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.

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:

You have an open position at your company and your friend (or relative) approaches you about the job. Should you hire them? As a manager you need to decide if the pros and cons of having your personal and professional life mix is something worth risking.

Helios often works with clients when their recruiting process is broken or non-existent. When we conduct recruiting assessments, one of the most common areas we see overlooked is the candidate experience. With many organizations today trying to do more with less, the candidate experience is often neglected. However, the impact of both positive and negative candidate experiences can have far-reaching consequences on your organization. Studies show that when candidates have a positive experience with your firm, they are more likely to share that experience and encourage others to apply as well (even if they were not selected for the position to which they applied). Likewise, when candidates have a negative experience, they are more likely to discourage others from applying to your firm or even from being a consumer of your brand. Having a poor candidate experience can negatively impact your firm’s ability to be competitive in recruiting top talent.

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.