Whenever you are faced with a new vacancy, it's typically a good practice to review your current workforce along with your candidate pipeline when identifying the right talent for the role. In this article, we will weigh the pros vs. cons of recruiting from within the business and building an external candidate pipeline. There are many different factors to consider with this decision as the hiring manager.

"What are the best salary surveys I should use?" Is a question I recently was asked by an administrative assistant who was asked to research market data for her company.

Though international work experience has definite benefits for both employees and the businesses they support, the cost of a failed assignment cannot be ignored. Depending on the assignment package and location, some international assignments can cost a company three to four times the base salary. Failure can come in many forms:

I recently spoke with an HR leader who is considering moving to a new Applicant Tracking System (ATS) in the next year. Knowing that we are in the midst of implementing a new ATS, she wanted to know what kind of timeline she should have in mind. Generally speaking, to incorporate all recommended steps, it could take 4 to 5 months to make the change to a new ATS. In order to be fully prepared and have a process with some rigorous due diligence, consider the following timeframes:

We have all been there. A day that simply doesn’t turn out the way you expected leaving you tired and frustrated. As consultants, this is an all-too-familiar feeling as we juggle projects and different personalities. As people managers and project managers, this is also a very common feeling and often one that leads to a hesitation to delegate responsibility and the statement “I’ll just take care of it myself.”