceptance process, most hiring managers will continue to be challenged in their efforts to enhance their organization’s ability to compete for talent. Interpretations of Job Offer Timing Job offer timing, or the time between an applicant’s final [...]]]></description>
		<wfw:commentRss>http://www.degarmogroup.com/index.php/timing-the-job-offer/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Employee Reactions to High Daily Workloads</title>
		<link>http://www.degarmogroup.com/index.php/employee-reactions-to-high-daily-workloads/</link>
		<comments>http://www.degarmogroup.com/index.php/employee-reactions-to-high-daily-workloads/#comments</comments>
		<pubDate>Wed, 11 Jan 2012 15:30:27 +0000</pubDate>
		<dc:creator>DeGarmo Group</dc:creator>
				<category><![CDATA[Featured]]></category>
		<category><![CDATA[Work Stress]]></category>

		<guid isPermaLink="false">http://www.degarmogroup.com/?p=2220</guid>
		<description><![CDATA[Daily workload can be defined as employees’ perceptions of the work demands placed on them in a given day. Employee perceptions of high daily workloads occur when they feel that they have been given more work in a given day than they can effectively complete. Perceptions of a high daily workload can negatively impact employee [...]]]></description>
		<wfw:commentRss>http://www.degarmogroup.com/index.php/employee-reactions-to-high-daily-workloads/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>When does turnover become functional?</title>
		<link>http://www.degarmogroup.com/index.php/when-does-turnover-become-functional/</link>
		<comments>http://www.degarmogroup.com/index.php/when-does-turnover-become-functional/#comments</comments>
		<pubDate>Wed, 28 Dec 2011 15:30:39 +0000</pubDate>
		<dc:creator>DeGarmo Group</dc:creator>
				<category><![CDATA[Featured]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Turnover & Retention]]></category>

		<guid isPermaLink="false">http://www.degarmogroup.com/?p=2212</guid>
		<description><![CDATA[If you are like most managers, you probably view voluntary employee turnover as a costly and undesirable occurrence.  In many instances, this is the case.  However, some types of voluntary turnover can actually be good for your company.  When the employees that leave an organization are poor performers, this may be better for the company [...]]]></description>
		<wfw:commentRss>http://www.degarmogroup.com/index.php/when-does-turnover-become-functional/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Uniqueness Effect</title>
		<link>http://www.degarmogroup.com/index.php/the-uniqueness-effect/</link>
		<comments>http://www.degarmogroup.com/index.php/the-uniqueness-effect/#comments</comments>
		<pubDate>Wed, 14 Dec 2011 15:30:38 +0000</pubDate>
		<dc:creator>DeGarmo Group</dc:creator>
				<category><![CDATA[KSAOs/Individual Differences]]></category>
		<category><![CDATA[Recruitment & Selection]]></category>

		<guid isPermaLink="false">http://www.degarmogroup.com/?p=2205</guid>
		<description><![CDATA[Job interviews are the age-old, strategy based, “survival of the fittest” in the business world. Now more than ever, people are entering the job market with university degrees, which can often make most job applicants appear to be the same. Because of this, many applicants seek to distinguish themselves by providing unique answers to interview [...]]]></description>
		<wfw:commentRss>http://www.degarmogroup.com/index.php/the-uniqueness-effect/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
	</channel>
</rss>

