(PR in) HR Pulse | HR News Round-up: July
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What HR Brands & Marketers Need to Know About AI and PR in 2025
No matter what HR service or product you’re selling to organisations, buyers and talent are increasingly influenced by the way your company appears in AI-generated answers.
The impact of Large Language Models (LLMs), specifically, reshapes how marketers need to use earned and owned media to increase their exposure to potential customers.
Daryl Sperry, MD and co-founder of Hard Numbers spoke at a PR Moments AI Masterclass. His company's research revealed earned media still reigns supreme - 61% of LLM responses generated around corporate reputation relied on earned editorial media - so it dominates what consumers learn about brands.
So, what can you do to enhance your brand’s Generative Engine Optimisation (GEO)?
In this paper, we outline what HR brands and marketers need to know.
LinkedIn Live: Thought Leadership
Gen Z employees are increasingly turning away from traditional leadership roles in a movement dubbed “conscious unbossing”.
Kay Phelps and Hazel Maclaurin went live last week on LinkedIn.
The pair focused on thought leadership, what it looks like in different forms, the media opportunities available for all businesses, small, medium and large, and the power it can have for a brand - influencing both decision-making processes and fostering trust among senior executives.
You can catch-up on the 40 minute session below for some great business insights.
To go for a pint or gift your time – the rise in corporate volunteering
The era of pub quizzes and after-work drinks is shifting, marking a change where instead, many employees opt for meaningful experiences—park clean-ups, food-bank volunteering or crafting cards for hospitalised children. The idea is that these activities foster inclusion, purpose and sustainability—values often regarded more powerful than a pint.
In Business Age, Sanjay Lobo, CEO of the corporate volunteering app OnHand, one of PR in HR’s clients, looks at how alcohol-centred gatherings can unintentionally exclude different people, perhaps because of religious beliefs, health issues or parenting duties. And with nearly 28% of Gen Z choosing not to drink, nearly twice the rate of older cohorts, there’s a growing need for inclusive, purposeful alternatives.
Lobo goes on to explain volunteering events aren’t merely feel-good extras: they drive engagement and strengthen company culture. A simple session where teams designed cards for children evolved into a friendly creative competition, creating joyful camaraderie and a shared sense of purpose far beyond what a pub night might deliver.
Employee disengagement is a growing concern in the UK, according to Gallop’s State of the Global Workplace report, nearly 90% of workers are either “quietly” or openly quitting.
Research from Deloitte found that approximately 90% of Gen Z and millennials want their work to have deeper meaning through sustainability or community action. Yet achieving this requires more than greenwashing initiatives, true engagement happens when leaders embed these values throughout the company’s DNA.
Small actions might seem trivial, but when amplified across an organisation, they create measurable impact, with many organisations now include volunteer initiatives as part of their performance metrics, and employee annual reviews. These initiatives also bridge hybrid-working divides, allowing remote staff to participate online and feel part of the business culture.
As climate-aware generations become dominant at work, businesses must adapt. The new question is no longer “Where are we having drinks?” but “What good can we do today?” Skipping the pub may, in fact, be the smartest choice for team cohesion.
Read Sanjay Lobo’s full article in Business Age
Microsoft deems AI ‘no longer optional’
Microsoft has reportedly made the use of AI tools like Copilot mandatory for its internal staff, with manager’s expected to assess employees’ use of the tools.
In an internal memo seen by Business Insider, Julia Liuson, president of Microsoft’s developer division wrote ‘using AI is no longer optional – it’s core to every role and every level’.
Elissa Thursfied, founder of HR software and consultancy business HRoes comments in People Management that whilst this move towards the use of AI is being adopted by plenty of large firms, Microsoft needs to be confident they have the right measures in place to support and adequately train staff before using AI proficiency as a performance based metric. Otherwise, employees dismissed could have solid grounds for legal action.
Martin Colyer, innovation and AI strategy director at our client HR consultancy LACE Partners shared that he believes mandating adoption can be challenging, as it may lead to unintended consequences—potentially harming performance, lowering morale, or even increasing staff turnover. Also highlighting the need for Microsoft to clearly define what ‘good’ AI use looks like, and this supportive environment starts from the top.
Managers will need to have strong AI literacy to be able to offer meaningful evaluation of their team. Alongside this, AI metrics could overlook key inclusion factors such as neurodiversity, bias and disability. Liz Sebag-Montefiore, director and co-founder of 10Eighty, stressed this importance of establishing standards and leadership ensuring AI is used ethically and responsibly.
AI still needs to be approached with caution, avoiding disruption whilst maximising the opportunities on offer.
The full article can be found in People Management
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