There is serious pressure for organization leaders to engage employees and hit peak productivity. In 2017, 56% of CEOs reported “recruiting and retention” as primary concerns. A company cannot function without its employees; individuals that have valuable skills and training that can take weeks, months or years to match. So, of course, HR is in overdrive, managing engagement, strategizing long-term retention plans and calculating turnover rates. While those elements of talent management should never be overlooked, leaders may take comfort in the fact that there are some positives to seeing employees go. What benefits could employee turnover possibly have?

Thanks to technology, it’s now easier than ever to connect with your friends, family and coworkers with nothing more than a mobile device and an internet connection. With less need for the amenities of a traditional office, comes less need for the traditional 9-5 work schedule. One survey of marketing and advertising executives found that 76% of companies offered some form of flexible work arrangement. There are more than a few reasons a company might incorporate work-flex and remote options within their employment structure. The benefits, in most cases, outweigh the challenges. Of course, “flexible” takes on different meanings based on the needs and structure of the business.

Your recruitment team has a pretty obvious goal: source, hire and retain the best talent that will grow with and support the company. What isn’t so obvious is just how that team gets to the end goal. There isn’t a simple, one-size fits all answer, but there are solid solutions to common problems and barriers. We used to turn to multiple tools to hire and manage our teams, but this often proves inefficient. Gone are the days where siloed solutions effectively stand on their own.