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.

Let’s be honest, Facebook is probably the number one social media site most people will participate in online. Their most recent stats say that they had 936 million daily active users on average for March 2015. For those of us who use it know that it allows you to connect with friends, family, peers, and in general those that “travel in your circle.” So most of us agree that it's a great place to "hang out" online. That said, is it the best place to recruit for talent? Facebook is not known to be a professional social networking site such as LinkedIn. As a recruiter, I have heard arguments for using - and not using - Facebook as a means to recruit and find qualified candidates. Let’s take a little time to examine the Pros and Cons of using Facebook to recruit.

We all want to ensure we hire the best candidate to fill our open positions. In doing so, we try to gather all of the pertinent information on each candidate in order to make an informed, sound decision. With that said, employers need to be proactive in regularly reviewing their background screening process so it is compliant with the latest federal and state regulations. One growing area for conducting background checks is social media. Employers have indicated social networks help find evidence of unprofessional behavior, such as complaints about previous employers or discussions of drug use. Some employers go as far as requiring candidates to disclose their usernames, passwords, and other credentials providing employer access to their social network accounts. There are several existing federal laws, such as Title VII of the Civil Rights Act of 1964, the Stored Communications Act, and the Computer Fraud and Abuse Act, may protect workers against discrimination and privacy violations related to social media.

In 1924, the world saw changes that would make ripples in the pond for a long, long time. The first winter Olympics was held in Chamonix, France. Texas elected its first woman governor: Miriam “Ma” Ferguson. Judy Garland made her show business debut at just 2 ½ years old. And something that hits a little closer to home happened: Northern Virginia Family Service was founded.

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.

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.