#333: How To Play It As Cool As A Cucumber When Interviewing w/ Orlando Haynes
Episode Description
Orlando Haynes is the host of the CareerTALKS Podcast - streaming on LinkedIn Live every Tuesday at 7PM EST, Career Growth Advocate, Talent Acquisition Manager, Veteran, Author, Speaker, Husband, and Father.
Email: Info@orlandohaynes.com
LinkedIn: linkedin.com/in/orlandohaynes
Twitter: https://twitter.com/TheInsideRec
CareerTALKS web player: https://careertalks.captivate.fm/
SweatEquityPod.com
TryExpressVPN.com/Sweat
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WarbyParkerTrial.com/Sweat
SUMMARY KEYWORDS
people interview recruiter job question linkedin hiring culture recruiting podcast company pay candidate orlando warby parker agency interviewee conversation employer bit
SPEAKERS
Law (48%), Speaker 2 (40%), Speaker 3 (9%)
Law Smith
0:03
Sunday Sunday Sunday sweat equity podcast. The number one comedy business podcast
0:12
bro we just had a good show you do that
Law Smith
0:15
yeah cuz we have Orlando Haynes on talking recruiting retention interviews, the great resignation recruiters, corporate recruiters versus agency recruiters. In this wild hiring world pragmatic entrepreneurial wising real raw dog talker. 2020 best small medium enterprise business budget podcast the United States thanks to lox proudly hosted by Life magazine limo one I'm humble bragging lizzo
0:49
clip we got to have a conversation with you
Law Smith
0:53
know i mean it's pricy from the bag were 2020 one's best podcast in streaming entertainment studio eastern United States media innovator awards 2021 hosted by corporate vision magazine. Listen to us on Apple, iTunes, Apple, Apple podcasts, iTunes Spotify, go on there subscribe, hit that little smash the subscribe button smash it with the extra heart. Give it the shocker, whatever you got to do. Put a five star and write a review on there. This episode is sponsored by Warby Parker Warby Parker. trial.com. forward slash sweat. Like t sweat like Montez sweat hits five free pairs to try to help Warby Parker, the disruptor in the eyeglass sunglass community don't get ripped off by lixada they got the monopoly on Oh, whoa. Dirty Italians, Warby Parker. trial.com. crack up on that one. It's your five free parents get that prescription. Get your sunglasses. get the heck out. Let's get it going. About my sweat equity. sweat equity. sweat equity. Woody. Woody. We good. Yeah, yeah. What do you want to do? Sir? No,
2:26
we're good. We're going?
Law Smith
2:28
Well, look, that's how we do it. Sometimes. Sometimes. Zoom doesn't work out. Sometimes tech doesn't work out the way we want it to. So if anybody's watching this on video, you might have a frozen Orlando Haynes right? host of the podcast career talks. Where can people find that?
2
Speaker 2
2:50
Yeah, that's on LinkedIn live as well. So LinkedIn, YouTube, Spotify, Stitcher, Apple podcast, you can
Law Smith
2:59
I know where you're gonna ask him? I know you're gonna ask him.
3
Speaker 3
3:02
How did you? How did you get on LinkedIn live? What did you do Orlando? Yeah, what do you have to do to get on LinkedIn live,
Law Smith
3:11
we need to clip this out and then advertise towards people that worked at LinkedIn. Right? Because I heard that story about at Facebook in Austin, when they had the ads move all the way to Austin from San Fran to start their own building. They're the guys who got jobs did that they targeted all the people that worked in that that building early on, I'm talking like 12 years ago that got them gigs, I think for us to get accepted on LinkedIn live. We're gonna have to do you're gonna listen
3:44
to what Orlando has about how he got. Baby. It's not that hard.
3:51
No, it wasn't it was just the basic application. It was funny. He is a part you guys are gonna hate. I've submitted so
Law Smith
4:00
I've applied. I've gotten rejected.
4:03
Well, he's got
2
Speaker 2
4:04
some Strikes Again, here's the kicker. But here's the kicker. One of the questions said, Have you ever, you know livestream or done anything like this prior? And all my answers would No, no, no, no, no. And I guess because I was a recruiter or a my recruiter that the topics I would discuss will be relative to LinkedIn, which is, you know, the job market, etc. So yeah, I don't even know. Yeah, I got access and didn't even know for like three months.
Law Smith
4:36
So we were trying to figure out how to crack the code about it years ago, because we're like, Alright, well, if we can just, if there's one place if there's a weird algorithm thing we can play if someone actually watches it, we're not. We might be the anti anti business, anti LinkedIn newsfeed like businessy content for them like
4:58
just because the blow on it.
Law Smith
5:01
Well, the whole idea of this show now is kind of evolved into a thing where you can have real talk. We're on LinkedIn newsfeed, it's almost like a PR company. curates everything people post on there. Yes. You know, yeah. I got to, I've got to figure that's why Orlando has the podcast himself. Because I have a big thing with hiring and retention. And I just on a macro scale, I don't think we're that good at it. In general, what's what do you think?
5:35
For your own company for sweat equity pocket? No, no,
Law Smith
5:37
just in general, just the United States. Like how how we hire people, I just bigger, broader kind of broad strokes. I, I think the reason you work in an office and don't like a lot of your co workers is because we don't really think about the psychology of it.
3
Speaker 3
5:53
Yeah. I don't know. It was just really confusing. wrote down.
Law Smith
6:00
I am drinking. I am drinking champagne. You
6:02
are? Yes. Lovely glass
2
Speaker 2
6:03
of champagne you have there. But yeah, yeah, to directly answer that question is no different Dane, a job seeker and employer has to be attractive to the market. Yeah. Right. So so that's a two way street. And no, no employer can rest on their laurels that even you know, the Amazons, the IBM's, the Googles of the world, you know, the Tesla's of the world, SpaceX, none of those companies, Uber, can just rest on their brand name, just because they the new tech unicorn out there and like, Oh, my God, you know, they're crazy. You still have to build new, they still have to build an internal culture, etc, etc. to attract people because they're struggling as well. Even as I know, recruiters who work for those larger companies, they can tell you and they told me, the internal culture of some of those companies are not what you think they are. From the outside looking in. name names. Yeah.
3
Speaker 3
7:01
So how much of that do you get involved with when you say the cook? Because I mean, it could take weeks or months to really fully understand a culture of a company. And, you know, being a recruiter, you can't exactly commit that sort of time all the time. You know, how are you? How much? How far? How deep? are you digging?
2
Speaker 2
7:21
Yeah, no, it's a good question. It's a good question. So what I said, I think he got lost
Law Smith
7:25
in the question, I knew exactly what I was asking. I'm gonna dig out of this.
7:30
Saying that I called you out on your rambling bullshit that
Law Smith
7:36
we may have had wacky tabacky before this, I don't know. Like kids or kids are doing it.
2
Speaker 2
7:43
So there's two. So the best way to answer that is knowing the difference between the two types of recruiters. There's an agency recruiter who works with multiple companies and tries to stop their people, which I used to be and now I'm a corporate recruiter, so I only hire for the company I work for. So in my current role, I can know the culture because I'm in the culture and live the culture. So it's a lot easier but from the first statement of being a staffing, you know, recruiter, it's a little harder for them unless you're specialized, like the guest I just had on my show. She even though she was on, she's currently on the staffing agency side, and we've worked together previously, she operates more in a boutique fashion, you know, relationships, and really understand the culture and not just, hey, um, I thought your resume, I hope it sticks type type model. So yeah, that that slight difference makes it a little bit easier to try to your question.
Law Smith
8:37
Well, yeah, I mean, you kind of brought up the Alright, I don't know when you're talking about the opinions of these blue chip companies. And they're having a tough time kind of bringing the I mean, we have a war on human capital, as they say in your world. Everything's a war. Yeah. War on Drugs really worked out. Well, Nancy Reagan. But it's, but it's one of those things where, yeah, it's like, an Afghan war. We just went, we don't know what we're doing. But this thing, where is it? The last 18 months were everybody's been feeling this way in the great resignation as as it's kind of been coined lately, or has that been going on pre? pre lockdown? COVID era?
2
Speaker 2
9:28
Yeah, so pre lockdown. COVID era it has been but not at this level. So yes, the COVID 10x that for sure. Yeah. Tremendously across all sectors, healthcare call center, marketing. It doesn't even matter recruiting itself. The demand for people in the Great Recession, major impact, major impact and you'd be surprised as to what's causing the grace. You know, resignation. A lot of people may think it's pay But it's a variety of things of culture, flexibility, mental health, that people aren't just like, I'm not gonna take it anymore. Yeah, I
3
Speaker 3
10:07
think a lot of people are like, this is the sign. This is it. This is my, the big, you know, cosmic thing that's happening and now I'm going to change my life. Oh, you change career. Really? I that's absolutely a part of it. Well, I think I mean, think about it. I think at home when you sit at home now it's like, is this really what I want to do? Well, that I got the jump on my, you know, automated phone system and answer phone call from my house that we're wanting to do with my life,
Law Smith
10:34
I think. Alright, bigger picture. I think people need to work, especially guys. And that's not that's not something that's, I'm not going to be very woke by saying that. But I'm saying, I think men need to work or they get really depressed. Number one, number two, I think a lot of a lot of the benefits in a lot of states when you're unemployed became so much better than being the entry level anything. Like when I was working for an agency that was out of Michigan, they had me write jokes. Remember, I was telling you that they had me write like meme jokes, like get back to work, right? Yes. It was one of those things where you're like, I don't know how I can beat Michigan's unemployment benefits. Right? So good. You know what I'm writing these and I'm like, I kind of like the other side. Yeah, I would rather watch that
3
Speaker 3
11:27
layout one of the ones you want it, but the other side. I got 11 jokes for that one.
Law Smith
11:31
I think a lot of people like, it's so good to be at home now.
3
Speaker 3
11:36
Like, I'm not saying that it's the only reason is answer, you know,
Law Smith
11:41
a number of part of it. Point three, yeah, three points. bringing it to, like a, like a debate club. I'm sober for sure. Point three, I think now everybody learned that they have leverage. Like they have options they have leverage to it's the first time ever, it's like I was just saying before we got on the mic. Like, it's like the NBA players now are more powerful than the NBA is the thing. And now they kind of dictate what they're gonna do and what the NBA is gonna do for it's almost like that they've never had that leverage from the player side, where now it's kind of the same way just generally, let's say white collar always
3
Speaker 3
12:21
that way. Right? Yeah, more, it's more obvious now.
2
Speaker 2
12:27
Yeah, that's a good that's a that's a good point. Because it's now before it used to be in an NBA where it was the GM and owners making the trades. Now it's the players who are saying no, and the key, you know, the key players, the same like LeBron saying, nope. If you don't get me XYZ, I'm out of here. You know, so yeah, it's it's definitely what you can compare the job market to is the housing market now? Right? The housing market is ridiculous. houses, getting 20 you know, 1520 offers above asking price, and you're forced to either pay it or live continue to live where you live. So candidates kind of are driving up price. So am I getting you know, 30 40k above what they're currently making, in depending on the sector, and company's gonna have to pay it or go without filling that role? In some cases, so it's it's definitely a candidates market. Huge, huge shift.
Law Smith
13:26
It's never been like this ever, right? No, I mean, you really go back 100 years, we like child labor with no unions and shit like
13:36
it's real. Oh, we're humans do
Law Smith
13:39
Right, right. Oh,
2
Speaker 2
13:41
man. I don't know if there's a recruiter out there. But yeah, even it's never been this crazy. I never been disgraced.
Law Smith
13:49
I probably get 12 recruiter in mails on LinkedIn a month, probably. And it's kind of it's wild. It's like it a lot of it's not even like targeted correctly. It's like, we need video production. Like right now. Yeah. But I guess they're just doing a spread. And that would be what you would call the agency recruiter style. Just take a shotgun spread approach just or as I call it, just kind of casting net for bait. Like just throwing a wide net and open you're grabbing someone out of it.
2
Speaker 2
14:25
Exactly. And we're all fishing in the same pond. So that's always been the case. Even if the company has a in house recruiting team. You're fishing in the same pond for the same exact types of people. It's just a matter of who gets there first. So you'll have many companies that are going out, you know, willing and engaging to work with agencies even more so now. Hoping and thinking because I'm outsourcing this role and willing to pay a fee. They're gonna find me somewhat Well, not if your internal recruiting team is doing the same, you know, the same efforts. Again, it's the same pond, we're looking at it the tactics may be different. But the people, they're still swimming in the same in the same, you know, lagoon. There's no difference. It's just a matter of speed at this point. And then it comes down to pay culture, flexibility and schedule, who they're gonna report to the projects, etc.
Law Smith
15:19
Yeah, 4 million people quit in. Wait, was it 10 million, 4 million when I brought it up, it was the most ever in one month of people just voluntarily, 4 million or 10 million or five. Now you're looking at that you brought it up? You haven't I thought you're listening to me. You never listen to me so quick. It's for you know, I don't have a good
3
Speaker 3
15:40
shortcut formula. And once I quit, here's,
Law Smith
15:43
here's here's why I got confused. 4 million Americans quit their jobs in July of 2021. With a record breaking 10 point 9 million open jobs at the end of July. So I was right on.
2
Speaker 2
15:56
Yeah, so that total number, I think it was in new york post that said, about eight and a half million job seekers unemployed. With that 10 million jobs available. So it bothers me because I'm like, where they're gonna go. Yeah, cuz I can't, I can't take a paper that says great reservation to their mortgage company, to the gas company, right to their electric company, to the right to the to the supermarket to feed their families. Where are you going to work? I agree.
Law Smith
16:26
I agree. It seems impulsive. Like it seems like it seems like you can hear a lot of things like I I know people are hiring everywhere. I can do this. I can find the next thing I want to do. But I feel like a lot of adults I know don't lack they lack a lot of like, goals or what should they want to do? Like what's that stat like? 60% of Americans have $500 saved up kind of thing. I don't know it you know, we're not. We're not that kind of culture. So I just find this interesting. I think that I think like music genres, like you had. I was watching Woodstock 99 documentary on HBO. Like you had pop music that came up and then right after that you had like limp biskit corn, all this stuff that just was the opposite of that. And then you go back to something that's a little bit pop.
17:21
Yeah, with me. What does that mean for the Great Recession?
Law Smith
17:24
I feel like it's gonna snap back and a lot of people are gonna have gigs like he like Orlando's concern. Like, okay, what's okay what's the next thing you're gonna do? What do you got?
17:34
Oh, look who came crawling back.
2
Speaker 2
17:35
Right? Right now for two games.
Law Smith
17:39
Take half I didn't realize how hard this is to do without being able to see you because we can't tell you not to say somebody we know you're still connected. Really look kind of look Yeah, but right now if someone walks in just sees a frozen screen,
2
Speaker 2
17:53
they think they're talking to somebody you're talking to. Well, it's funny if you if you look at it when you talk about, you know, with people gone and you look at social media, and it's been sensationalized about being an entrepreneur, you know, earning six figures in your first year, etc. And we know everybody's not built to be an entrepreneur, everybody is not gonna succeed, starting their own business, but there's been a heightened increase of trademarks and lscs that been, you know, applied for the market since prior to COVID. But it's heightened even now because people are assuming, hey, I'm gonna be a YouTuber. I'm gonna go crush it on tik tok. You know, I'm gonna create my podcast and get a million downloads a day. And so I'm just yeah, I'm wondering, where are these folks going? You see people post on LinkedIn, I just quit my job after three months, because of mental health stress. And I know, it might not look good, but I'm like, Where's the plan? And you said it early? A lot.
Law Smith
18:54
Like why would you didn't work out,
18:56
you know, what's stressful, not having a job or work?
Law Smith
19:00
Instead of stressful, it's virtue signaling to it's like, I'm not old school in the sense that you can't talk about it. But it's like, on the thing you're probably trying to get a job on. Right? Right.
3
Speaker 3
19:12
Don't do it there. Right? This is probably just about it. Right? He's don't put it on LinkedIn
Law Smith
19:18
that's on a marketing site.
3
Speaker 3
19:19
I don't put it You're good. put your best foot forward, like my mental health comes first.
Law Smith
19:24
Now I have a theory when you're doing the interview stuff. It's kind of like dating a little bit, like getting set up on a date. Right? Is that? Is that how you kind of look at it like, you're trying to feel each other out? Did our friend set us up in the right way? Do they can they?
3
Speaker 3
19:41
I am curious how those connections are made for you. Really? Well? Well,
Law Smith
19:46
you haven't been on many in particular. You've been on a first date. And
3
Speaker 3
19:49
while I'm not on Tinder, and there's no we're talking about recruiting, don't go too deep in your metaphor.
Law Smith
19:55
Well, if you haven't been on Tinder or Grindr, I have magmatic advice. You know, I'm just saying it. job interviews are, they feel like dates, they feel like first second date, when you have that first second interview, it's like, Okay, I'm trying to put my best foot forward, I'm trying to suppress any red flags and spin them. If they come up, I'm gonna spin it into a story of how I, how I made this thing, right? Yeah, I'm trying to figure out their flaws a little bit, trying to size him up. I mean, it's all we really want to break it down. It's really like self preservation mode on both sides of the table, either either on a date or a job interview. mitigating risk, whatever you want to call it.
20:40
So be said about all human interaction. But,
Law Smith
20:43
um, you know, I go get my tire change. It's not like a date. Yeah, this guy actually doesn't like talking to him,
3
Speaker 3
20:50
bring me I'm gonna change your tires, you can't change your tires. He's thinking,
Law Smith
20:54
yeah, it gives me one of these old school like, ah, right,
20:57
when you turn around, yeah.
2
Speaker 2
21:00
So to actually chime in a bit, sorry, most folks. From for me, any viewing is the worst thing you can do from a hiring manager standpoint, right? Because that's when it's the, I'm gonna let you see what you need to see to say yes, and give me the job. But most skilled, hiring managers and recruiters have conversations with these folks. So with that, you start to take off the layers, these people become more relaxed, you really start to see, you know, who this person is he or she, but at the same time, it also we can pull some red flags based on how comfortable that person gets in that interview. It said something she like, Oh, okay. Pick that up. They didn't think I did, but it. So yeah, if you're interviewing, you're probably going to struggle have compensations. With candidates, you're more likely to, you know, create that immediate like, wow, I want to work with this person. And they're like, Oh, I can see this person in the next role. Yeah, so yeah, it's good to have conversations.
3
Speaker 3
22:01
Yeah, that's how I could never I would feel so cheesy asking some of those questions. What about you telling me you're taught your best quality? Yo,
Law Smith
22:10
here's another one is super eager to eager is a weird turn off.
22:16
On, right on either show running from?
Law Smith
22:19
Yeah, it's like, I can do anything. Oh, yeah. either side, your right
22:23
to like, please, we need somebody.
Law Smith
22:25
Yeah. It's so it's a weird, delicate dance. And so the right what we were saying was like, hey, you're the person you're interviewing with, if anybody's listening to this needs real advice. Like, you're probably gonna be working near that person a lot. Yeah, you're at least gonna have a direct manager hire.
3
Speaker 3
22:42
What's your boss most of the time? Is that? Yeah. So think ahead of there.
Law Smith
22:50
So it's, again, it's about on the on the interviewer side or the interviewee side. It's about being like, Don't Don't just try to get the job to get the job, like really see if it's a fit, right? Yeah. Well, I mean, I yeah, you get destitute, it's, it's, well, you'll do whatever. Yeah,
3
Speaker 3
23:08
I get these like emails, hey, here's the best answers to the most top 10 questions in an interview, I might want to read
Law Smith
23:14
that, like, what is that? ladders calm or a lot of content?
3
Speaker 3
23:18
I mean, it's actually LinkedIn. But, but you know what I'm saying like they're both trashy. Yeah. Here's a way to blend in with everybody else and not stand out.
Law Smith
23:27
Here's a listicle. Remember, listicles from BuzzFeed, 10 years ago.
23:31
Give me the main infographics.
Law Smith
23:33
What what are they and what got you into this world? Like, I feel like there's in a marketing agency sense where I've been bouncing around a lot the last 10 years. And like, there's a poker player named Phil Hellmuth. That That said, like, I'd win every hand if it wasn't for luck or something like that. You know, I feel like a lot of agency marketing agencies, I'm friends with 100 agency owners. They're all like, if it wasn't for the client, this would be so much better. And it's just like, what did you not just did you not navigate those waters to figure out how to kind of condition clients or any of that? I feel like it's interacting with humans on a very What is it Dunbar's number? You have 150 people that you can have relationships with, but I feel like I get maxed out trying to help people in your world What got you into this?
2
Speaker 2
24:31
Yeah, that's a good question. So I was a candidate first. And this is 20 years ago back in New York. So with that just came through the process didn't get the job that I you know, interview for, and then that that same recruiting company called me back for an opportunity internally, and I always kind of reference it to the mafia where I forgot what godfather movie it was, and he's like, every time I try to step out, they pull me back in. So I know nothing else. But recruiting and staffing and what I do so but yeah, long story short, I was a candidate first thing got pulled in. I haven't looked back since
Law Smith
25:09
what's the meta games when you get hired somewhere? Because they're hiring someone who's a badass, like a hired guy in the HR lock
3
Speaker 3
25:19
to each other in that interview, we just kind of stared for an hour.
Law Smith
25:23
Yeah. Mexican standoff.
2
Speaker 2
25:28
No, it's the same process, but because you know, I have an advantage because I've been doing it for so long. So I took some cases, I yeah. I never a psychological play around it, too. So I make sure I make sure I drive that conversation, you know, that interview to a conversation that just, you know, we all have our things that we look for, like, it's not just pay, it's his culture. For me, in particular, personally, I got to know the freedom in my room, like how much freedom Do I have to try new things to get these positions filled. If it's do the same old, same old, I really could care less about what they offer. That's not what I'm looking for. I'm looking for companies who wanted to let me be creative as possible, fail as much as possible to you know, bring new innovation things to recruiting
Law Smith
26:15
is that is that is that because you rank satisfaction of for your performance, highest or flexibility to be creative, higher?
2
Speaker 2
26:26
I, my main thing is impact. And and if you're going to an organization or partner with an organization, who's using terms like this is the way we've always done it, then, you know, your site, you're stifling the creativity of your teammates, so I can't make impact with that kind of culture. But knowing that they could say hey, do this I'm behind you. write the check if we need new technology, whatever it is, that's what drives me the most that I look at with the growth it you know, comp plan and everything like that, but coaches first for me.
Law Smith
27:00
Yeah, how do you judge that from from the inner interviewee side? Like how do you how how can you pull that in? Can you teach us any like any silver bullet question like you walk in, you're like,
3
Speaker 3
27:11
Oh, my God, rock he cannot push or something?
Law Smith
27:14
I see a timecard. Or I see no art on the walls, or? Yeah, I know, stuff like this
27:21
look like a padded room where there's,
Law Smith
27:22
there's a palpable anxiety, but everybody's very quiet. What is there? Is there some examples?
2
Speaker 2
27:31
Yeah, as I mentioned earlier, that's why if it's an interview, which is very robotic, and systematic, like you said, Here are the top 10 questions I'm gonna ask you, I could have googled to prepare for versus a compensation where it becomes more personable. And the interviewer is sharing some personal things like, Oh, yeah, I have kids too. And that quickly shifts from the interview to a compensation. Like for my last several jobs, no, 10 plus years. It's it's never been a conversation where was interviewed? What have you done? What are your metrics? What is this for an hour? That's, that's probably 15 minutes of the conversation. The rest has been just personal, get to know you, what's the culture? What's the team like, but what helps from an employer standpoint, is making sure that person meets with multiple people. Hopefully, you can get with people on the team that you will also work alongside a conversation or, you know, still stuff like see the office? No, we're COVID we're half remote, and if not, but I'm meeting multiple people. And again, it's a genuine if you're, again, not engaged in a personal conversation, and it just seems very robotic. You gotta be like, Oh, my God, it's just kind of stiff. Yeah. What do you think that's who you're gonna marry? right?
3
Speaker 3
28:45
Exactly. What do you think about working interviews? Like, actually, you know, where they're having you come in for a full day of work. And then I got
Law Smith
28:52
suckered in two weeks, one time that they paid. They paid me but it was there, but yeah, but it's not I'm not gonna get it. Because I know that if that's structured that way. There's no way
2
Speaker 2
29:03
I'm secure. Yeah, though, those that's a great question. Those still work depending on the role.
3
Speaker 3
29:08
Cuz I feel like they are necessary lots of times. I mean, especially if you have a skill. I
Law Smith
29:14
like the idea of it. Yeah, I was down for it. But it was in I could do it while our agency was still going and all that shit was like, Well, I'm flexible. I can do both. Right.
2
Speaker 2
29:26
Go ahead, Orlando. Yeah, it depends on the role if it's a sales role, or something like that call center environment. So you have to see all the tools and things that they're going to be using. The compensation the process flow, is good to have someone come in and say I did it my very first recruiter position. That same company that had me as a candidate and call me back in I came in for at least three to four hours and then had a wrap up interview. So yeah, I sat next to multiple recruiters watch the process and they wanted me to give a summary of what I see The quality of each into each individual I sat with. I was like, I was like, Whoa, well, I got the job.
Law Smith
30:08
That's some like, what did you replace? That's like Stanford Prison Experiment. Yeah.
3
Speaker 3
30:12
Which guy to do? The worst rating gets fired,
Law Smith
30:15
right? And then you know your job. If you overdo it, you look like an ass, right? Like, if you're like, probably be
3
Speaker 3
30:22
honest with it. I mean, if it's I know, but I'm saying uation true, you know? Sure. Don't be too hard.
2
Speaker 2
30:29
Yeah, it was I got lucky. I definitely got lucky. But, you know, everyone has this innate ability, I can kind of pick up things quick and read people's skill set and things like that fairly quickly. So, but that was like, it was with the VP and in a senior manager, they were just like, Okay, give me your assessment of what's the saying, I was like, holy cow. I was ready for the basic take questions. Yeah. Wow.
3
Speaker 3
30:53
Do you want to read from my notes here? Yeah. No, I can see as a refer recruiter yet crucial to actually see them speaking with people and you know, trying to do the job a little bit. I mean, that's got to be one. Well,
Law Smith
31:07
we, we had two questions. laughs You got five daughters. So I thank you for taking the time. They would like to thank us a little bit. Yeah, you get paid a percentage of what we get from that episode, which is I don't know. What's Uh, what's 10% of zero coming in?
31:27
Oh, Google it. No.
Law Smith
31:28
Okay. No, we're not math guys. I'm just to two questions. And then you can get back to breaking up a fight about it. hairbrush. And epic fight. Yeah, I grew up around my whole life. Right. And now you're involved in? Yeah, it's pretty cool. Um, what do you got? Any pragmatic advice for anybody hiring? Any tip we we try to throw out like, you know, this is motivations temporary, right. So we're trying to ask our guests that are experts in their field, you know, can you give some pragmatic tip or advice for employers trying to hire or for people going for jobs now?
2
Speaker 2
32:08
Yeah, absolutely. So for employers, I would say evolve. So that's evolved with technology, evolving your culture, be competitive in a market, which your your salaries and move quick, the know, be decisive decision makers, because there's a time where you could have had candidates wait two, three weeks now, it could be three days, I had personally right, the company I worked for, had a candidate in the loop. They were about to interview today, and email me at four o'clock, saying, Hey, I took another job offer and supposed to interview for a position with us. So it moves that quick, and I was just within a week. So all those,
Law Smith
32:46
I'll throw the question to you, when you interview, how how long. Everybody's been here. This is why I think it's funny. How long do you wait to send a thank you email? And then how long do you wait to send another one? Like, when you haven't heard back about the job? And you're doing a follow up? Oh, as if you're the interviewee. Yeah, man. interviewee sorry.
33:08
So yeah, when you get in that,
Law Smith
33:10
thank you email or whatever,
33:11
immediately back to back.
Law Smith
33:13
Right, right. What's a good follow up rhythm? I guess?
2
Speaker 2
33:18
Yeah. So I would tell candidates, send a thank you email, like maybe within the first hour, because the stuff is still fresh in your head. Because that's an opportunity for you to sell yourself a little bit more. Some things you may have not said during the interview process, but you're thankful for the opportunity. If it's multiple people that you've interviewed with, make sure each message is unique if you've got their email address, but if it's not, you could put it all in one email to say hey, can you make sure you tell this person that this person this this person, that is why I think I'm a great candidate? And then within a follow up, you know, you can ask what's a good time frame for me to follow up with you let that recruiter or hiring manager give you a specific time and then if that deadline is coming past follow up the next day?
Law Smith
34:08
Yeah, everybody forgets that part? Because you're so nervous the whole time. Yeah, having that like cheat sheet of like, Alright, when I'm done with this, I gotta make sure I ask when when's a good time to follow up? Because you'll just walk out the door. Yeah,
3
Speaker 3
34:22
that can be calming. I bet like having a task to do at the end.
Law Smith
34:26
Oh, I have to write it out. Like a setlist didn't write it? Well, exactly.
3
Speaker 3
34:29
But I mean, like having that next thing to do is it can't be it might not be bad for everybody.
Law Smith
34:34
I have to ask like, right at the end, is it okay, I can't go within 500 feet of schools. Is that a problem? Yeah. Last question. We'll let you go. What advice would you give your 13 year old self?
34:50
Wow, great question. Yeah. So you stumped me on that one. So
Law Smith
34:56
I can I can I can vamp if you want a few seconds
2
Speaker 2
35:01
no no I got I got you got it. Yeah, so yep, my 13 so I would probably say learn what i what i want to learn earlier to be more focused because I was you know, most most folks like us most young men were about the ladies early and I should have I should have gotten early about focused on rain in at 13 Who knows? But uh, yeah just just been more focused on what's next in life. versus what's right now in life
Law Smith
35:29
were you chasing skirts instead of getting A's in school? What was going on this
2
Speaker 2
35:34
this combination of the two but the first starts with lead leading away nice very nice.
Law Smith
35:38
Yeah, I didn't know how to act around women Really? Like Well, I don't know if I can you know, 13
35:45
wasn't good. I
35:46
feel like you know, your path. Your path, man. Yeah,
2
Speaker 2
35:50
yeah. I didn't say I was good. I was just that's why he was chasing.
Law Smith
35:56
Yeah, I was lying between you and your 13 year old self right. I was awkward. Like I'm Rosetta middle school dance. This little song just came on. That's how awkward it is. Thanks for coming on. we'll have you back on. Maybe when Eric's not so wasted. But thanks for doing it. And it's good to talk to your frozen self
36:20
research gentlemen.
