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	<title>Kevin Morris &#187; talent</title>
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		<title>Ex-Employees, Social Networks, and the Reverse Flow of Knowledge</title>
		<link>http://kevinmorris.ca/2009/10/02/ex-employees-social-networks-and-the-reverse-flow-of-knowledge/</link>
		<comments>http://kevinmorris.ca/2009/10/02/ex-employees-social-networks-and-the-reverse-flow-of-knowledge/#comments</comments>
		<pubDate>Fri, 02 Oct 2009 17:04:19 +0000</pubDate>
		<dc:creator>Kevin Morris</dc:creator>
				<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[knowledge retention]]></category>
		<category><![CDATA[patents]]></category>
		<category><![CDATA[social capital]]></category>
		<category><![CDATA[social networks]]></category>
		<category><![CDATA[talent]]></category>

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		<description><![CDATA[Originally posted at Wikinomics.com
In my research on how social networks can be leveraged for talent purposes, one of the core themes that has emerged has been how organizations can evolve relationships with candidates throughout a more complete employment lifecycle. Traditionally, ex-employees have been viewed as unloyal, traitors and not to be trusted. After all, an [...]]]></description>
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