Post by Advance Recruitment

Top performers aren't quitting over pay. They're quitting "culture depression." That's the warning from a new Forbes piece by Julie Kratz, featuring workplace strategist Tara Jaye Frank, and the timeline is tight. People feel they matter less. Overworked. Undervalued. And when companies cut employee experience to chase short-term efficiency, it doesn't show up on a P&L. It shows up 6–12 months later as your best people walking out the door. Here's what recruitment marketers know that HR sometimes misses: A culture problem is an attraction problem. → Regretted attrition forces backfill hiring, and backfill is your most expensive, lowest-quality hiring. → Disengaged employees stop referring. Your cheapest, highest-converting channel goes quiet. → Culture leaks into Glassdoor, into reviews, into the candidate's research. Your employer brand erodes before a single applicant clicks "apply." By the time the req opens, the damage is already priced into your cost-per-hire. The fix isn't a perks budget. Frank's argument: standardize and monitor leadership behavior, protect your team's bandwidth, and treat culture as infrastructure, not an afterthought you'll "get to later." More from Magazine Forbes: https://hubs.li/Q04m8NQL0 #EmployerBranding #TalentRetention #RecruitmentMarketing