And Michelle, what trade-offs do organizations face when they're attracting talent in these competitive markets?

Yeah, I would say one of the biggest tradeoffs organizations face today is really balancing the needs of attracting with the realities of a longer time to fill.

Increasing compensation, you know, particularly in competitive talent markets, I think is really what we see.

So if we want the talent, sometimes it's going to take longer to get there.

I think a couple other things that we're seeing is we're thinking a little bit more of this buy versus build strategy in basically are we going to spend over to get that talent or are we going to take and build that talent internally? And I would say then finally, we're really finding that when compensation flexibility is limited, that companies are often challenged to really look at their employee value proposition.

So sometimes you kind of mentioned that, I think, a little bit earlier.

is that sometimes you do have to look at their sign-on bonuses.

And Michelle? From your perspective, what are some of the emerging challenges that you're seeing and thinking about preparing for?

And Michelle, what trade-offs do organizations face when they're attracting talent in these competitive markets?

Yeah.

Um, I would say one of the biggest trade-offs organizations face today is really balancing the needs of attracting with the realities of a longer time to fill.

Increasing compensation, you know, particularly in competitive talent markets, I think is, um, really what we see.

So if we want the talent, sometimes it's gonna like take longer to get there.

Um, I think a couple other things that we're seeing is we're thinking a little bit more of this buy versus build strategy in basically, are we going to spend over to get that talent, or are we gonna take and build that talent internally? And I would say then finally, we're really finding that when compensation flexibility is limited, that companies are oft-often challenged to really look at their employee value proposition.

So sometimes you kind of mentioned that I think a little bit earlier, is that sometimes you do have to look at their s- um, sign-on bonuses.

How do we think this is going to evolve? What should HR leaders be preparing for next, and how do you both see that relationship between your two functions evolving? Hmm?