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<!--Generated by Squarespace Site Server v5.11.81 (http://www.squarespace.com/) on Mon, 28 May 2012 23:57:16 GMT--><feed xmlns="http://www.w3.org/2005/Atom" xmlns:dc="http://purl.org/dc/elements/1.1/"><title>Press</title><subtitle>Press</subtitle><id>http://www.kimseelingsmith.com/press/</id><link rel="alternate" type="application/xhtml+xml" href="http://www.kimseelingsmith.com/press/"/><link rel="self" type="application/atom+xml" href="http://www.kimseelingsmith.com/press/atom.xml"/><updated>2012-05-18T10:24:21Z</updated><generator uri="http://www.squarespace.com/" version="Squarespace Site Server v5.11.81 (http://www.squarespace.com/)">Squarespace</generator><entry><title>Employee Onboarding: you only have one chance to make a first impression</title><id>http://www.kimseelingsmith.com/press/2012/5/18/employee-onboarding-you-only-have-one-chance-to-make-a-first.html</id><link rel="alternate" type="text/html" href="http://www.kimseelingsmith.com/press/2012/5/18/employee-onboarding-you-only-have-one-chance-to-make-a-first.html"/><author><name>Kim Seeling Smtih</name></author><published>2012-05-18T09:33:23Z</published><updated>2012-05-18T09:33:23Z</updated><content type="html" xml:lang="en-US"><![CDATA[<p><a href="http://www.kimseelingsmith.com/storage/articles/employee%20onboarding.pdf">Employee Onboarding: you only have one chance to make a first impression</a>&nbsp;Article from Thomson Reuters</p>]]></content></entry><entry><title>Emotional onboarding: Focus on people not processes</title><id>http://www.kimseelingsmith.com/press/2012/5/18/emotional-onboarding-focus-on-people-not-processes.html</id><link rel="alternate" type="text/html" href="http://www.kimseelingsmith.com/press/2012/5/18/emotional-onboarding-focus-on-people-not-processes.html"/><author><name>Kim Seeling Smtih</name></author><published>2012-05-18T09:10:47Z</published><updated>2012-05-18T09:10:47Z</updated><content type="html" xml:lang="en-US"><![CDATA[<p><a href="http://www.hcamag.com/opinion/emotional-onboarding-focus-on-people-not-processes/129026/">Emotional onboarding: Focus on people not processes</a>&nbsp; Kim Seeling Smith talks about the correct method of employee engagement. An article printed in Human Capital magazine.</p>]]></content></entry><entry><title>The Critical Path to Attracting and Retaining Critical People</title><id>http://www.kimseelingsmith.com/press/2011/9/28/the-critical-path-to-attracting-and-retaining-critical-peopl.html</id><link rel="alternate" type="text/html" href="http://www.kimseelingsmith.com/press/2011/9/28/the-critical-path-to-attracting-and-retaining-critical-peopl.html"/><author><name>Kim Seeling Smtih</name></author><published>2011-09-28T06:33:33Z</published><updated>2011-09-28T06:33:33Z</updated><content type="html" xml:lang="en-US"><![CDATA[<p><span class="full-image-float-right ssNonEditable"><span><a href="http://thomsonreuters.com/"><img style="border: 1px solid #ccc; padding: 5px; margin-top: -35px;" src="http://www.kimseelingsmith.com/storage/trlogo.jpg?__SQUARESPACE_CACHEVERSION=1317369209393" alt="" /></a></span></span> <a href="http://www.kimseelingsmith.com/storage/Thomson_Reuters_Overview.pdf">The Critical Path to Attracting and Retaining Critical People</a> A white paper on employee attraction, engagement and retention strategies.</p>]]></content></entry><entry><title>The Post Industrial Revolution</title><id>http://www.kimseelingsmith.com/press/2011/9/28/the-post-industrial-revolution.html</id><link rel="alternate" type="text/html" href="http://www.kimseelingsmith.com/press/2011/9/28/the-post-industrial-revolution.html"/><author><name>Kim Seeling Smtih</name></author><published>2011-09-28T06:15:00Z</published><updated>2011-09-28T06:15:00Z</updated><content type="html" xml:lang="en-US"><![CDATA[<p><span class="full-image-float-right ssNonEditable"><span><a href="http://www.hcamag.com/"><img style="border: 1px solid #ccc; padding: 5px; margin-top: -60px;" src="http://www.kimseelingsmith.com/storage/HC909_Cover120x153.jpg?__SQUARESPACE_CACHEVERSION=1317369428736" alt="" /></a></span></span><a href="http://www.kimseelingsmith.com/storage/Post_Industrial_Revolution_Revolution_Reprint_from_Human_Capital_Magazine..pdf">The Post Industrial Revolution</a> best practice in leadership communication and organise the revolution, classify and manage appropriately. Kim Seeling Smith outlines how to create a viable model for the 21st century. <strong>Article printed in Human Capital Magazine.</strong></p>]]></content></entry><entry><title>How to Live your best year yet!</title><id>http://www.kimseelingsmith.com/press/2011/6/9/how-to-live-your-best-year-yet.html</id><link rel="alternate" type="text/html" href="http://www.kimseelingsmith.com/press/2011/6/9/how-to-live-your-best-year-yet.html"/><author><name>Kim Seeling Smtih</name></author><published>2011-06-09T07:31:54Z</published><updated>2011-06-09T07:31:54Z</updated><content type="html" xml:lang="en-US"><![CDATA[<p><a href="http://www.kimseelingsmith.com/storage/articles/Latte%20March%202011%20Special%20Report%20on%20how%20to%20live%20the%20Best%20Year%20Yet%20and%20How%20to%20get%20That%20Job.pdf">How to Live Your Best Year Yet!&nbsp;</a> Article Reprint from Latte Magazine, including a special section on getting "That Job!"</p>]]></content></entry><entry><title>Interview with Phil Dobbie of BNet Australia on using Career Management to retain staff</title><id>http://www.kimseelingsmith.com/press/2010/7/23/interview-with-phil-dobbie-of-bnet-australia-on-using-career.html</id><link rel="alternate" type="text/html" href="http://www.kimseelingsmith.com/press/2010/7/23/interview-with-phil-dobbie-of-bnet-australia-on-using-career.html"/><author><name>Kim Seeling Smtih</name></author><published>2010-07-23T04:41:09Z</published><updated>2010-07-23T04:41:09Z</updated><content type="html" xml:lang="en-US"><![CDATA[<p>&nbsp;</p>
<div><embed id="cf_mediaPlayer_377230377230_20100720172806_mp3" src="http://p.castfire.com/cf_player.swf" flashvars="sourceURL=377230/377230_2010-07-20-172806.mp3&playCount=up" quality="high" wmode="transparent" name="cf_mediaPlayer_377230377230_20100720172806_mp3" allowScriptAccess="always" type="application/x-shockwave-flash" pluginspage="http://www.macromedia.com/go/getflashplayer" align="middle" style="position:relative; z-index:1982; height:50px; width:320px;"></embed></div>
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<p>Download the latest BTalk Australia podcasts through BNet Australia <a href="http://blogs.bnetau.com.au/aussierules/category/btalk-australia/">here</a>.</p>]]></content></entry><entry><title>Free Podcast on How to Use Career Management as a Retention / Engagement Tool for Your Staff</title><id>http://www.kimseelingsmith.com/press/2010/7/6/free-podcast-on-how-to-use-career-management-as-a-retention.html</id><link rel="alternate" type="text/html" href="http://www.kimseelingsmith.com/press/2010/7/6/free-podcast-on-how-to-use-career-management-as-a-retention.html"/><author><name>Kim Seeling Smtih</name></author><published>2010-07-06T09:39:23Z</published><updated>2010-07-06T09:39:23Z</updated><content type="html" xml:lang="en-US"><![CDATA[<p><span>Juliette Robertson of <a href="http://www.howtocoachyourstaff.com.au/">How to Coach Your Staff</a> interviews Kim Seeling Smith on how to use the Critical Path Career Management program to reignite your professional passion as well as re-engaging and retaining your staff.&nbsp; </span></p>
<p><span>Her programs are specifically aimed at Gen Y's, but the information is relevant for any age group.</span></p>]]></content><link rel="enclosure" type="audio/mpeg" href="http://www.kimseelingsmith.com/storage/Conference Recording.mp3"/></entry></feed>
