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Companies competing for Gen Z candidates in a tight labour market may need to reconfigure their recruitment strategy to satisfy the preferences of young talent.

Current employees and potential candidates place utmost importance on corporate culture, making it an essential element in both retention and recruitment.

American companies need to find new ways to recruit, develop, train and retain talent as the labor shortage drags on, posing a perceived existential threat.

Employee churn could be forever changed by the Great Resignation, requiring new strategies not only for retention, but also for development and recruitment.

With more women than men enrolling in higher education, companies should prepare for talent pools in which more highly qualified candidates are women.