When we talk with rapidly growing government contractor executives, recruiting is almost always a top concern. Many have done recruiting in an ad-hoc manner, with individuals doing recruiting while wearing other hats.

As a small business, you probably don’t have the time, money or staff to be able to utilize expensive and robust offerings in recruiting resources. You have no need for an Applicant Tracking System, LinkedIn Recruiter or large contracts with CareerBuilder, Monster or the like. However, there are three recruiting sources that you can utilize that may get you the applicant flow you are looking for and yield the results to hire an impactful, talented employee.

While on client site, sitting in Leadership meetings, attending training, there is always one key initiative all companies are talking about right now: How do we attract top talent and, how do we get those people to stay?

Recently, I had a hiring manager contact me and ask me my opinion about a candidate she interviewed. The manager mentioned the candidate was incredibly nervous during the in-person interview. However, during the initial phone screen I had with the candidate, she was well spoken and confidently provided details of her previous work experience. That said because the hiring manager asked for my opinion, this leads me to believe she saw a candidate with growth potential and an eagerness to learn and trusted my judgment as her recruiting consultant. As hiring managers are you able to “spot” a candidate that could be groomed and developed as a star performer? Let’s explore some of the best ways to identify high potential in candidates.

According to the 48th Annual Atlas Corporate Relocation Survey released in April of this year, there has been a significant uptick among U.S. companies relocating employees since 2013. With this trend set to continue throughout 2015 and beyond, it is important for your organization to establish a relocation policy. You want a policy that is not only flexible but also takes into account well-known relocation factors to ensure a smooth move for your employees and your organization. If your organization does not have a lot of experience with relocating employees domestically, don't worry, I am providing a list of five considerations you should build into your policy that can help ensure a smooth transition for both candidates and current employees.