HR professionals are juggling intense hiring demand and competition, and candidates want current and prospective employers to show them a new experience more catered to the employee. For sustained success in the “Great Return,” businesses must figure out how to both recruit and retain effectively to fill vacancies and prevent a revolving door of employees and open roles. The “Great Resignation” taught us a great deal about engaging employees during a crisis and from afar, but employee experience is facing new risk. The speed and scale of employees turning over and new employees onboarding can push HR back into “survival mode.” But it doesn’t have to be that way.