The traditional approach to developing employer value propositions can often be complex and time-consuming. While this in-depth methodology might work well for large, complex organizations, many employers invest months or even years in exhaustive research and complex frameworks only to often end up with EVPs that sound remarkably similar to their competitors. At the same time, there's growing pressure to activate employer brands quickly to address immediate talent needs, leaving organizations vulnerable to missed opportunities if they get caught in endless cycles of research and refinement.

So, how can companies develop distinctive EVPs that genuinely differentiate them while moving quickly enough to address urgent talent challenges?

My guest this week is Sam Monteath, founder of research and insights consultancy Reason Why, a research and insights consultancy. Sam shares valuable insights on how organizations can take a more agile approach to EVPs, avoiding the bloat and unnecessary complexity that often characterizes these projects.

In the interview, we discuss:

• [01:22] The key differences between employer brand, employer branding, and EVP

• [04:58] Why some EVP development processes have become unnecessarily complex

• [06:54] How organizations can balance speed with rigor in developing their EVPs

• [09:55] What is a minimum viable EVP?

• [12:28] Why so many EVPs sound similar, and how companies can genuinely differentiate themselves

• [15:38] How employer branding has evolved over the past decade

• [18:57] The role of AI and technology in transforming employer brand strategy

• [20:52] How AI is revolutionizing qualitative data analysis for EVP insights

• [22:21] The shift toward more dynamic, evolving EVPs connected to business objectives

• [23:53] What does the future of employer branding look like

Follow this podcast on Apple Podcasts

Follow this podcast on Spotify.

Technology-driven mass personalization has completely transformed how we engage with brands as consumers. However, while companies have raced to deliver tailored products and services to their customers, the employee experience has lagged behind, with most organizations still operating standardized processes that treat all employees the same. At the same time, technological, social, and generational shifts have dramatically raised expectations for personalized workplace experiences, leaving organizations vulnerable to disengagement and talent loss if they continue with outdated, uniform approaches.

So, how can employers deliver the hyper-personalized employee experiences that today's workforce increasingly demands?

 My Guest this week, Ayaskant Sarangi, CHRO at Mphasis Limited, an IT services company headquartered in Bangalore with operations across 50 countries and over 30,000 employees. Ayaskant shares valuable insights on how personalization can work at scale across the employee lifecycle and the vital importance of skills-based thinking in achieving this

In the interview, we discuss: 

• [02:03] Why personalization has become the fundamental employee expectation in today's workplace 

• [04:43] How HR can shape organizational culture to support individualized employee journeys

• [09:54] Leveraging technology to create hyper-personalized experiences throughout the employee lifecycle

 • [13:17] Creating a horizontal tech layer that delivers consistent personalization across traditional HR silos

 • [15:19] Moving from standardized role-based frameworks to personalized skills-based approaches

• [20:50] What the future is going to look like

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

AI is starting to drive a profound shift in the workplace. The skills we've prioritized for decades are becoming automated, with uniquely human capabilities beginning to emerge as the true differentiators. So, are your hiring and development strategies still focused on what machines can already do, or are you investing in the skills that AI can't replicate?

The rapid evolution of AI is starting to reshape the skills landscape, but it is already becoming clear that many employers will struggle to adapt. While hard skills have traditionally dominated hiring and development strategies, it's becoming increasingly clear that soft skills like communication, critical thinking, empathy, and adaptability are the true differentiators in an AI-dominated workplace. 

However, most organizations don't know how to properly define, measure, or develop these soft skills, leaving them vulnerable to skills shortages in the human capabilities that will drive their future success.

So, how can companies identify and nurture the skills that AI can't replicate?

My guest this week is Dan Haywood, Chief Customer Officer at Go1, one of the world's leading learning content aggregators. Dan shares valuable insights on how the skills landscape is evolving and why soft skills are becoming increasingly critical as AI handles more technical and repetitive tasks.

In the interview, we discuss: 

• [01:56] How the demand for skills is evolving in an AI world

 • [03:04] Why education systems aren't adequately preparing people for modern work

 • [08:11] The four key soft skills groups employers need to focus on

 • [11:51] The challenges of defining, measuring, and developing soft skills and how to overcome them

 • [14:30] How employers can embed soft skills into their learning culture • [14:30] The importance of executive modeling in skills development 

• [16:55] Connecting soft skills development to measurable business outcomes 

• [17:02] What the future skills landscape will look like as AI continues to advance

Follow this episode on Apple Podcasts.

Follow this episode on Spotify.

Ep 684: Are We Now Living In A Video First World?

Using video is no longer optional in talent attraction. Candidates now expect to engage with short-form, authentic video content, and LinkedIn is now prioritizing vertical video to play catch up with TikTok, Facebook, and Instagram. Candidates are no longer just reading job descriptions—they're engaging with video storytelling that shapes their perception of potential employers. 

Does this mean we're officially in a video-first world, and if it does, how should recruitment marketing and employer branding adapt to stay ahead?

My guest this week is Rhona Pierce, founder and lead creative director of Perceptible Studios. Rhona specializes in helping talent acquisition teams use video effectively without getting lost in time-consuming production. 

In our conversation, she shares why short-form, unscripted content performs so well, how companies can encourage employees to be part of the content creation process, and how good is "good enough" for video production.

In the interview, we discuss:

• The most important video trends

• What type of content are employers finding most successful?

• Telling employee stories authentically

• The changing tone of business videos

• Production and outsourcing

• Nuance and expertise

• The role of AI

• What does the future look like

Follow this podcast on Apple Podcasts

Follow this podcast on Spotify.

Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:

Foresight

Ep 679: The Future of TA – Breaking Silos 

Ep 683: The AI Revolution Is About People, Not Technology

Influence

Ep 680: How To Secure A Budget For TA Technology

Ep 682: What Can Talent Acquisition Learn From Network Science?

Talent & Skills

Ep 678: Assessing Durable Skills To Future Proof Hiring

Ep 674: Seeing Skills Differently: Lessons from Elite Sports

Ep 675: Hiring Without Limits: Why Accessibility Matters

Ep 676: Why Behavioral Science Is The Future Of Talent Acquisition

Technology

Ep 677: Rethinking Recruiting For AI

Ep 681: Can AI Fix TA’s Biggest Problem?

Thanks to Plum for their support of Round Up

Follow this podcast on Apple Podcasts

Follow this podcast on Spotify

AI isn't just a technology revolution—it's a people and talent revolution. AI could transform businesses at every level, but many HR and TA teams are still on the sidelines. The reality is that AI adoption, workforce transformation, and enterprise strategy aren't just IT or executive priorities—they're fundamentally people challenges. So, how are CPOs and CHROs currently thinking, and what should they do to shape the future? Keep listening to find out.

AI is already reshaping how businesses operate, creating new opportunities and new risks. However, many HR & TA leaders are still treating AI as an operational tool rather than what it truly is: a strategic driver of workforce transformation. AI is redefining jobs, skills, and ways of working at an unprecedented pace, and organizations that fail to integrate HR into their AI strategy risk falling behind.

At the same time, the talent market remains unpredictable, employee movement is slowing, and retention is more critical than ever. While some companies are racing to adapt, others are taking a wait-and-see approach. But as we've seen before, hesitation in times of change comes with consequences.

HR and talent leaders have a rare opportunity to step up not just to improve hiring but also to influence enterprise-wide strategy. 

My guest this week is Laura Coccaro, Chief People Officer at iCIMS. With access to one of the world's most comprehensive hiring data sets, Laura has a unique perspective on the intersection of AI, talent, and business strategy. In our conversation, we discuss why HR must take ownership of AI's impact on the workforce, how businesses can future-proof their talent strategies, and what talent leaders need to do now to stay ahead of the curve.

In the interview, we discuss:

• How CPOs are thinking about 2025

• Managing risk around talent availability, attrition, and retention

• Balancing technology and humans to optimize the employee and candidate experience

• HR's role in enterprise AI strategy

• Why AI equals people transformation

• How skills are shifting 

• Thinking differently about how the work gets done

• How much will things change in the next 18 to 24 months?

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

What if everything we thought about how organizations function was wrong? For decades, businesses have been structured around hierarchies and rigid processes, assuming this was the best way to manage talent, collaboration, and leadership. But what if the real key to high performance and better talent acquisition lies not in org charts but in networks? The emerging disciple of Network Science has quietly been reshaping everything from social media to healthcare, so what happens when we apply it to how we work, lead, and hire?

Organizations are complex systems, yet most companies are still managed using outdated, linear models. What if network science, a discipline that has revolutionized everything from the internet to disease control, could also transform the way we think about leadership, collaboration, and hiring

So, how do networks really shape the way organizations function, and could a deeper understanding of them change how we hire, engage, and retain talent?

My guest this week is Jeffrey Beeson, a leadership strategist and expert in organizational networks. Jeffrey’s work focuses on how businesses can optimize collaboration, unlock hidden influencers, and rethink traditional hierarchies using the principles of network science. We discuss how understanding an organization’s internal networks can improve hiring decisions, enhance onboarding, and increase retention by fostering stronger workplace connections. 

In the interview, we discuss:

• What is network science, and how does it apply to business?

• How all complex systems are based on network patterns and laws

• Three degrees of influence

• How emotions travel through networks

• The best-connected individuals have the most influence.

• Identifying influencers

• Retention, onboarding, and talent management

• The application of network science to talent acquisition

• Applying network solutions to network problems

• The future of work

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

People are worried about the use of AI in recruiting. Headlines warn us that artificial intelligence might amplify biases and automate unfairness. Regulators are scrambling to introduce legislation, and talent acquisition leaders are cautious about adopting these new tools. But is this fear causing us to miss the bigger picture? When implemented intentionally and responsibly, could AI become one of the most powerful tools we've ever had for reducing systemic bias and creating fairer hiring practices? Keep listening to find out.

Recruiting processes often prioritize speed and familiarity over fairness and inclusion and, in so doing, reinforce existing biases. With AI becoming increasingly integrated into hiring, many worry that this technology will amplify bias even more. However, some recently published research suggests this assumption doesn't tell the whole story.

My guest this week is Torin Ellis, an experienced recruiter, DEIB strategist, and high-profile advocate for fair and inclusive hiring. Torin recently published research in collaboration with Plum, specifically highlighting how organizations that use AI in an intentional way are seeing significant improvements in diversifying their candidate slates and expanding their talent pools. He believes that AI can create a more level playing field for all candidates if it's properly deployed. Torin also emphasizes that the risks of AI-driven biases are real, and recruiters need to approach AI thoughtfully and responsibly.

In the interview, we discuss:

• What makes recruiting systemically biased

• Democratizing access to opportunity

• How AI is diversifying slates of talent

• The dangers of relying on resumes

• Using AI intentionally to reduce bias 

• Upskilling, reskilling, and driving toward equal compensation

• What are the dangers of AI?

• How are employers responding to the attacks on DE&I?

• What does the future look like

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

According to Gartner 83% of HR technology buying decisions end in regret. In a world where talent acquisition is more complex and business-critical than ever, why are so many organizations making technology investments they later wish they hadn't? The challenge isn't just about picking the right tools; it's about proving its value, winning stakeholder buy-in, and ensuring it delivers tangible business outcomes.

Buying talent acquisition technology has never been more challenging. Economic uncertainty, increasing stakeholder scrutiny, and the rapid pace of innovation mean that making the right decision—and proving its value—can feel like an uphill battle. With so much information available, how do TA leaders ensure they're making the best possible choice while also securing the budget and support they need?

My guest this week is Matt Sharp, SVP of Go-To-Market and General Manager of EMEA at iCIMS. Matt shares expert insights into how organizations can navigate the complexities of building a compelling business case, engage vendors more strategically, and ultimately make technology decisions they won't regret.

In the interview, we discuss:

• The difficulties and complexity of the current tech procurement landscape

• The increasing number of stakeholders involved in making a decision

• Mitigating risk through better research

• Involving vendors in the process in a strategic way

• Understanding what different stakeholders care about

• Dealing with mandated software that is not fit for purpose

• The business case isn't the process. It is the output of the process.

• Value journeys and value engineering

• What does the future look like?

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify

Talent acquisition is evolving faster than ever. With AI reshaping the hiring landscape, skill gaps widening across industries, and businesses facing constant disruption, the role of TA leaders is shifting significantly. It’s no longer just about hiring—it’s about breaking down silos, driving workforce transformation, and ensuring companies have the right talent to stay competitive.

So, what does this mean for TA leaders? How can they move beyond being reactive and take on a more strategic role in shaping the future of work? And with the rise of fractional and interim TA leadership, is this the next big shift in how companies access talent expertise?

My guest this week is Virginia Tirado, an experienced TA and talent leader who has seen firsthand how the function is evolving. In this episode, she shares her insights on the growing need for skills-based hiring, how TA leaders can build stronger partnerships across the business, and why embracing change is key to staying relevant in an uncertain future.

In the interview, we discuss:

• From reactive to strategic

• Data-driven decision making

• How does TA now fit into the talent function?

• Breaking down silos

• Influencing business objectives

• The importance of partnering 

• What skillset and outlook do leaders need right now?

• Fractional, interim, and consulting

• Skills-based hiring

• What does the future look like for TA

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.