A few things have been going through my mind recently: Football, Leadership and Performance Management. While these three topics sound disjointed, hang on for the ride – there is a touchdown at the end of this!

Performance reviews often get such a bad rap – and yet, we HR Professionals know how critical they are in terms of managing organizational effectiveness. At Helios, we work with many of our clients to revise their performance review process and we’ve learned many lessons along the way. With these 3 easy adjustments, you can start improving your performance review process today.

Congratulations, you received a call from a recruiter to set up a phone interview! Maybe it was even from me or another one of my colleagues who recruit for clients around the Washington area. Preparing for a phone interview seems like it should be a pretty simple task, right? There is no need to get a haircut, or a Brazilian blow-out. You don’t need to get dressed in your best blue, black, or gray interview suit, and there is no gassing up the car to sit in traffic on the inner or the outer-loop during morning rush-hour. Instead, you are able to have a relaxed conversation from the comfort of your own home in whatever attire you deem appropriate for a telephone call. However, the actual act of the phone interview is just as important as an in-person interview, and the same preparation etiquette applies. In fact, because many employers use telephone interviews as a way to identify a narrow pool of applicants who will be selected for an in-person interview, it is in the best interest of the interviewee to prepare with as much thought as they would for an in-person interview.

As an HR consulting and outsourcing firm, from time to time we run across people who don’t understand the purpose or value of Human Resources. When we explore further, we learn they view the HR function as hiring, firing, and payroll. While hiring, firing, and payroll are important that's not all HR can do for your organization. If you want to learn more, read about our case study below on how HR can change business challenges for the better.

In any organization, there is one thing that is guaranteed, there will be change. If an organization wants to stay current, relevant, then change is inevitable. It is crucial for organizations to be able to adapt and grow.

It’s been said that on the first date, there are two things you don’t discuss: politics and religion. For generations, the same could be said for one topic in the workplace: how much money you make. But now, the Department of Labor is proposing a new rule that would “bar pay secrecy and encourage pay transparency among federal contractors”.