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	<title>The Dignity Of Work &#187; Operational Excellence</title>
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		<title>The Dignity Of Work &#187; Operational Excellence</title>
		<link>http://thedignityofwork.com</link>
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		<title>Multi Business Lines = Multi Conflicts?</title>
		<link>http://thedignityofwork.com/2012/06/08/multi-business-lines-multi-conflicts/</link>
		<comments>http://thedignityofwork.com/2012/06/08/multi-business-lines-multi-conflicts/#comments</comments>
		<pubDate>Fri, 08 Jun 2012 15:48:00 +0000</pubDate>
		<dc:creator>Jas Chong</dc:creator>
				<category><![CDATA[Operational Excellence]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[business models]]></category>
		<category><![CDATA[differentiation]]></category>
		<category><![CDATA[expansion]]></category>
		<category><![CDATA[Recruitment]]></category>
		<category><![CDATA[recruitment companies]]></category>
		<category><![CDATA[recruitment services]]></category>
		<category><![CDATA[RPO]]></category>

		<guid isPermaLink="false">http://thedignityofwork.com/?p=89</guid>
		<description><![CDATA[As companies grow, a natural evolution is expansion in different geographies and/or business lines. For recruitment companies, this can also be governed with changes in the way people work and how companies engage people. In the 50s, we see a build up of temporary work, in the 80s, outsourcing became a new cost reduction trend &#8230; <a href="http://thedignityofwork.com/2012/06/08/multi-business-lines-multi-conflicts/">Continue reading <span class="meta-nav">&#187;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=thedignityofwork.com&#038;blog=29091407&#038;post=89&#038;subd=thedignityofwork&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
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		<title>The People in Recruitment</title>
		<link>http://thedignityofwork.com/2012/03/12/the-people-in-recruitment/</link>
		<comments>http://thedignityofwork.com/2012/03/12/the-people-in-recruitment/#comments</comments>
		<pubDate>Mon, 12 Mar 2012 14:33:30 +0000</pubDate>
		<dc:creator>Jas Chong</dc:creator>
				<category><![CDATA[Operational Excellence]]></category>

		<guid isPermaLink="false">http://thedignityofwork.com/?p=79</guid>
		<description><![CDATA[It is incredible how quickly a company can fall. Currently, I am reading “Too big to fail” by Andrew Ross Sorkin. As I flip through the pages that document the incredible downfall of big financial institutions, the stories of such downfall is not limited to the financial industry. For a recruitment company, the rise and &#8230; <a href="http://thedignityofwork.com/2012/03/12/the-people-in-recruitment/">Continue reading <span class="meta-nav">&#187;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=thedignityofwork.com&#038;blog=29091407&#038;post=79&#038;subd=thedignityofwork&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
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		<title>Catch 22 &#8211; specialization in the recruitment practice</title>
		<link>http://thedignityofwork.com/2012/02/28/catch-22-specialization-in-the-recruitment-practice/</link>
		<comments>http://thedignityofwork.com/2012/02/28/catch-22-specialization-in-the-recruitment-practice/#comments</comments>
		<pubDate>Tue, 28 Feb 2012 16:47:32 +0000</pubDate>
		<dc:creator>Jas Chong</dc:creator>
				<category><![CDATA[Operational Excellence]]></category>

		<guid isPermaLink="false">http://thedignityofwork.com/?p=77</guid>
		<description><![CDATA[I’ve been asked several times, “how can we specialize when we are (5, 10, 15) people in the company?” It’s a catch 22 situation. In recent days, specialization is no longer an accessory in marketing communication of recruitment firms. It has become a harsh reality. Let’s face it, if a company is willing to pay &#8230; <a href="http://thedignityofwork.com/2012/02/28/catch-22-specialization-in-the-recruitment-practice/">Continue reading <span class="meta-nav">&#187;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=thedignityofwork.com&#038;blog=29091407&#038;post=77&#038;subd=thedignityofwork&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
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		<title>Taking cue from Google’s new privacy policy in candidate database sharing</title>
		<link>http://thedignityofwork.com/2012/02/07/taking-queue-from-googles-new-privacy-policy-in-candidate-database-sharing/</link>
		<comments>http://thedignityofwork.com/2012/02/07/taking-queue-from-googles-new-privacy-policy-in-candidate-database-sharing/#comments</comments>
		<pubDate>Tue, 07 Feb 2012 12:21:15 +0000</pubDate>
		<dc:creator>Jas Chong</dc:creator>
				<category><![CDATA[Operational Excellence]]></category>

		<guid isPermaLink="false">http://thedignityofwork.com/?p=63</guid>
		<description><![CDATA[Google has recently changed its privacy policy. Instead of different policies for different products and in different countries, it has created a single policy. For a recruitment company that maintains a candidate database, privacy policy is also a key consideration. Typically, a recruitment company has to have approval of a candidate before they can use &#8230; <a href="http://thedignityofwork.com/2012/02/07/taking-queue-from-googles-new-privacy-policy-in-candidate-database-sharing/">Continue reading <span class="meta-nav">&#187;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=thedignityofwork.com&#038;blog=29091407&#038;post=63&#038;subd=thedignityofwork&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
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