Recent year brought us the Great Resignation, swfitly followed by the Great Regret. In both cases, employees have felt undervalued or have not experienced a sense of belonging, and organizations are struggling to retain employees. Healthcare, hospitality, retail industries, and those on the other end of a merger or acquisition are facing a harder time with employee retention.

As the workplace becomes increasingly diverse, managing differences in the workplace is a priority. Further, recent events have sparked widespread recognition of the need for change. This has served as a catalyst for organizations to take collective action around internal efforts to increase diversity and inclusion. To adapt and meet the needs of a global workforce, organizations are focusing effort and resources toward diversity initiatives.

People often use terms like "employer's market" and "candidate's market" to describe how hard or difficult it is to recruit. But for some people, it is always a candidate's market. These are people qualified for hot jobs: positions where employer demand is greater than the supply of available talent.

The secret to a successful interview is to ask the right questions. Getting this right requires a great deal of planning, plus conversations with stakeholders to determine what you need to learn about each candidate.

When discussing the recruitment process, we often focus on the employee experience. Is it easy to apply? How do you communicate with candidates? How good is the onboarding process?

Is it necessary for candidates to complete an employment application form when applying for your open position? While most HR professionals and employment lawyers would unequivocally answer "YES," there are employers and industries that do not require applicants to fill out an employment application during the interview or new hire process.