Recruiting & Hiring Resource Hub

In 2025, IT hiring will—finally—begin to increase after the pandemic boom and subsequent layoff bust that has lasted longer than most anticipated. At the height of the pandemic, organizations hired as much IT talent as they could to meet the astronomical jump in customers’ online activity. In their hiring frenzy, though, many leaders didn’t have a plan for what that talent would do once they got through the initial bottleneck. To reset, leaders implemented mass layoffs and reversed a decade-long trend of growing IT employment in the U.S. Companies are no longer operating in survival mode and can begin to differentiate themselves from their competitors once more. 

Most of our readers are HR professionals, hiring managers or others often on the hiring side of the job application process. So, it’s understandable that they may not fully appreciate the negative sentiment around what turns out to be a relatively common practice: ghosting applicants post interview.

In today’s competitive labor market, reactive hiring is no longer sufficient, nor is it recommended. Picture this scenario: Your organization urgently needs to fill a specialized position, perhaps a senior compliance officer with specific industry certifications. After weeks of LinkedIn searches, hastily arranged interviews, and rushed decisions, you settle for a candidate who isn’t quite the right fit but is, rather, ‘good enough.’ Six months later, this hire has either not worked out or has left the company entirely, thus costing you significantly in terms of training resources, lost productivity, and potential compliance risks. This situation, familiar to many HR professionals, highlights why proactive talent pipeline development has become crucial for organizations today.

When it comes to ensuring your company has the very best employees, your mind might go directly to recruitment. While it’s true that finding amazing candidates is an essential part of human resources, the truth is that it’s only the beginning of a long and complex process of making and keeping hires. Employee turnover can be a huge problem for companies when left unchecked. High turnover rates can be costly, disruptive, and detrimental to team morale. To ensure that your top talent remains committed and productive, it’s crucial to implement effective strategies for retention. Here are five strategies for reducing turnover within your company.

The term “ghosting” originally surfaced to describe relationship situations where someone suddenly ends communication or contact with another, with no explanation. It has since extended into professional settings, including the workplace. For instance, during the hiring process some employers have discovered that they have been ghosted by candidates who start, but don’t finish, the process—and don’t communicate about their change of heart. In some cases, this happens after the employee has accepted a job. They may never show up for work or may show up and not come back. But employees aren’t the only ones to ghost. In fact, increasingly, employers—or potential employers—are also exhibiting these behaviors.

A college degree doesn’t seem to have the same bang for its buck as it once did. In addition to exploding costs, many Americans are questioning the very need for a college degree in many fields.