Most people agree that the explosion in technological advances over the past century has made the world a smaller and more closely linked place. And it’s also changed and expanded the way that people do business and made it easier to overcome previously impenetrable geographic barriers. Despite the ease and utility provided by modern technology, companies still continue to send their employees abroad in record numbers. And they do so for a variety of reasons. Some large MNCs (multi-national corporations) view international work experience as a core competency. Smaller businesses may see expansion into a new market via business development and marketing as critical to diversifying their consumer base. Some companies look to offshore certain parts of their operations to achieve cost savings. If your organization is considering sending even just one employee overseas, think carefully about how you plan to address the following things:

You perfected your resume, spent countless hours job searching, survived the grueling interview process and ultimately received and accepted the offer. Admit it. You’re flying high on the emotions of acquiring a new title, perhaps gaining a pay raise or, better yet, getting into that one company that everyone wants to work for. So, that’s it. The nerves have calmed, a win was achieved and all is right with the world. Or, is it? Not really. Your first day on the job can be just as important, if not more important than the interviews you endured. Most think that failure isn’t possible; that it’s all smooth sailing from this point forward but that necessarily isn’t the case. You can bomb your first day on the job just as easily as blowing the interview. Here are five helpful tips to ensure nothing but success on your first day:

You’ve landed the job interview, congratulations! Now the real work begins. On average, hiring managers interview at least three to five candidates before extending an offer. And depending upon where you fall in that line-up, you could get lost in the mix if you do not set yourself apart from the rest.

Is your firm dependent upon talent acquisition to grow your revenue and bottom line? Are you struggling with the decision about buying an applicant tracking system (ATS) because of cost?

When used properly, ICs (Independent Contractors) can be an excellent way to augment business services and operations. Classification continues to be hot button issue with the IRS. Misclassifying a position as an IC (also referred to as a 1099) when the position should be classified as an employee can create significant liability for a business, small or large. One of the more well known cases in recent memory involved a suit that Microsoft settled with a group of Independent Contractors for nearly $100M. At issue in the Microsoft suit was participation in various benefit programs, including employee stock options. But even small companies may find themselves targets of litigation. To help you understand exactly what is at stake, here are some areas of risk to keep in mind:

HR is playing games with you! Believe it or not, in a growing trend, businesses are using gaming in a variety of human resources (HR) functions including hiring, leadership development, and employee recognition. Gamification is a combination of behavioral science and technology that provides companies with great tools for employee development, assessment of candidates, feedback, recognition, and collaboration.