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Whether we want to admit it or not, we are all filled with biases. And, it has long been known that the hiring process is biased and unfair. Unconscious racism, ageism, and sexism play a significant role in whom gets hired.

Job interviews are an occasion for employers and employees to evaluate the expectations they both have. While candidates should prepare to answer questions about their skills and performance, they should, in return, prepare a series of questions for the employer. It shows interest in the opportunity and will help determine if the role of interest resides in a quality work environment.

There is an unprecedented convergence of labor dynamics that are driving our hiring and recruiting challenges. Strong economic growth is driving labor demand in all sectors of the economy. Labor participation rates are the lowest since 1976 and have not improved over the past 12 months. And we are at 4.8% unemployment for September.

We have all heard about, experienced, or participated in "The Great Resignation of 2021." The numbers are staggering. According to the recent Microsoft Work Trend Index 2021, 41% of the workforce is considering moving employers. In our recent Job Seekers Mindset report, 58% of survey respondents say they are highly likely or likely to work for a new employer within the next 6 months.

Turnover itself is not a new topic of discussion. For years, organizations have considered its impact. And, for some, they accept it as a reality of their business and only look to manage it. Others have instigated it with a forced reduction in the workforce (pre-covid) to control costs. Leading companies have developed and executed initiatives around recruiting, training, managerial development, employee surveys and recognition & engagement to reduce turnover. All organizations must embrace a new strategic direction as the impacted costs will be severe, especially since this is now employee driven.