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Reflections from PeopleScout & TMP’s “Blood, Sweat & Hires” Event
It was a hot, sticky Thursday afternoon in London, but that didn’t stop HR and talent leaders from showing up in force. From 4 to 7pm, under the buzz of conversation and the hum of overworked air-con units, professionals from across sectors gathered at our Blood, Sweat & Hires event to dig into the big issues shaping the future of work.
They came not for the drinks or the view (though both were excellent), but for something harder to find: open, honest discussion. Across four expert-led sessions, we explored the pressures, paradoxes, and possibilities facing employers in 2025 – from AI disruption to evolving expectations around inclusion and how to really hire for skills, not just CVs.
The result? A compelling snapshot of where we are – and where we might be going. Here are the big takeaways.
1. Skills-Based Hiring: Not New, Just Misunderstood
Plenty of headlines suggest skills-based hiring is a revolutionary fix for flawed recruitment. But in our session, Amanda Callen, Head of Assessment Design at PeopleScout cut through the hype.
The reality? Skills-based hiring isn’t new – it’s just being rebranded.
Yes, it can broaden talent pools and support diversity, but only if you do the groundwork: defining what “skills” mean in your context, auditing current processes, and piloting smartly. Many organisations already assess for skills implicitly, even if they don’t label it that way.
So before jumping on the bandwagon, ask: what skills do we actually value – and are we measuring them well?
2. ED&I at a Crossroads: Retreat or Reinvention?
Once front and centre, ED&I is increasingly being softened, rebranded or rolled into broader ESG efforts. That shift might seem subtle, but the impact can be deep.
As we explored in this session, inclusion efforts are being reframed as “belonging,” “culture” or “values” – sometimes to reduce friction in a polarised environment. But when language changes, accountability can erode. The data tells the story:
- 42% of HR leaders say ED&I has been absorbed into ESG.
- 24% report reduced budgets or teams since late 2023.
- Identity-specific language is being actively replaced in job ads.
Employees notice. Gen Z, in particular, is attuned to whether inclusion is performative or principled. In this climate, we argued, ED&I can’t be quiet. It must be visible, embedded and championed – even when it’s politically inconvenient.
3. Labour Market Shifts and the Rise of Gen AI
Jack Kennedy, Senior Economist at Indeed, delivered a powerful data-led view of the UK talent landscape – and how it’s being reshaped by both economic pressures and AI.
Key insights included:
- Job postings are still down year-on-year, especially for graduates
- Redundancy notifications remain modest, despite slower hiring
- Pay and flexibility are king – hybrid jobs remain high and higher pay is still the top reason people move
- Neurodiversity mentions have tripled in job ads, showing a broader view of inclusion is emerging
When it comes to GenAI, the message was clear: transformation is already underway.
- In the U.S., 1 in 3 jobs are seeing major skill shifts due to Gen AI
- In the UK, mentions of Gen AI in job postings have risen sharply in 2024
- Still, basic digital skills like communication, IT and leadership remain in high demand
This isn’t just about job losses or automation. Gen AI is reshaping roles, expectations and hiring criteria – and employers will need to rethink how they define and develop talent in response.
4. EVP vs. TVP: Fixing the Identity Crisis
In our final session, David Macfarlane, Head of Employer Brand & Insights at TMP Worldwide, tackled a challenge many organisations are facing: generic EVPs that fail to connect.
We explored:
- Why your EVP might sound like everyone else’s
- How a Talent Value Proposition (TVP) brings sharper focus by aligning messages to specific skillsets, experience levels, and regions
- A framework for balancing global consistency with local relevance
- How to avoid “one-size-fits-none” messaging and create resonance with the people you actually want to hire
David made a powerful case for getting under the skin of your talent audiences – because when you speak their language, you don’t just attract them, you keep them.
Final Thoughts: Honest Conversations Matter
We called this event Blood, Sweat & Hires because hiring today isn’t easy. It’s emotional. It’s political. It’s personal. And it’s changing fast.
But what we learned from the event was this: when people are given space to be honest – about what’s working, what isn’t, and what they’re still figuring out – the conversation gets real. And that’s when progress happens.
Thanks to all who joined us. Let’s keep the conversation going.
