SHRM Talent 2026

Recruiting Fraud Is Exploding. Most Companies Aren’t Ready for It

Hiring has always involved a little deception. AI turned it into a completely different game. Philippe Beucher argues that recruiters now face a challenge they’ve never seen before: candidates using AI to optimize every part of the hiring process while companies race to figure out what’s real and what isn’t. The future of recruiting may depend on one question: can you still identify genuine talent in a world of perfect answers? Recruiting, AI hiring, candidate fraud, talent acquisition, leadership, recruiting technology. This conversation explores the growing tension between automation and authenticity. In this episode… Philippe shares why AI-driven candidate fraud is becoming a serious recruiting challenge, how recruiters are adapting to a new era of hiring, and why leadership still comes down to courage, listening, and learning from tough feedback. Sharp discussion on AI screening, recruiting technology, leadership, hiring integrity, and workforce transformation. Key Takeaways : • Philippe says one of recruiting’s biggest challenges is managing how candidates are using AI throughout the hiring process. • Recruiters are increasingly adapting their hiring practices to account for AI-assisted applications, interviews, and assessments. • Modern recruiting technology can detect signals such as multiple browser usage and AI-generated responses during candidate evaluations. • Philippe notes that fraud has always existed in hiring, but AI has made it easier to create answers that appear nearly perfect. • His rule of thumb: if a candidate response seems too perfect, it deserves closer scrutiny. • Philippe believes leadership is both learned and innate. Some traits can be developed, while others are rooted in behavior and character. • Courage is one of the defining characteristics of leadership, especially when speaking up about problems others avoid. • Great leaders listen carefully, care about people, and remain committed to doing the right thing even when it’s difficult. • Philippe’s formula for staying energized includes four fundamentals: sleep, physical activity, mental activity, and purpose. • He argues that people often focus too heavily on either mental or physical performance when long-term success requires both. • Balance remains one of the most underrated ingredients of sustained leadership performance. • Philippe believes recruiting is the foundation of effective HR. When recruiting works, everything else becomes easier. • The quality of hiring decisions has a ripple effect across culture, performance, retention, and employee experience. • Philippe says the fastest way to learn is through direct, honest feedback from people who care enough to tell the truth. • Constructive criticism from upset customers, employees, or stakeholders often provides more value than praise. • Leaders who actively seek uncomfortable feedback improve faster than those who only look for validation. Guest : Philippe Beucher Founder and CEO of RSight, building AI-powered recruiting technology that helps organizations source, enrich, screen, and engage talent while navigating the growing challenges of AI-driven hiring and candidate fraud. LinkedIN : https://www.linkedin.com/in/philippebeucher/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

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AI Is Making Hiring Easier. So Why Is Everyone More Frustrated?

Jun 1400:12:56Tap to summarize

Applying for a job has never been easier. Finding the right candidate has never felt harder. Tina Robinson argues that recruiters and candidates are trapped in an AI arms race where both sides keep adding technology and nobody seems happier with the outcome. The real challenge isn't AI. It's figuring out how to stay human while using it. Talent management, recruiting, AI adoption, leadership development, authenticity, future of work. This conversation explores what happens when technology moves faster than people can adapt. In this episode… Tina shares why recruiting feels more broken despite better technology, how AI is reshaping talent management, and why human skills may become even more valuable in an AI-driven world. Sharp discussion on authenticity, leadership development, recruiting challenges, AI adoption, and workforce transformation. Key Takeaways : • Tina describes talent management today as a mix of chaos, frustration, optimism, and massive transformation. • She believes many organizations expected COVID to permanently transform work, but AI quickly became the next disruptive force. • Unlike previous technology shifts, AI does not appear to have a clear endpoint. • Traditional talent management models were built around linear processes, but today's workforce realities are far more complex and interconnected. • One-click applications have created massive candidate volume for recruiters to manage. • AI-generated resumes and cover letters are making it harder to identify genuine candidate fit. • Recruiters and candidates are both trying to keep pace with rapidly changing technology, creating frustration on both sides of the hiring process. • Tina says she knows highly qualified candidates who cannot find jobs and highly skilled recruiters who cannot find talent, highlighting a growing market disconnect. • She believes technology now sits at the center of many recruiting challenges. • Recruiting increasingly feels like AI versus AI, with candidates using AI tools and employers using AI to detect and evaluate them. • Tina worries about maintaining authenticity while demonstrating technological fluency. • Human skills such as creativity, strategic thinking, relationship-building, and networking remain critical despite AI's rise. • She feels many professionals are under pressure to add AI to everything simply to prove they are keeping up. • Tina predicts AI has truly arrived when people stop talking about AI and simply treat it as part of everyday work. • Leadership development should be woven throughout the talent lifecycle rather than treated as a standalone initiative. • One of Tina's biggest lessons is learning to recognize burnout before hitting the wall. • She believes professionals often ignore physical and mental signals until exhaustion forces them to stop. Guest : Tina Robinson Founder and CEO of WorkJoy Coaching, leadership development expert, SHRM speaker, author of Developing Your Business Leaders, and advocate for helping organizations build stronger leaders without losing the human side of work. LinkedIN : https://www.linkedin.com/in/tinarobinsonspeaks/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

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Corporate Training Is Still Teaching People the Wrong Way

Jun 1400:09:24Tap to summarize

Most workplace learning is built around convenience, not science. Three-hour presentations. Endless slides. Mandatory training sessions nobody remembers. Marcy Baughman explains why education research has known for decades that these methods don't work and why companies keep using them anyway. The future of learning looks a lot more like practice than presentation. Learning science, workforce development, experiential learning, AI training, employee development, leadership. This conversation explores how companies can finally close the gap between learning and performance. In this episode… Marcy Baughman shares why experiential learning consistently outperforms lecture-based training, how AI and VR are transforming workforce development, and why organizations should hire for human skills and train for technical skills. Sharp discussion on learning science, employee growth, AI adoption, and the future of workplace learning. Key Takeaways : • Most corporate learning programs still rely on lecture-style training despite research showing it is one of the least effective ways to learn • Marcy says good learning techniques work across both education and workforce environments • Experiential learning remains one of the most effective learning methods available • Employees learn faster when they can practice skills in realistic, low-risk environments • Safe environments where learners can fail without consequences lead to stronger skill development • Corrective feedback is a critical part of how people actually learn and improve • Many organizations still fail to apply decades of learning science research to employee development • AI can now create realistic simulations and practice environments at scale • VR technology makes immersive learning experiences more accessible than ever before • Large language models allow learners to repeat scenarios until they build confidence and mastery • Companies increasingly hire for collaboration, communication, and adaptability while training technical skills later • The rise of AI is shifting work from doing tasks to managing systems, processes, and intelligent agents • Marcy recommends starting AI adoption with a simple exercise: review AI-generated output and decide whether you trust it • Building confidence with AI starts by recognizing its mistakes before relying on its strengths Guest : Marcy Baughman Vice President of Learning Science & Research at Macmillan Learning, helping organizations apply proven learning science, research, and emerging technologies to improve education and workforce development outcomes. LinkedIN : https://www.linkedin.com/in/marcy-baughman-b1386810/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

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The Best Recruiters Don’t Fill Jobs. They Solve Business Problems

Jun 1400:08:14Tap to summarize

The best recruiting teams don’t fill jobs faster. They help businesses make better decisions. Paul Norman explains why too many recruiters are still measured by recruiting metrics while business leaders care about entirely different outcomes. That disconnect is costing companies more than they realize. Talent acquisition, business alignment, workforce planning, AI adoption, talent management, recruiting strategy. This conversation gets into the gap between what recruiting tracks and what businesses actually value. In this episode, Paul Norman breaks down why recruiters need to become consultants instead of order takers, why traditional recruiting metrics often miss the point, and how AI conversations are shifting from curiosity to business value. Sharp discussion on TA leadership, hiring strategy, workforce optimization, and the future of recruiting operations. Key Takeaways : • Paul says the biggest recruiting challenge today is getting recruiters to operate as business advisors • The strongest TA teams act as consultants, not order takers • Business knowledge remains one of the biggest differentiators between average and elite recruiters • Many recruiting teams still struggle to connect their work directly to business goals • Recruiters often build reports that make sense internally but mean little to business leaders • Paul argues CEOs do not care about time-to-fill the way recruiting teams do • In high-volume environments, percent staffed can matter more than time-to-fill • A five-day vacancy can still create significant business losses even if recruiting hits its targets • Talent management should cover the entire employee lifecycle, not just attraction and hiring • Modern talent optimization requires faster and more frequent adjustments than in the past • AI conversations have shifted dramatically over the last 12 months • CHROs and TA leaders are now under pressure to prove business value from AI investments • Recruiters are increasingly using AI for interview transcription, summaries, and workflow efficiency • Paul believes AI adoption is moving from experimentation toward measurable impact and accountability Guest : Paul Norman Talent acquisition leader and consultant at Riviera Advisors helping organizations align recruiting strategy, workforce planning, and business outcomes to build stronger talent functions. LinkedIN : https://www.linkedin.com/in/pmnorman/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

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Recruiters Don’t Have an Applicant Problem Anymore. They Have a Trust Problem

Jun 1400:07:08Tap to summarize

The recruiting funnel is overflowing, but confidence is disappearing. Mike Peditto explains why recruiters are battling fraud candidates, AI-generated applications, and record inbound volume while trying to figure out who’s actually qualified and who’s just good at gaming the process. The best recruiters aren’t screening people out. They’re finding better ways to screen people in. Recruiting, AI adoption, candidate fraud, hiring quality, talent assessment, recruiter burnout. This conversation gets into the reality recruiters are facing right now. In this episode, Mike Peditto shares why inbound applications have become one of recruiting’s biggest headaches, why adaptability matters more than credentials, and why companies should slow down before blindly adopting every AI tool. Sharp discussion on hiring judgment, candidate evaluation, startup recruiting, and the growing trust gap in hiring. Key Takeaways : • Mike says inbound applications and candidate fraud are recruiting’s biggest challenges right now • Recruiters want to trust candidates, but fake profiles and fraudulent applications are making that harder • He describes himself as a “screen in” recruiter rather than a “screen out” recruiter • Mike believes many great candidates are overlooked because resumes rarely tell the full story • Degree requirements have never been a major hiring factor in his startup recruiting experience • “Figure-out-ability” is one of the most important traits he looks for in candidates • Adaptability and comfort with ambiguity matter more than ever in modern work • Mike encourages candidates to help shape 30-60-90 day plans during interviews • He believes recruiting teams should evaluate how candidates think, not just what they’ve done • Mike is strongly pro-AI but believes most organizations are still talking about adoption more than actually using it • Companies are starting to ask whether AI is being implemented responsibly, not just quickly • He warns that many organizations are buying AI tools without fully understanding the risks • Mike stays connected to job seekers through TikTok Lives and direct conversations • Listening to candidates remains one of his biggest sources of recruiting insight and innovation Guest : Mike Peditto Recruiting leader, creator of “The Realistic Recruiter,” and host of the podcast Is This Still a Good Time?, known for bringing an unfiltered view of modern recruiting, candidate experience, and hiring realities. LinkedIN : Linkedin.com/in/mpeditto Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

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Recruiting Has an Alignment Problem Nobody Wants to Admit

Jun 1400:09:42Tap to summarize

Companies say there’s a talent shortage while millions of people are looking for work. Jim Stroud breaks down the disconnect sitting underneath modern hiring and why recruiting teams are struggling to match the right people to the right opportunities even with more technology than ever. Everybody’s obsessing over AI. Jim thinks the bigger workforce crisis is already here. Recruiting, AI adoption, aging workforce, skilled trades, talent alignment, future of work. This conversation goes way beyond the usual HR tech hype cycle. In this episode, Jim Stroud explains why recruiting feels broken right now, why AI adoption is still surprisingly low, and why the aging workforce may become the biggest labor crisis of the next decade. Sharp discussion on hiring alignment, blue-collar demand, economic shifts, recruiting strategy, and the changing value of degrees. Key Takeaways : • Jim says the biggest recruiting challenge today is alignment, not talent scarcity • Companies are still hiring heavily while layoffs continue across multiple industries • AI adoption remains far lower than most people inside HR tech assume • Jim predicts a major economic divide between workers who learn AI and those who avoid it • He believes AI will reshape most white-collar work within the next 3–5 years • Jim says blue-collar and skilled trade workers may become the safest long-term career path • The aging workforce is his biggest concern for the future of work • Skilled trade shortages are already driving longer wait times and higher service costs • Jim argues there are not enough apprentices entering plumbing, HVAC, and trade industries • Universities may eventually shorten bachelor’s degrees from four years to three to stay competitive • Older vocational education models like auto tech and wood shop may return to schools • Jim recharges mentally by walking outdoors and disconnecting from screens • He believes nature helps reset attention and improve real-world awareness better than constant screen time • Recruiting alignment requires hiring managers, recruiters, and candidates to see the role the same way Guest : Jim Stroud Head of Marketing Strategy and Industry Outreach at ProvenBase known for decades of recruiting innovation, sourcing strategy, and sharp analysis on the future of work and hiring technology. LinkedIN : https://LinkedIn.com/in/jimstroud Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

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Your Employees Have More Brand Power Than Your Marketing Team

Jun 1400:10:23Tap to summarize

Most companies are still treating branding like a billboard problem while their employees are becoming media channels overnight. Roy Abdo explains why polished corporate messaging is losing to authentic storytelling and why executives who stay silent are getting outperformed by people with less expertise but more visibility. The real shift is simple: people trust people more than brands. Executive branding, storytelling, LinkedIn influence, employer brand, authentic content. This conversation breaks down why companies need creators inside the business, not just marketing campaigns outside it. In this episode, Roy Abdo shares how storytelling changed his life, why executives struggle with personal branding, and why authentic content consistently beats polished corporate messaging. Sharp discussion on executive influence, social media strategy, employer branding, imposter syndrome, and the future of employee-driven content. Key Takeaways : • Roy raised $35,000 for college in 2006 using a personal blog and PayPal storytelling campaign • His career started after escaping Lebanon during the outbreak of war and relocating to the U.S. • Roy says “people are the new channels” in modern branding • Most organizations still rely too heavily on company messaging instead of employee storytelling • Executives often lose online attention to less-qualified creators who publish consistently • Imposter syndrome is one of the biggest reasons executives avoid content creation • Roy argues authentic content outperforms polished production in most social campaigns • Face-driven ads consistently outperform generic brand assets in digital campaigns • Social media users want entertainment, education, and connection, not product pitches • LinkedIn remains the strongest platform for workplace and leadership positioning • Roy predicts every employee will eventually become a content creator for their company • Cisco reportedly trained 80,000 employees to become LinkedIn influencers • Roy says 100 employees posting once per month creates more brand reach than most corporate channels • Executive branding starts with having a strong point of view, not just posting content Guest : Roy Abdo CEO of Digital Revamp Communications helping organizations and executives build influence through storytelling, executive branding, and employee-driven content strategy. LinkedIN : https://www.linkedin.com/in/royabdo/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

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AI Made Applying Easier. Recruiting Got Harder

Jun 1400:04:48Tap to summarize

AI was supposed to fix recruiting. Instead, it made every resume look the same. That’s the mess recruiters are dealing with right now. More automation. More applications. More noise. And somehow less signal. The old recruiting playbook is breaking fast. In this episode, Robb Lifferth explains why AI is flooding recruiting with bad data, why job boards are losing value, and why recruiters now have to rethink how they source and evaluate talent. He also drops one of the best explanations of why recruiting still matters on a human level. Key Takeaways : • AI has flattened resumes to the point where candidates increasingly look identical on paper • Recruiting teams are drowning in volume but struggling to identify real quality • Job boards are producing massive amounts of low-signal candidate data • The “post and pray” recruiting model is breaking down fast • Recruiters now need better data strategies, not just more AI tools • Companies are rapidly experimenting with new sourcing technologies because old systems are too slow • There is no one-size-fits-all recruiting solution because hiring needs vary wildly by industry and company stage • The best recruiters still win through human judgment, not automation alone • Recruiting remains deeply personal because jobs directly change people’s lives • AI adoption in recruiting is no longer optional, but lazy implementation is making hiring worse • The recruiting teams seeing results are the ones adapting workflows daily, not yearly Guest: Robb Lifferth Co-Founder at Isotalent Recruiting marketplace leader helping companies rethink sourcing and hiring in the AI era. LinkediN : https://www.linkedin.com/in/robblifferth/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

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Your Employees Are Telling You Why They Stay. Are You Listening?

Jun 1400:18:52Tap to summarize

Most leaders spend more time asking why employees leave than why they stay. Njsane Courtney argues that’s backwards. The answers companies need are already sitting inside the organization. They just aren’t asking the right questions often enough. Retention isn’t a compensation problem as often as leaders think. Talent management, employee retention, AI adoption, leadership, recruiting, stay interviews. This conversation explores what happens when leaders start listening before employees start leaving. In this episode… Njsane shares why stay interviews outperform exit interviews, how leadership drives AI adoption, and why employers must continuously re-recruit their best people. Sharp discussion on retention, employee engagement, recruiting challenges, workplace culture, and leadership accountability. Key Takeaways : • Njsane defines talent management as caring for existing employees while helping new hires become productive and connected to culture • AI adoption starts with leadership, not technology • Employees closely watch leadership behavior when deciding whether to embrace new tools • Leaders must establish clear rules for responsible AI usage before expecting adoption • Recruiting remains difficult despite high application volume because qualified talent still has choices • Technical roles often require a unique combination of certifications, expertise, and cultural fit • The labor market may feel employer-driven, but top talent still behaves like it’s candidate-driven • Employers must actively work to become an employer of choice to attract and keep top performers • Recruiting does not stop after someone accepts an offer • Jani compares employee retention to college sports recruiting where organizations must continually re-recruit talent • Employees leave when leaders stop reinforcing growth opportunities, development, and purpose • Recruiters and headhunters are constantly contacting high-performing employees • HR professionals often become “battle weary” from balancing employee needs, leadership expectations, and business demands • Conferences and peer networking help HR leaders recharge, learn, and solve challenges faster • One of the biggest questions keeping Njsane up at night is whether employees truly know how much they matter • Many cases of voluntary turnover are preventable if leaders simply listen earlier • Relationship issues with supervisors often drive departures more than compensation • Njsane prefers stay interviews over exit interviews because they create opportunities to solve problems before employees leave • His favorite stay interview question is simple: “Why do you keep coming back?” • Employee answers often reveal exactly what organizations need to protect and improve • One engagement study found employees wanted office plants more than expensive workplace perks • Many retention challenges can be solved with attention, communication, and effort rather than larger budgets • Managers often assume employees want more money when many simply want growth, communication, and career clarity Guest : Njsane Courtney Vice President of Human Resources at American Bureau of Shipping and host of the My Friend in the HR Podcast, helping organizations strengthen leadership, employee retention, talent development, and workplace culture through practical, people-first HR strategies. LinkedIN : https://www.linkedin.com/in/njsanecourtney/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

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Your One-on-Ones Are Failing Because You Keep Asking the Wrong Question

Jun 1400:10:53Tap to summarize

“How’s it going?” might be the most expensive question managers ask. Joe Rotella argues that vague conversations create vague performance. Employees leave one-on-ones frustrated, managers leave without clarity, and nothing actually moves forward. The problem isn’t performance reviews. It’s everything that happens between them. Performance management, leadership, coaching, employee engagement, feedback, manager effectiveness. This conversation gets to the root of why so many workplace conversations feel useless. In this episode… Joe Rotella explains why most one-on-ones fail, how managers accidentally create cultures of micromanagement, and why coaching beats status updates every time. Sharp discussion on trust, feedback, leadership development, performance management, and helping employees win. Key Takeaways : • Joe says most one-on-ones fail because they start with vague questions like “How’s it going?” • Vague conversations create vague outcomes and rarely improve performance • Many employees dread one-on-ones because they associate them with micromanagement rather than support • Managers often use one-on-ones to track status instead of coaching employees • Fear, uncertainty, and doubt drive many ineffective management behaviors • Joe believes clarity is kindness and employees should always know what success looks like • High-performing teams define exactly what “winning” means before work begins • Feedback should happen weekly, not only when something goes wrong • Employees often associate feedback with criticism because positive feedback is given too infrequently • Joe teaches the SBIN framework: Situation, Behavior, Impact, and Next Steps • Great feedback focuses on future improvement instead of dwelling on past mistakes • Performance management happens between reviews, not during annual review meetings • Organizations often confuse reviewing performance with managing performance • Strong one-on-ones build trust, and trust remains one of the most important qualities employees want in leaders • Managers should prepare for one-on-ones with the same seriousness recruiters prepare for interviews • Many organizations promote top performers into management roles without teaching them how to coach people • Great managers stay curious instead of immediately solving every problem for employees • Culture change cannot be mandated through policy alone; it requires consistent leadership behavior • Joe believes a manager’s primary responsibility is helping employees succeed, not monitoring them Guest : Joe Rotella Chief Value Officer at Delphia Consulting and creator of Miviva Performance Management Platform, helping organizations improve performance management through coaching, clarity, feedback, and AI-powered employee development. LinkedIN : https://www.linkedin.com/in/joerotella/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

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All episodes

Recruiting Fraud Is Exploding. Most Companies Aren’t Ready for It

AI Is Making Hiring Easier. So Why Is Everyone More Frustrated?

Corporate Training Is Still Teaching People the Wrong Way

The Best Recruiters Don’t Fill Jobs. They Solve Business Problems

Recruiters Don’t Have an Applicant Problem Anymore. They Have a Trust Problem

Recruiting Has an Alignment Problem Nobody Wants to Admit

Your Employees Have More Brand Power Than Your Marketing Team

AI Made Applying Easier. Recruiting Got Harder

Your Employees Are Telling You Why They Stay. Are You Listening?

Your One-on-Ones Are Failing Because You Keep Asking the Wrong Question