See also: The case for skills-based talent management

This trend makes sense, given the persistence of the tight labor market here in the U.S., and in many other parts of the world. Recent data released by the U.S. Bureau of Labor Statistics showed that national unemployment reached its pre-pandemic low of 3.5%. Additionally, the labor force participation rate stood at an historically low 62.1%—a level not seen during non-recessions since the late 1970s. Now, take this raw, macro-level data and fold in your personal experiences finding new talent to fill open roles, as well as your observations as a consumer feeling the impact of low or understaffed organizations throughout the economy. If you've traveled by air recently or had to wait 35 minutes in a fast-food drive-through line, you've likely encountered some of the strain driven by talent shortages. For years, the challenge of finding the right people to add to the organization has been of primary importance to HR and business leaders. And, as I always mention, when there is an HR challenge, the HR technology market responds accordingly.

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HR Tech Conference 2022: How to make critical TA tech decisions

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