There are some questions out there I can answer on the spot. For instance, Why are light bulbs to blame for your terrible sleep habits? Well, it could be that your suprachiasmatic nucleus is no longer able to differentiate between daytime and nighttime, so it doesn’t know when you should sleep. (This is a real thing!) Another one I know: Who has the cutest dogs in the world? Literally the easiest question ever – that would be me, of course! Others, though, are a little more difficult.

With spring in the air, the habit of spring cleaning often stretches beyond scrubbing the kitchen and perfecting the landscape around your house to streamlining and organizing your work life as well. Perhaps you’ve taken a step back and looked at your HR department and thought to yourself “there’s got to be a better way to do this.” Maybe you’re anticipating growth within your organization, and you know that with more employees comes the need for enhanced processes and compliance requirements. Engaging with a third party human capital consulting firm to conduct an HR audit may be just what you need to hit the ground running with your HR spring cleaning!

Onboarding: 1 Day Vs. 90 Days Effectively onboarding employees can go a long way in ensuring they become productive, engaged employees. Although the focus is finally shifting to enriching onboarding programs, there are still many companies that believe onboarding consists of having the new hire complete the required paperwork and turning them over to their supervisor to start their job. Unfortunately, I’ve been through new hire experiences like that, so I know firsthand how lost and unimportant I felt as a result.

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:

As economic cycles go, the last 18 months have been a time of change for any company doing business with the federal government. Budgets have been cut across the board, and it often feels like the government is trying to get the same services for a fraction of the cost. For those of us working in Talent Acquisition or Human Resources, the pressure to do more with less has never been more tremendous.