Innovative benefits can strengthen employee engagement at your company by showing employees their organization cares about them as a person and not just as a number. Work-life benefits take into account an employee’s life inside and outside of work and are also a great way to attract potential employees. One of the best ways to gain the interest of potential job candidates is to offer flexibility at work and advertise your organization’s innovative and competitive benefits.

The job market is slowly but surely recovering from the 2007-2009 recession. As hiring increases across the United States, more and more people are leaving their jobs voluntarily. In fact, according to the Federal Bureau of Labor Statistics, since the recession, the number of voluntary separations has increased by 49 percent. So, how can you as an employer stop or reduce this significantly increasing voluntary turnover? One answer is by analyzing the reasons that employees are leaving. This can be done through an exit interview, ensuring that there is a conversation and not just an automated questionnaire. The difficult part once you have found out why employees are leaving, is to address the issues and come up with long-term solutions.

Most people agree that the explosion in technological advances over the past century has made the world a smaller and more closely linked place. And it’s also changed and expanded the way that people do business and made it easier to overcome previously impenetrable geographic barriers. Despite the ease and utility provided by modern technology, companies still continue to send their employees abroad in record numbers. And they do so for a variety of reasons. Some large MNCs (multi-national corporations) view international work experience as a core competency. Smaller businesses may see expansion into a new market via business development and marketing as critical to diversifying their consumer base. Some companies look to offshore certain parts of their operations to achieve cost savings. If your organization is considering sending even just one employee overseas, think carefully about how you plan to address the following things:

You perfected your resume, spent countless hours job searching, survived the grueling interview process and ultimately received and accepted the offer. Admit it. You’re flying high on the emotions of acquiring a new title, perhaps gaining a pay raise or, better yet, getting into that one company that everyone wants to work for. So, that’s it. The nerves have calmed, a win was achieved and all is right with the world. Or, is it? Not really. Your first day on the job can be just as important, if not more important than the interviews you endured. Most think that failure isn’t possible; that it’s all smooth sailing from this point forward but that necessarily isn’t the case. You can bomb your first day on the job just as easily as blowing the interview. Here are five helpful tips to ensure nothing but success on your first day:

You’ve landed the job interview, congratulations! Now the real work begins. On average, hiring managers interview at least three to five candidates before extending an offer. And depending upon where you fall in that line-up, you could get lost in the mix if you do not set yourself apart from the rest.

Is your firm dependent upon talent acquisition to grow your revenue and bottom line? Are you struggling with the decision about buying an applicant tracking system (ATS) because of cost?