Don’t Tell Me About Yourself Podcast Por WRKdefined Podcast Network arte de portada

Don’t Tell Me About Yourself

Don’t Tell Me About Yourself

De: WRKdefined Podcast Network
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“Don’t Tell Me About Yourself” is where old-school hiring meets a modern reality check. Hosted by Expert Interviewers Co-Founders Lorna Erickson and Victoria Gates, this show blends their combined 40 years of real-world experience with the unfiltered commentary that made 340K+ people laugh, cringe, and rethink how interviews actually work. Each week, they tackle the biggest news in hiring, from chaotic interview moments to ghost jobs and questions that should have been retired decades ago. Whether you hire, apply, or just love a good interview trainwreck, this show is for anyone who’s ever sat on either side of the interview table. Real stories. Real data. Real talk about how to make interviews actually work for everyone. Because great hiring isn’t luck—it's a skill.All rights reserved by WRKdefined Economía Exito Profesional Gestión Gestión y Liderazgo
Episodios
  • What Does ‘Not a Culture Fit’ Even Mean?

    What Does ‘Not a Culture Fit’ Even Mean?
    Apr 15 2026
    In this episode, we break down one of the most overused and least defined phrases in hiring: “not a culture fit.” We explore why it sounds thoughtful and professional, but often masks vague, subjective decision-making that isn’t tied to job performance. We dig into what hiring teams actually mean when they say “culture fit” (hint: it’s usually just a feeling), and how this creates space for bias, inconsistency, and missed opportunities. We also share a real story that highlights how relying on “fit” can lead to overlooking top performers who don’t match the existing mold. Finally, we talk about what companies should be focusing on instead from defining culture through behaviors and motivators, to using evidence-based interviewing and how to shift from “culture fit” to a more intentional, measurable approach to hiring. Key Takeaways Culture fit is often a vague feeling, not a measurable criterion If you cannot define it, you are not evaluating it Culture fit decisions are commonly driven by similarity bias Hiring for fit can exclude high-performing and diverse candidates Candidates can easily fake culture fit in interviews Culture fit is not job-related or defensible in decision-making Many hiring mistakes come from prioritizing likability over performance Strong interviews focus on skills, motivation, and evidence Defining culture through behaviors creates better hiring outcomes Asking for evidence improves hiring decisions and consistency Timestamps 00:00 Why culture fit is misleading 01:30 What culture fit really means 03:00 The role of bias in hiring decisions 05:00 Real example of a missed high performer 07:00 Why culture fit is not job-related 09:00 How candidates game culture fit 11:00 The cost of hiring for similarity 13:00 Personality hires and performance risk 15:00 What to evaluate instead of culture fit 18:00 How to ask for better interview evidence Keywords: culture fit hiring, hiring bias, interview mistakes, structured interviews, candidate evaluation, hiring decisions, recruiting strategy, behavioral interviewing, talent acquisition, interview process improvement Follow Us @expertinterviewers TikTok: https://www.tiktok.com/@expertinterviewers Instagram: https://www.instagram.com/expertinterviewers/ LinkedIn: https://www.linkedin.com/in/lornaerickson/
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    23 m
  • Are Reference Checks the Security Blanket of Interviewing?

    Are Reference Checks the Security Blanket of Interviewing?
    Apr 8 2026
    In this episode, we break down one of the most common — and least questioned — steps in the hiring process: reference checks. We explore why so many companies still rely on them, despite the lack of evidence that they actually predict job performance. We talk about how reference checks often act as a “security blanket” for hiring teams, why they rarely change hiring decisions, and what they’re actually measuring (hint: it’s not skill or performance). We also dig into how this step can create unfair disadvantages for candidates and what it signals about your interview process if you feel like you need them. Finally, we cover when references might make sense — and what hiring teams should be focusing on instead if they want to make confident, data-backed hiring decisions. Key Takeaways: Reference checks have low predictive value for job performance (around 13%).Most reference checks don’t change hiring decisions — offers are made anyway.References often act as a “security blanket” rather than a meaningful evaluation tool.They primarily measure a candidate’s network, not their ability to do the job.Candidates are unlikely to provide references who would speak negatively.Reference checks can disadvantage candidates with poor past managers or experiences.Lack of a reference can unfairly hurt a candidate’s chances.If you rely on references to make a decision, your interview process likely has gaps.Structured interviews and clear evaluation criteria are far stronger predictors of performance.References may be useful after hiring to understand how to best support a new employee. Timestamps: 00:00 Why reference checks may be a sign your process is broken01:30 Do reference checks actually add value?02:15 The data behind reference checks (and why it’s weak)03:15 References as a “security blanket” in hiring03:40 What reference checks are really measuring04:20 Why references are unreliable and subjective05:30 Are references transferable to a new role or environment?06:10 The disadvantage for candidates without strong advocates07:20 Why references don’t measure ability08:00 How reference checks impact candidate experience09:00 The bias built into reference checks09:35 When lack of a reference becomes a problem10:20 Why reference checks can feel unfair11:00 Fear and tradition as drivers of reference checks12:00 Do reference checks ever change hiring decisions?12:45 When references might make sense (fraud, verification)14:00 The real issue: lack of intention in hiring processes15:15 Why companies don’t question this step16:00 What actually predicts performance17:20 Structured interviews vs. reference checks18:00 The “culture fit” argument (and why it falls apart)19:00 “That one time it worked” — luck vs. reliability19:40 When references can actually add value (post-offer)21:00 A better way to use references to support employees22:00 What to focus on instead of references22:45 Are reference checks dead? reference checks, hiring process mistakes, structured interviewing, hiring bias, interview best practices, candidate experience, recruiting strategies, hiring managers, interview process improvement, talent acquisition Follow us: TikTok: https://www.tiktok.com/@expertinterviewersInstagram: https://www.instagram.com/expertinterviewers/LinkedIn: https://www.linkedin.com/in/lornaerickson/
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    24 m
  • The Green Flag Interviewer Playbook

    The Green Flag Interviewer Playbook
    Apr 1 2026
    In this episode, we break down what actually makes someone a great interviewer and why it matters more than most companies realize. We talk about the difference between “gut feeling” interviewing and structured interviewing, why preparation is the foundation of good hiring decisions, and how green flag interviewers create better candidate experiences and stronger hiring outcomes. This episode walks through the behaviors, questions, and preparation that separate strong interviewers from the ones who accidentally sabotage their hiring process. Key Takeaways Great interviewers prepare before the interview begins. Defining success in a role helps teams evaluate candidates objectively. Interviewers should identify both ability and motivation for the role. Interviews should be a two-way evaluation between candidate and employer. Green flag interviewers only ask job-related questions. Hypothetical and leading questions reduce interview accuracy. Behavioral questions reveal real past actions instead of guesses. Gathering information and evaluating candidates should be separate steps. Clear communication and timelines improve candidate experience. Structured interviews reduce bias and improve hiring decisions. Timestamps 00:00 Why great interviewers matter in hiring 01:20 What makes a green flag interviewer 03:00 The impact of candidate experience on hiring 05:10 Preparing before the interview starts 07:30 Defining success and candidate motivators 09:10 Why interviews must be a two-way evaluation 10:50 Avoiding illegal and non-job-related questions 12:20 Behavioral questions and better follow-ups 14:40 Examples of shockingly good interviews 18:00 Fixing common interview questions Keywords green flag interviewer, how to interview candidates, interview training for managers, structured interviewing, behavioral interview questions, hiring best practices, candidate experience, hiring manager training, interview preparation, recruitment interviewing techniques Follow us @expertinterviewers TikTok: https://www.tiktok.com/@expertinterviewers Instagram: https://www.instagram.com/expertinterviewers/ LinkedIn: https://www.linkedin.com/in/lornaerickson/
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    24 m
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