As a Practice Leader here at Helios I have an opportunity to work with many government contractors grappling with the record-keeping requirements of maintaining their Affirmative Action Plans. Commonly referred to as an AAP, it's a program that outlines the equal employment opportunities and advancement, specifically for businesses with federal contracts or funding. As a government contractor, whether you are a prime or a subcontractor, your company must demonstrate the application of good faith efforts to increase the pool of qualified minority, female, veteran and disabled candidates when recruiting for open positions. The AAP plan is subject to scrutiny by the Office of Federal Contracting Compliance Programs (OFCCP) if your organization is selected for a compliance audit.

Often we hear much about the best practices in Human Resources Management (HRM). So much so that there is frequently confusion about what that exactly means and what the universal practices really are. While a segment of these best practices can be applied comprehensively in most organizations, what might be considered an HRM best practice in one corporate culture, industry, or organization might not be transportable as a best practice in another.

After weeks of combing through resumes and conducting interviews you have finally hired the right candidate for the position. The salary has been agreed to, the offer letter signed, and the start date is on the horizon. It is time to check the box on the to-do list; the office is fully staffed, right? Think again! The hard work is just beginning.

We’ve all heard about the high cost of hiring the wrong person. How can you prevent these costly mis-hires? When interviewing, focus on the candidates’ qualifications and fit with the organization and team. Here are five interview questions and six techniques which will help you identify top performers in your interview process.

The hardest part about being a Recruiter, in my opinion, is letting a candidate know that they were not selected for the position for which they interviewed. Over the past six years of recruiting, this was never an easy task, nor does it ever get any easier and it is safe to say it is my least favorite part of my job. While recruiters should try to avoid developing personal relationships with their candidates, the Human factor of Human Resources always comes into the picture when disqualifying a candidate, especially if you have been working with them throughout a lengthy interview/selection process forming a bond. While these tips/techniques may not alleviate the knot in your stomach when you relay the unfortunate message, it may provide you and the candidate a bit more comfort:

It's that time of year again where every holiday imaginable hits at the same time: Thanksgiving, Hanukkah, Christmas, Kwanzaa and New Year's Day. Oh and let's not forget about Christmas Eve and New Year's Eve. Despite the holiday season, the business must move forward and there is still a need to recruit for quality candidates. This can actually be a great time of year to make strategic hires.