It’s because of the legal risks, and many managers admit to putting their employers at risk by asking illegal questions. It’s a scenario made even more complicated by the intense hiring environment, remote work and the complex scenarios managers are facing in the post-pandemic world.

That’s according to a Resume Builder survey of 1,000 hiring managers, which found 32% admitted they knowingly ask illegal questions.

Some of the most problematic topics include questions around family status, pregnancy, age and prior salaries — areas that can potentially lead to employment lawsuits.

Julia Toothacre, resume and career strategist at Resume Builder, said there are a variety of reasons why hiring managers ask illegal questions. Sometimes, it’s not even intentional. For instance, companies must navigate a patchwork of varying and ever-changing state laws about what managers can ask a candidate about salary history. A question that may be legal in one state is illegal in another.

There are also reasons why candidates will answer them.

“Many job seekers are desperate for work and they believe that not answering a question might take them out of the running for a position, especially if it’s a question where the answer would work in their favor,” Toothacre said. “Many people also don’t know what is illegal to ask, so they answer questions openly, not thinking about the consequences or bias someone might have.”

The survey found hiring managers are likely to cross the line when it comes to questions around salaries, with 39% of hiring mangers saying they “always” asked about salary history despite it being illegal to do so in 30 states.

But those sorts of questions are also of limited use to employers, who often have preset salary levels based on location, industry and experience.

“A person’s previous salary doesn’t have any bearing on the future salary,” Toothacre said. “There are too many inconsistencies between location, industry, function, and size of the company to use a previous salary to inform a future salary.”

Consequences for illegal job interview questions

Renee Fellman, business improvement expert and interim CEO-for-hire, said companies should always follow the law during the hiring process. The issue is that interviewers want to find out whether the job applicant has the reliability, attendance and work ethic needed for the job.

But that’s where problems with interview questions come up. Fellman stressed that companies should use the applicant’s references to get a better handle on those issues. And while references aren’t always forthcoming, Fellman uses a release to help remove legal liability from the reference to get them to speak more freely.

Ultimately, illegal questions are very common, said employment attorney Chambered Benton-Hayes at Benton Employment Law.

“Unfortunately, illegal questions are asked during interviews more often than they should be. Hiring managers do not always follow the law, especially if the candidate is not likely to report the violation and the manager does not think there will be any ramifications,” Benton-Hayes said.

Applicants should not feel pressured to answer questions they believe are illegal, and should consult with an attorney if they believe they were asked illegal questions during the processes, Benton-Hayes stressed.

“Companies should train their managers not to ask illegal questions during interviews because it could open them up to legal liability. If they learn that a manager engages in improper behavior during an interview, they should consider corrective action against that manager,” Benton-Hayes said.

Commonly asked illegal job interview questions

Josh Millet, co-founder and CEO of pre-employment assessment and interview training firm Criteria said illegal questions — and even just objectionable ones — are often made during periods of “banter” or unplanned conversations because the hiring manager or interviewer doesn’t have an

objective way to interview and score potential applicants. That means bias and subjectivity bleed into the process.

In a U.S.-based webinar with managers, Millet asked for any inappropriate questions they were asked when interviewing for a job. The answers included “are you currently pregnant,” and “what if your husband got another job in a different state?” There was also, “what does your age and generation say about your work ethic.”

The survey found women are particularly targeted by illegal questions, with common questions asking about pregnancies or future family planning.

Companies that routinely have their managers ask illegal questions — or who have managers that do so without the company’s knowledge — risk legal problems if job applicants decide to take action.

“There is a lot of litigation around interviewing,” Millet said. “There are more lawsuits tied to interviews than anything else in the hiring process.”

He said that’s likely because applicants that simply turn in a resume and cover letter are not as invested in the process and thus, less likely to take action if they feel they have been wronged. But, by the time an applicant has gone through an interview, those who are asked illegal questions are far more likely to take action.

‘Another thing that structured interviewing can be is a system of record,” Millet said, adding it creates a record of how the interviewee was scored and graded across similar questions. “It gives you a level of legal defensibility because you are doing something in a structured way. “

But Millet stressed that it’s not just the clearly illegal questions that are problematic. He warned that extraneous or silly questions can also turn off applicants.

A survey of 2,516 job candidates by Criteria found the biggest mistake an employer can make when interviewing a job candidate is asking inappropriate or personal questions — with 64% of job candidates agreeing.

“People asking inappropriate questions is just a clear example that having an unstructured format that leads to problems,” Millet said.

What kind of structure works best?

Come up with a list of questions that are relevant to the job — not the person.

Ask the same set of core questions to the applicants and score each one on how they answered the questions. Millet stressed the core questions should not get in the way of good follow-up questions about specific experiences or resume items that might be relevant to that specific person.

Don’t discuss the scores or results within the group until each person has done their own scores.

Compare those scores among interviewees to see who scored best.

An over-reliance on grading for “culture” can also cause problems as groups of managers attempt to hire people that think or act like they do — which ends up ensuring they don’t end up hiring those who might be the best for the job, Millet said.

“We should be hiring people based on things we know make them good at their job,” he said. “Are they are hard working or are they smart. Whether I like them or not is less relevant.”

By Andy Medici – Senior Reporter, The Playbook, The Business Journals

The post Job interviews are a hotbed for lawsuits — and these common questions are illegal appeared first on Highland Consulting Group.

In order to stand out from the multitude of other employers and attract top talent, you’ll need to have a strong employment brand. Unless you’re an employment brand expert, making a mistake (even unknowingly so) can happen all too easily. These mistakes can have devastating impacts on your brand and the ability to recruit top-notch employees. Here are seven employment brand mistakes you may be making and how to fix them.

Not revamping the career site

While your career site is a highly functional part of your website, the look and feel of it is equally, if not more, important. It is often the first experience that potential employees have with your company, so making it a memorable one by keeping it revamped and updated is crucial if you want to leave an impact on employees. Make sure that it reflects the ethos of your brand and gives potential employees a glimpse into what life at your company is about.

Adding a video to your site, perhaps a “Day in the life of…”, can help to give prospective employees a better understanding of the work office culture and environment. You may even want to consider changing things up completely and rethinking what a career site should look like and how it should function. This may include an interactive and immersive site as opposed to an ordinary text site.

Forgetting about social media

Social media is another powerful recruitment channel you can use to engage with potential employees. If you’ve neglected your social media pages, then you may be losing out on candidates without even knowing it. Spend some time on your social media pages so that they correctly reflect your brand. If you’re struggling for engagement, one way to boost it is by posting high-quality content regularly. Ensure that your posts are authentic to help capture the attention of potential candidates. When people reply to your posts, try to personalize your responses by addressing them by their names.

Not emphasizing company benefits

While compensation is important to employees, company benefits are arguable just as important. Companies that have policies in place, such as remote or hybrid working and parental policies, give the impression to prospective employees that they care about them and have their best interests at heart. Emphasizing these benefits helps boost your company’s employment brand, which can attract top talent.

Failing to listen to your employees

Have you stopped to think about how many of your previous vacancies have been filled by existing employee referrals? If your answer to this is no or not many at all, then you’ve got a bit of a problem. Employer branding starts within the company, and if your current employees see the brand in a positive light, then you’ll likely be flooded with referrals for each job posting.

If this isn’t the case, then you may want to consider carrying out an employee audit to identify the problems and get to the bottom of them. Circulate a survey around to all employees (making it anonymous can help you get honest responses) to find out what you’re doing well and what could be improved. You can use the survey responses to better your employment branding.

“Employer branding starts within the company, and if your current employees see the brand in a positive light, then you’ll likely be flooded with referrals for each job posting.”

Avoiding negative reviews

Let’s be honest, no company is perfect. Getting a bad review from time to time from a former or current employee is completely normal. Don’t worry, the world isn’t going to end. What really matters with bad reviews is how you handle them and what you take away from them. Pretending that these reviews don’t exist will probably do more harm to your brand than good.

Take time to carefully analyze all your reviews, both good and bad, and try your best to respond to all of them. Remember to remain civil when responding and address as many of the negative points made as possible. Explaining how to resolve the issue at hand can go a long way to readers of the review. Also, don’t forget to say thanks for positive reviews.

Posting generic job listings

Be careful not to write boring, bland, or cookie-cutter job postings. Consider the posting as a marketing tool to sell the role and your company to the potential employee. Break free from static black-and-white text and include some graphical content — an image or even a video can be a great addition. This can help give personality to the job description and reiterate the reality of the role to the prospective employee.

Relying on recruiters for employment branding

One of the most common misconceptions is counting on your recruiter to create your employment brand for you. Employment branding comes from within the company, from each and every employee. Encourage your employees to promote your company on any platform they can. This will help to create a strong brand image for your company.

Making a mistake isn’t the end of the world. Now that you have a better understanding of the mistake, you can take the correct steps to fix it and boost your employment brand to where it should be.

Article written by CareerBuilder

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Additionally, Gen Z is considerably smaller than its immediate predecessor. In the nation’s 100 largest metro areas, the size of Gen Z is about 3.6% smaller than the millennial generation — translating to gaps of at least 10,000 potential employees in 58 of those metros.

Experts say the one-two punch of these demographic shifts and reduced immigration add up to a looming workforce crisis for many businesses — and make it critical for employers to successfully recruit Gen Z. To this point, Burton said many companies are taking their eye off the ball.

While managers often bemoan Gen Z’s penchant for changing jobs quickly, its open discussions of pay and its refusal to compromise on work-life balance as “problems” with the youngest generation in the workforce, experts say the generation’s relatively small size is the real problem employers need to address.

“Companies really need to be thinking about how they’re going to recruit 10 years from now,” Burton said. 

Employers that fail to adapt could be in for years of hiring challenges, which could hamstring growth opportunities and limit productivity, among other consequences. Adapting is likely to require a rethinking of talent pipelines, hiring strategies, job requirements and workplace policies.

Higher education institutions have been planning for the challenges posed by dropping birth rates for years. But while colleges brace for what they call the “enrollment cliff,” experts say many businesses are unprepared for the workforce cliff that will follow — barring substantial changes on the immigration front.

The number of retirements among baby boomers will only grow as all baby boomers will be 65 or older by 2030. By 2034, older adults will outnumber children for the first time in U.S. history.

“What is shocking is how many companies are still waiting it out. That this is going to get better. No, it’s not. It will get better than where we are now, but we have been at this trajectory for some time now,” said Ron Hetrick, a senior labor economist at Lightcast.

Bill Frey, senior fellow at Brookings Institution, said employers and communities need to be proactive when it comes to ensuring the long-term sustainability of their workforce. 

“In terms of the next couple of years, this is what they need to start paying attention to,” Frey said. 

That includes making strategic decisions to invest in a younger generation that is both smaller and more diverse. 

“A lot more training opportunities need to be available for them,” Frey said. “Some of it is available in public schools. Some of it isn’t. Some of it is available in junior college or training programs. Some of it isn’t. What we’re going to have to do is invest in this younger generation.”

The Gen Z Problem: How metros compare

A look at how metros stack up when it comes to their Gen Z population

Article written by Ty West and Andy Medici

The post Your business probably has a Gen Z problem — just not the one you think appeared first on Highland Consulting Group.

There will be an increased focus on diversity and inclusion in the hiring process. As more and more companies recognize the importance of having a diverse workforce, they will be looking for recruiters who can help them find candidates from a variety of backgrounds and experiences. 

There will be a greater emphasis on using technology in the recruiting process. Employers will be looking for recruiters who can use technology to identify and engage with potential candidates, and to streamline and automate many of the tasks associated with the hiring process. 

There will be an increased demand for flexible and remote work arrangements. As more and more people seek work-life balance and flexibility, employers will be looking for recruiters who can help them find candidates who are interested in these types of arrangements. 

Overall, the recruiting industry is expected to continue to evolve in 2023, with a greater focus on diversity and inclusion, the use of technology, and flexible and remote work arrangements. 

The post How Will Recruiting Trends Change In 2023? appeared first on Highland Consulting Group.

Recruiters have access to a wide pool of qualified candidates. They often have relationships with job seekers and can quickly identify candidates who have the skills and experience that the employer is looking for. This can save the employer time and effort that would otherwise be spent on sourcing and screening candidates. 

Recruiters can handle many of the time-consuming tasks associated with the hiring process, such as scheduling interviews, conducting reference checks, and negotiating offers. This can free up the employer’s time and allow them to focus on other aspects of their business. 

Recruiters can provide valuable guidance and advice to employers throughout the hiring process. They can help the employer identify the key qualifications and characteristics that they are looking for in a candidate, and they can provide insights and feedback to help the employer make informed hiring decisions. 

Overall, using a job recruiter can reduce the time it takes to fill open positions at a company by providing access to a wide pool of qualified candidates, handling many of the time-consuming tasks associated with the hiring process, and providing valuable guidance and advice. 

The post How Can a Recruiter Reduce Your Time To Fill Your Open Positions? appeared first on Highland Consulting Group.

Recruiters have access to a wide pool of qualified candidates. They often have relationships with job seekers and can quickly identify candidates who have the skills and experience that the employer is looking for. This can save the employer time and effort that would otherwise be spent on sourcing and screening candidates. 

Recruiters can provide valuable guidance and advice to employers throughout the hiring process. They can help the employer identify the key qualifications and characteristics that they are looking for in a candidate, and they can provide insights and feedback to help the employer make informed hiring decisions. 

Using a recruiter can help an employer save time and resources. Recruiters handle many of the time-consuming tasks associated with the hiring process, such as sourcing and screening candidates, scheduling interviews, and conducting reference checks. This can free up the employer’s time and allow them to focus on other aspects of their business. 

Overall, using a recruiter to help fill an opening at their company in 2023 can provide an employer with access to a wider pool of qualified candidates, valuable guidance and advice, and the ability to save time and resources. 

The post Why You Should Use A Recruiter To Help Fill You Open Positions In 2023 appeared first on Highland Consulting Group.

According to the Society for Human Resources Management, the cost of replacing an employee could end up amounting to anywhere between 50 percent and a few hundred percent of the individual’s yearly salary.

Never has it been more important for employers to hone in on a strategy to attract, onboard and retain top talent. However, this is often far easier said than done. Fast Company reported that two of the biggest reasons companies hire bad candidates can be attributed to needing to fill the position quickly, as well as the organization failing to test or research the skills of the candidate well enough.

“There are many factors that come into play when determining whether someone is a suitable candidate, including their skill set and background, as well as how well they fit within the corporate culture,” says Nancy Halverson, general manager, franchise operations for MRINetwork. “To avoid the risk of costly hiring mistakes, there are key steps companies need to take – starting with getting a clearer picture of who their ideal candidate is.”

Halverson recommends the following to help employers clearly define their ideal candidate:

Build a candidate profile

The more specific a business is about what its ideal candidate looks like, the better the chances of being able to identify and attract them. Too often, hiring managers cast a wide net in hopes that the top performers will simply come to them. But there needs to be a better, more specific definition of what that person looks like, the exact skill sets and experience they should have and what will be expected of them.

Not only does this help hiring managers, it also benefits candidates as well. According to Aberdeen Group, there is a disconnect between the expectations of employers and candidates, which contributes to higher turnover. Candidates also reported wanting a clearer definition of what the role and responsibilities are.

“Candidates want to know what to expect – both from the position and company,” notes Halverson. “It’s important that they’re able to get a clear understanding of what working for a company would be like before applying – let alone committing – to a job.”

Put competencies into context

As Lou Adler recently explained in a LinkedIn article, without context, hiring decisions are influenced by personal perceptions and biases, which are the leading cause of hiring mistakes. To avoid this, companies must clearly define roles and responsibilities, as well as the required traits and competencies for performing those functions – not just which ones they need, but why and how they will be used on the job. Additionally, how will the success of those competencies be measured?

The article also suggested outlining about five performance objectives explaining the task, an action verb detailing the role, followed by a measurable result.

“By outlining the attributes, characteristics and duties of the candidate ahead of time, employers will be better positioned to hire someone who fits the bill,” says Halverson. These are the ingredients needed to create a performance-based job description which allow employers to minimize bias attributed to a lack of context and, in turn, reduce their risk of making costly hiring mistakes.

The post How to Avoid Making Costly Hiring Mistakes appeared first on Highland Consulting Group.

Here are some tips for revamping your interview process:

1. Ask behavior-based questions

Asking “What’s your greatest weakness?” will only get you so far. These rigid types of questions don’t give you much room to discover the true character of a job candidate. Instead, ask behavior-based questions to get a deeper understanding of candidates and uncover their values, Monster.com recommends. For example, ask questions like, “What does an ethical workplace look like to you?” or “What did you do when you felt like you were confronted with a situation that didn’t agree with your values?”

2. Don’t just listen to what they say, but how they say it

In addition to what an interviewee says, you should also pay attention to how they say it, such as how long it takes for them to answer, and if their answer is direct and delivered confidently. Asking creative, unexpected questions like “It’s one year from now – what are you doing?” can lead to insight into a candidate’s confidence levels – if they answer quickly, it shows they know themselves well and are confident in their work and career goals.

3. Listen for specifics…and if you don’t get them, try silence

If you ask a candidate about a time they had to deal with a difficult client and they gloss over the details, over-emphasize that everything was fine or seem to ramble, they might be grasping at straws, or worse, stretching the truth. Sharing specific details shows that a candidate knows their stuff according to Mark Murphy, founder of Leadership IQ. Don’t mistake using a lot of words as having actual expertise. If you’re faced with a candidate like this, wait a few moments longer than usual before moving on to the next question – the candidate may feel compelled to provide further details. Frequently the more people talk, the easier it becomes to determine whether they are using fluff language or if they have real knowledge and experience.

4. Make the interview process a streamlined and coordinated effort

The interview isn’t just a one-sided thing – it’s also a reflection of your company. A drawn-out, clunky process can make high-quality candidates less interested in the position. Do your prep work and narrow down the interview to the questions that really matter. Keep candidates updated on their status every step of the way, as not hearing back from a company for weeks on end after an interview is off-putting. Make sure that if a candidate has to undergo multiple rounds of interviews with different team members, you have communicated interview questions amongst the team, so the candidate feels like everyone at your company is in the loop.

With these tips, you can revamp your interview process to be truly valuable for not only your company, but the candidate as well. Ultimately, improved interview practices can arm you with deeper insight into the full breadth and depth of each applicant’s experience, while also providing the opportunity to deliver a positive impression of the organization that helps to reinforce your company brand in the marketplace.

The post Getting the most out of your interview process appeared first on Highland Consulting Group.

According to the 2018 Reputation Management Study conducted by MRINetwork, nearly half (48 percent) of candidates believe their social media presence is important or very important to potential employers. “They are aware that employers can now learn a lot about them prior to meeting with them, or even before contacting them, as they seek out candidates who have the skills and personalities that will be beneficial to their organizations,” says Patrick Convery, marketing manager for MRINetwork. “Consequently, many job seekers are putting more of their social media profiles on private, or even setting up separate professional profiles, so their information can’t be shared with the public.

While many employers casually review candidate social media profiles, the survey reveals that 18 percent are formalizing the process, and another 17 percent say they’re considering doing so in the future. But what are they looking for? Although they want to learn something about the candidate’s social life or the choices they make – 39 percent of hiring managers say questionable content or behavior is the No. 1 thing they look for – they are also looking to see if the job resume is consistent with the information posted on social media by the candidate. “LinkedIn and Facebook users typically add their place of work, the college they graduated from, their hometown, and where they’re currently living,” observes Convery. “Prospective employers can check this information to be sure that the candidate’s resume is lining up correctly with their profile information.”

The Pitfalls of Overreliance on Social Media in Hiring Decisions

Not everyone updates their social media to their current situation and there are still some candidates who do not yet have a social media presence. As employers check out candidates, they may inadvertently ignore someone who is a perfect fit simply due to their lack of a social media presence or inconsistent updating of their information. “If social network users have their profiles set to private, as is becoming more common after recent breaches in security, this means they don’t want the world seeing what they post, which results in an absence of the kind of data employers are looking for to screen job applicants, says Convery.”

Another risk that employers face when using social media information in the hiring process is a legal one. Employers have to be aware of the types of information they are selecting to use in the hiring process; it can be problematic to assess candidates based on their race or gender since this information is protected legally and cannot be taken into account when hiring, according to the Chicago Tribune.

CAUTION – If you learn of a candidate’s protected characteristic(s) (including age, sex, race, color, religion, and national origin) by reviewing the candidate’s social media sites, you may not allow that to influence your willingness to recruit and/or refer that candidate to your client. Likewise, you should not share that information with your team.

Creating a Consistent Policy on the Use of Social Media in Hiring

If your company reviews social media profiles, it’s best to establish a policy around the use of candidates’ online information in the hiring process that clearly outlines when online searches should and should not be used. “By identifying positions for which searches are an important element of the process, you can develop a standard approach for how these searches will be conducted and how the information will be used,” says Anne Hayden, vice president of human resources for MRINetwork.

Hayden advises that you consider how to incorporate the following components into your policy:

-Clarity on the rationale for the use of searches

-Transparency for those using the policy and for candidates who are the subject of searches

-Consistency in terms of how searches are conducted and who conducts them

-Openness about what impact the findings will have on candidates

“When done correctly – and legally – looking at a candidate’s personal profile can be a great hiring tool, but you will still gather the best insights from the personal interview, concludes Hayden. “Asking the right questions and encouraging an honest dialogue can help you get to know a candidate better than their latest post on Instagram and prevent you from passing up a great new employee.”

The post Office Perks That Are Important to Top Talent appeared first on Highland Consulting Group.

Organizations that recognize the most-wanted perks can be more successful at attracting the best talent and keeping them onboard long-term.

Here are the office perks that are most important to top talent, according to research from the MRINetwork 2017 Recruiter Sentiment Study:

Flexible working hours

According to the study, 38 percent of candidates want employers to emphasize work-life balance. Long gone are the days of expecting employees to work overtime, weekends and during vacation. Instead, top talent are more inclined to do their best work for an employer who respects their time.

One major way employers can express their commitment to honoring employee work-life balance is by offering flexible working arrangements as a perk. To do this, employers can allow workers to set their own hours. If business activity or the industry makes it challenging for employees to work any eight hours spread across the day, employers can instead allow workers to start their days a little earlier or later, for example, beginning work at 6 AM instead of 9 AM By giving employees more control over their time, they learn that their company recognizes and values that they have lives outside of work, in addition to also feeling a greater sense of autonomy and independence, two keys to productive workforces.

Work-from-home options

Another way employers can show they value work-life balance is by offering remote work options – some 24 percent of candidates surveyed by MRINetwork desire this perk from their companies.

There are different types of work-from-home arrangements, and companies can find the best fit for their talent and business needs. They can allow employees to telecommute one or several days a week. Working from home just a few days a week can eliminate a significant portion of the stress, time crunches and expenses that come with commutes. Research shows remote working also boosts productivity, according to the Harvard Business Review.

Or, companies can follow suit with many industry-leading organizations and allow their employees to work remotely full-time. This can be a boon for engagement and productivity because home arrangements remove in-office distractions as well as time spent commuting. A remote workforce also enables a company to attract and retain top talent, despite geographic location.

Training and continuing education programs

Continuous learning is an important quality of a skilled workforce that responds to changing needs and advancements in the industry. Your employees shouldn’t just stay in one place the entire time they work for you – they should be developed for future roles and responsibilities to help your organization remain agile. This ties in with candidates’ sentiments, with the MRINetwork 2017 Recruiter Sentiment Study finding that 31 percent of respondents want advancement opportunities at work, and 27 percent want training or continuing education.

There are many ways companies can implement training and professional development perks at their offices. They can establish leadership programs that identify top-performing employees and begin training them for upper-management roles, which helps support successful succession planning. Organizations can also host weekly, bi-weekly, monthly or quarterly workshops and seminars that cover new skills in their industry, and offer catered food or snacks to give training a fun spin. With ample, tangible opportunities to learn and grow their skills, employees can feel more confident that their employers are invested in their success, and thus feel more motivated to perform at their highest levels.

Easier commute

Crowded subway platforms, packed buses and endless stop-and-go traffic: the commute to work is a dreaded but unavoidable duty for many employees. Commutes can have a real effect on people’s health, however. A much-reported-on study from VitalityHealth found that long commutes can increase stress levels and depression rates in individuals. An additional study published in the Journal of Urban Health found that just one extra hour of commuting time can lead to a 6 percent drop in engagement with health-related activities, such as getting a good night’s sleep or exercising. Long commutes also cut into important social time with friends and family, an element that is essential to mental well-being.

Employees are wanting their companies to respond to this public health issue by reducing their commute times – the MRINetwork 2017 Recruiter Sentiment Study found that 21 percent of candidates want employers to ease commutes. Companies can respond by offering expanded remote work options, choosing office spaces in more easily accessible locations or even organizing carpools or providing financial reimbursements for commuting costs.

The perks above – flexible hours, work-from-home options, training and professional development programs and easier commutes – are some of the most in-demand by candidates. Offer them at your company to help better recruit and retain top talent.

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