Candidates now act like consumers​—emphasizing employer branding, quick applications, and authentic communication. ​The future of recruiting​ is evolving at lightning speed—are your strategies ready to keep pace?

In this edition, we sit down with ​Jess Von Bank​, a global thought leader with 20 years of expertise in HR transformation, workforce technology, and talent strategy at Mercer. As the leader of ​Mercer’s Now of Work community​, Jess drives innovation in digital transformation, employer branding, DEI&B, and crafting workforce solutions built for the future. Her approach? Dynamic and human-centric:

"Talent in an organization should flow like blood in a circulatory system—freely moving to where it's most needed, applying skills and energy to create the greatest value, especially in areas requiring specialized expertise."

Let's dive in!

Tim and Jess addressed:

• Talent Acquisition is Too Narrow: Traditional hiring often focuses on immediate needs. Expanding to long-term strategies like internal mobility, employee development, and workforce planning is essential for staying ahead in the future of work.
• Technology as a Game-Changer: AI and automation are transforming recruitment—making it faster, more efficient, and inclusive. However, human oversight is crucial to ensure fairness, empathy, and better decision-making.
• Internal Mobility is Underutilized: Many organizations overlook their existing workforce. By developing employees’ skills and aligning their interests with organizational needs, companies can reduce reliance on external hires while boosting morale and efficiency.
• Personalization at Scale: Technology makes it possible to offer personalized experiences at scale—acknowledging applications, nurturing talent pools, and building meaningful relationships that support long-term success.
• The Human Touch Still Matters: Empathy and personal connection remain critical while technology optimizes processes. In a competitive market, respectful and personalized interactions set organizations apart.

I follow and summarize the news that future-forward and people-centric leaders care about, so you don't have to.

This week:

​Your 2025 HR Game-Changers: Must-Attend Conferences to Transform Your Workplace​

Keeping up with workplace trends and the latest HR practices can feel like a full-time job!

To stay ahead, we've rounded up 25 must-attend HR conferences for 2025, including SHRM Talent 2025 (Skills Development and AI in HR), HR Technology Europe (Inspiring you to inspire innovation), HR World Summit (Elevate, Evolve, Engage: Shaping the Future of Work), and Future of Work USA (Future Workplace, Future Talent, and Future Learning). These events dive into transformative topics like hybrid work strategies, AI in HR, DEI, and leadership agility, while offering unmatched networking opportunities with global HR leaders.

Which of these conferences are you planning to attend?

​Why Employees Leave: The Hidden Drivers of Talent Turnover​

The 2024 Talent Retention Report highlights a decline in voluntary quits, down from 43.3% in 2023 to 38.5%.

Employees primarily leave due to toxic work environments and poor leadership, with pay ranking as a lower concern. A disconnect exists between employer perceptions and employee experiences, as many underestimate the impact of a toxic culture on turnover.

To improve retention, HR leaders should focus on fostering a positive culture, and work/life balance, and offering flexibility, with over half of employees willing to trade higher pay for these benefits.

​How to Combat 'Pleasanteeism' and Foster Honest Communication​

'Pleasanteeism' occurs when employees hide stress and disengagement to avoid workplace repercussions, often due to fears of retaliation or lack of support.

HR can address this by fostering a psychologically safe environment where employees feel comfortable sharing concerns. Leaders should model openness, encourage honest communication, and provide access to wellness resources and well-being programs.

​Matt Newman on Balancing HR for HR and People Strategy at Genesys​

​Matt Newman​, SVP of Employee Experience at Genesys, navigates the unique challenge of being "HR for HR", managing both HR matters within his team and serving as an HR business partner for other departments.

This dual role helps him stay accountable to the practices he recommends while fostering collaboration across functions.

Newman also champions the trend of treating skills as a currency, empowering employees, and promoting continuous learning and agility within organizations.

Quick Hits:

• ​State Minimum Wage Increases in 2025:​ Twenty-three states will raise their minimum wages in 2025, requiring HR teams to manage challenges like wage compression and hidden pay-based benefit costs.
• ​Communication Gaps Impact Leadership and Retention:​ According to ATD, poor communication skills among leaders hurt company culture and employee retention. Investing in leadership development can yield a $7 ROI for every $1 spent.
• ​Upskilling is a Must for Long-Term Success​: AI's rapid growth makes workforce development essential for productivity and retention. Companies like Verizon and Mastercard see clear ROI from upskilling, improving both productivity and retention. By using a "diagnose, prescribe, and treat" approach, businesses can align training with measurable goals to boost results.
• ​The Power of Collective Experiences on Memory​: NeuroLeadership shares emotionally rich experiences, like music festivals and conferences, to strengthen memory and influence future behaviors. Experts highlight how pre-, during-, and post-event engagement boosts long-term impact. Are your team events designed for memory?
• ​Two-thirds of Workers Admit to 'Productivity Theatre'​: A staggering 67% of employees perform tasks just to appear busy. HR can tackle this with better task alignment, skill-based projects, and transparency to foster real productivity over appearances.