Employers' struggles to find workers could be exacerbated by applicant-tracking systems that are filtering too aggressively, as well as candidates being dissatisfied with the work or pay. Recruitment and talent experts discuss what's being termed the "Great Mismatch," which also includes companies not taking advantage of "hidden" workers such as veterans, people with disabilities and the formerly incarcerated.

People who have left or plan to leave their jobs talk about what spurred them to join the "Great Resignation," citing reasons such as feeling underpaid, undervalued or overworked, as well as wanting the freedom to focus on priorities outside of work. "From working-class individuals who refuse to continue letting a 9-to-5 burn them out to white-collar workers deciding it's time to unplug for a while, people are on a journey to rediscover who they are outside of their skills as workers," Michael Blackmon writes.

Active listening will be crucial for leaders as they seek to retain talent in a tight job market, writes Patrick Cournoyer of Workday-owned Peakon. Get feedback from managers and employees alike regarding their top concerns, then shape strategies that encourage employee engagement, Cournoyer writes.

Health savings accounts can offer important tax savings and other benefits for employees who use them. Employers also can reap financial rewards by offering HSAs to their staff members, writes Bill Stuart.

The "Great Realization" is a trend where experienced managers decide to relinquish their supervisory duties and become individual contributors while remaining at their current employer. This article outlines why managers are making such a move and how it can be accomplished in a smart and productive way.