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.

At Helios, we frequently help our clients survey employees to understand everything from engagement to skill development to benefits needs. Particularly in the era of an evolving healthcare environment, employers need to get the most for the budget dollars allotted to benefits, and the best way to do that is to understand what employees want. As a Human Capital consultant, I advise surveying employees at your own company to discover what matters most to them. If it's crunch time during your benefits renewal, and you don't have the time to survey your team, these two recent studies by Unum and Aflac can provide you with the insight you need to understand how benefits can make a difference at your company.

As many HR Professionals know, an employee on a leave of absence may be covered by a myriad of laws and regulations. It often feels like a relief when an employee declares that they are ready to return to work. But what if the employee has restrictions on their activity? At Helios, we hear from companies all the time who are unsure whether or not they have to accommodate restrictions. They’re unsure if they can ask for more information and how to filter the information they receive. Understanding your legal obligations is important; and it’s just as important to have an integrated process in place to minimize employee relations and compliance issues.

In recent months, the decriminalization of marijuana in the District of Columbia has been an ever present topic. Up to this point, it’s been a theoretical conversation. Though marijuana is still considered a Schedule One Illegal Drug under the Controlled Substances Act (21 U.S.C. 812), it’s recreational use and possession in D.C. has been decriminalized. As of 12:01 a.m. on Thursday, February 26, 2015, though, the implications became real.

It is hard to believe the Affordable Care Act was enacted over four years ago. Many significant changes took effect in 2014 such as health plan design changes and increased wellness program incentives. Now that 2015 has arrived, additional reforms will be seen by employers sponsoring group health plans. The most significant reform impacting employers is the shared responsibility penalty known as “Play or Pay” rule and related reporting requirements for applicable larger employers. Employers should start preparing their strategy for addressing these compliance changes, including ensuring the 2014 reforms are being kept updated.

What does it mean to be an inclusive workplace environment? Employees vary greatly in every organization. When making a decision to hire an individual based on whether they “fit” into the culture many companies view an individual’s personality, attitude and whether they are able to be trained to excel in the position or if they are currently equipped to handle the responsibilities immediately. Many employers probably never think about how to integrate a transgender employee into the organization’s environment or how well the organization succeeds or fails can be life-altering for all involved.