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His proposal includes tax reforms that would reduce marginal tax rates for individuals and businesses. If the legislation passes, here are just a few features of his plan that will effect companies and their compensation programs:

If you have picked your top candidate, you may be surprised to learn that they are hesitating to accept the offer. You can turn those barriers into hurdles that can be overcome.

There are three simple components to ensure that regret does not become part of your vocabulary when describing your career:

There has been a major demographic shift due to baby boomers retiring from the workforce. With this large sector that holds a number of executive level positions exiting the market, companies now have to sit up and pay attention to executive retention.

Every candidate has strengths and weaknesses. Each has successes and failures. Evaluating these with the right questions during the interview process is critical, because selecting the wrong candidate will cost you both time and money particularly when recruiting executive level positions.

The search may be done, but the process isn’t. Extending an offer of employment is just as important as recruiting and interviewing!

It can be easy especially in small businesses to let the pace and demands overtake the best intentions for your employees first day. Let this simple checklist keep you on track to making the most of those first few hours.

Before the interview process can even begin, it is important for any company to confirm their needs assessment.

To ensure you stand out, your resume should be compatible with these practices.

All non-profit boards have a fiduciary responsibility to approve “reasonable and not excessive” compensation plans and are able to be held personally liable for excessive compensation. As a board member, you can take an active role in keeping this on track and avoid issues with the IRS or bad media exposure.