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In today’s job market when one of your senior executives decides it is time to leave and gives notice, do not panic. Use this time to regroup, assess, plan and then execute.

Turnover at the executive level is high. This has placed greater emphasis on compensation packages that can not only attract but retain executives. One component of executive compensation packages getting increased attention is the long-term incentive.

Companies looking to hire at the end of the year need to face the fact that many currently employed candidates have earned bonuses that will be paid out between December 31st and March 31st.

Some organizations find themselves putting in hours of effort, only to have their top candidates decline an offer. Why is that?

I will forever be grateful to the supervisor who encouraged me to step outside of my comfort zone and meet new people.

What do you do? Should you take it?

Many middle market companies have shifted their view of HR from an administrative cost center to a value-added strategic function of the business. This is a crucial advantage for those companies attracting and retaining top talent.

As younger generations enter the workforce, will LinkedIn’s powerful influence continue, or will these activities shift to other social platforms?

How well does your organization attract, motivate and retain key talent? With multiple generations in the workforce today, it’s more important than ever your organization has a well-developed process and the candidate/employee experience to attract the right talent.

To retain executives, many companies include severance benefits in an initial employment offer. These benefits guarantee some remuneration in the event of a termination as a result of a change in control (CIC)