Let's face it: people are busy. Our inboxes are flooded, phone calls get screened to avoid distraction, and social media is oversaturated with content. Great recruiters know they must get creative if they want their message to a candidate to stand out.

In an ideal world, every employee would have a perfectly balanced workload. Everyone would spend their days being productive and busy—but not too busy.

Historically, Human Resources was (and sometimes still is) regarded as a back-office function, rather than a strategic one. And in the case of many small and mid-sized businesses, the C-suite defines strategy, and then HR is called upon to help execute.

Each month, around 1.2 million American workers take illness-related time off from work. That's a staggering number, equivalent to 75% of Walmart's entire U.S. workforce taking sick leave!

Maybe you’ve heard of compensation benchmarking, also known as salary benchmarking, but you really don’t understand what it is or why it’s important to an employer. I promise you are not alone! As a compensation consultant, I often have conversations with executives and HR professionals before starting an employee compensation benchmarking project. Typically, they feel like they need help with reviewing their salaries, but aren’t entirely clear on how to go about the process.

What’s the difference between a good team and a great team? In the world of government contracts, a good team will deliver what’s expected and fulfill your client’s expectations. But a great team will surpass those expectations, which makes it easier to identify opportunities for organic growth.