Employee turnover is a natural part of any business. Contracts come to an end, employees move on, and you hire new people to replace them.

Right now, there’s a lot of media buzz about the so-called Great Resignation. It’s true that more employees than ever are considering jumping ship in the wake of the pandemic, and quit rates are higher than ever.

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.