A recruiter or hiring manager calls you and you and lets you know you got the in-person interview! Along with researching the company, learning about their total rewards and culture, reviewing the scope of work and your preparation, there is one additional decision that must be made prior to the interview that is extremely important: what to wear. It’s imperative that you look sharp and dress for success!

Finding the perfect candidate isn’t always easy, especially when doing it alone. As a recruiter, I have had the privilege to successfully place hundreds of qualified candidates at organizations around the DC area. What’s my secret? Asking the right questions.

Have you ever looked around and thought to yourself, “Wow, the employees that work here are great! I wonder if they know someone with the same work ethic?” The initial thought to bring in people similar to those currently employed is the first step in creating an employee referral program. However, you must first inform your employees of the program and the parameters involved. To do this, communicate with your employees regularly about the program and its parameters, company intranet and social networking sites (Twitter, LinkedIn, Newsletters, Yammer) and corporate social events. Also, during the onboarding process, educate incoming employees on the program. Provide your new hires with information on where to find forms and the steps of making an employee referral.

By Shawn Wilkins, Senior Recruiter & Brett Carlson, Recruiter

"What is an Affirmative Action Plan?”, “Does my company need an AAP?”, “How do we implement it?”, “What do I do if we get audited?” These are all frequently asked questions I hear just about every week as the resident Affirmative Action Plan expert at Helios. Let me first preface by sharing that Affirmative Action Plans (AAP’s) are designed to satisfy the equal-employment opportunity/affirmative action responsibilities for minorities and women under Executive Order 11246, as amended; people with disabilities under section 503 of the 1973 Rehabilitation Act; and covered veterans under the Vietnam Era Veterans’ Readjustment Act of 1971.

Helios has had many clients inquire as to how they can effectively improve their talent management. While not easy, it is vitally important to attracting, retaining, and developing your employees. The solution — use a common language. Competencies, which are the knowledge, skills, and abilities necessary for job success, provide that common language.