Today, please welcome Anna Papalia to Clocking Out with Raymond Lee. Anna is the CEO of Interviewology, a keynote speaker, and a career influencer with over 2 million followers across social media platforms. She has worked with large companies, such as Cigna and Lincoln Financial, and taught at Temple University’s Fox School of Business for 12 years, where she collected research and discovered the four interview styles. As a former Director of Talent Acquisition turned career coach, she has vast experience on both sides of the interview table and knows what it takes to interview better. She has advised more than 10,000 clients, helping students, entrepreneurs, senior executives, and job seekers in all industries, and taught hundreds of corporate training sessions dedicated to training hiring managers how to interview. Nominated for HR Person of the Year in 2020, she is also a public speaker at SHRM and DisruptHR, and is a highly sought-after thought leader on all things interviewing. Anna wrote the book Interviewology, the New Science of Interviewing published by Harper Collins this year. Join Raymond and Anna as they discuss themes such as intuition, ambition, passion, and authenticity in this episode of Clocking Out. Watch on Youtube: https://lnkd.in/eZTnu7Wi Listen on Apple Podcasts: https://lnkd.in/eW2V5J77 Listen on Spotify: https://lnkd.in/eq4Ntzse #ClockingOutwithRaymondLee
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Check out the latest episode of Clocking Out with Raymond Lee!
Today, please welcome Anna Papalia to Clocking Out with Raymond Lee. Anna is the CEO of Interviewology, a keynote speaker, and a career influencer with over 2 million followers across social media platforms. She has worked with large companies, such as Cigna and Lincoln Financial, and taught at Temple University’s Fox School of Business for 12 years, where she collected research and discovered the four interview styles. As a former Director of Talent Acquisition turned career coach, she has vast experience on both sides of the interview table and knows what it takes to interview better. She has advised more than 10,000 clients, helping students, entrepreneurs, senior executives, and job seekers in all industries, and taught hundreds of corporate training sessions dedicated to training hiring managers how to interview. Nominated for HR Person of the Year in 2020, she is also a public speaker at SHRM and DisruptHR, and is a highly sought-after thought leader on all things interviewing. Anna wrote the book Interviewology, the New Science of Interviewing published by Harper Collins this year. Join Raymond and Anna as they discuss themes such as intuition, ambition, passion, and authenticity in this episode of Clocking Out. Watch on Youtube: https://lnkd.in/eZTnu7Wi Listen on Apple Podcasts: https://lnkd.in/eW2V5J77 Listen on Spotify: https://lnkd.in/eq4Ntzse #ClockingOutwithRaymondLee
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Utility Leader | Transforming Your Mindset to Help Lead Others | Helping Develop Tomorrow's Leaders | Host of the RK Leadership Podcast
Things that make you go hmmmm... As I've discussed this topic during a few of my latest podcasts I wanted to share a thought I had. I still believe that both bias and unconscious bias exists in the hiring practice. I've been having this thought in my head and wanted to share it and get your feedback. What if interviews were conducted like the Netflix show "Love is Blind?" For those who don't know, the concept is to put people in separate rooms with a wall between them so that they pick a partner without seeing how they look like. What if interviews were conducted like this? Do you believe the outcome would be different? Do you believe the best candidate would get the job? What if the candidate didn't look like the person you assumed they would look like? Would that change anything? #biases #biasawareness #leadership #unconsciousbias #interviews
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Things that make you go hmmmm... As I've discussed this topic during a few of my latest podcasts I wanted to share a thought I had. I still believe that both bias and unconscious bias exists in the hiring practice. I've been having this thought in my head and wanted to share it and get your feedback. What if interviews were conducted like the Netflix show "Love is Blind?" For those who don't know, the concept is to put people in separate rooms with a wall between them so that they pick a partner without seeing how they look like. What if interviews were conducted like this? Do you believe the outcome would be different? Do you believe the best candidate would get the job? What if the candidate didn't look like the person you assumed they would look like? Would that change anything? #biases #biasawareness #leadership #unconsciousbias #interviews
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Recruitment Start Up Investor | 🎙YouTube Vlogger, Podcaster and Blogger | Helped build one start up to sale in 18 months | 🔔🔝click my bell to get alerts on my posts
I was asked to be a guest on the US show The Bizbeatdown Podcast which was kinda weird, a show from the US wanting to interview little ol' me! Well, I did the Brits proud and smashed it, I was f@ckin awesome 🤩😂 The 2 interviewers Vincent Pennix and Parick Barbour put me through my paces on the below subjects 👇 - The growing pains of an ambitious recruitment company. - Alternative strategies for growth (this is a good one!). - The whole subject of growing to sell, why sell, is diversifying a smarter move. - Using business KPIs to improve staff development - Hiring - AI and recruitment - And lastly a joint slagging off on recruiters who post on Linkedin about recruitment 😂 You can view it here 📹 https://bit.ly/4ciSn14 Or go to this link to my website to see the icons for all audio-only podcast channels 🎙️to download it https://bit.ly/3wXmkU5 I loved their "interview" style, it felt more like mates debating over a pint, but we got some great stuff out of it. I actually think it is the 2nd best recruitment interview podcast I know of (even if I do say so myself 😂). 1st is Hishem Azzouz interview with Alex Elliott, if you've not checked that one out do, it's brilliant for aspiring or current recruitment business owners.
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Avoid asking these questions when interviewing!! "What does a typical day look like?" AND "What is your ideal candidate!?" Curious to know the answer? Watch the video and find out! Subscribe to our podcast: https://lnkd.in/gkrjfE7f Need social media help? Let's collaborate and work together. .... ✨We're Liv On Words 🔍The unfiltered insider scoop on all things LinkedIn and Recruiter tips ➡️Give us a follow .... #interviewing #jobsearch #unemployed #recruiter #innovation
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I help businesses recruit, retain and develop talent by providing unique people insights
Good morning Linkedin Land Internesting podast on recruiting withing a CV here. This has been a point of discussion for years, and no doubt using a CV as your go to insight on someone’s fit for a role, brings a load of cognitive bias, and is not always a reliable indicator of future potential. However I am not sure the answer is to ditch CV’s entirely, which is what this podcast is advocating, but rather use additional insights to aid the decision making process. It would be a rather strange world if we told our children to not bother at school or get a job to get some real life experience because all you need to worry about is doing well on a screening test which will guarantee the employer,without any bias of its own, that you are the right candidate for the job. Ditching CV’s is a noble aspiration but I don’t see how it really is the answer to the challenges in recruitment. #recruitment #talentacquisition #psychometrics
The Recruitment Reality Podcast: #26 - Ditching the CV and Embracing Fairness - Robert Newry on Apple Podcasts
podcasts.apple.com
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New Podcast Episode! 🎧 Dive into a must-hear conversation with Jordan Burton, cofounder of Talgo.io and an expert in effective hiring. Discover the secrets to data-driven hiring and how to pinpoint top talent in today’s competitive market. 🔍 Highlights: * Data-Driven Decisions: Jordan emphasizes using solid data over gut feelings to make hiring choices. * Strategic Clarity: Understand the actual outcomes expected from new hires. * Deep Dive Questions: Uncover the importance of probing deeper in interviews to truly assess candidate fit. * Bias Mitigation: Learn how meticulous notetaking during interviews can lead to fairer hiring. With over 17 years of experience, Jordan offers invaluable insights for both interviewers and candidates. Don’t miss this episode for a masterclass in refining your hiring process. Listen here to transform your approach and ensure your team includes the best possible talent! 👉 https://loom.ly/NyDYDUs
Mastering the Art of Interviewing with Jordan Burton | Pragmatic Institute
pragmaticinstitute.com
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Principal, Sales Psychologist, Assessment Developer at SalesDrive: We Help Companies Hire Top-Performing Salespeople with Our Sales Assessment, The DriveTest®. Co-author: Never Hire a Bad Salesperson Again
In case you missed it, I had the wonderful opportunity to be a guest on The Future-Proof Selling Podcast and to speak with Steven Norman . During our interview, we discussed: ✅ My clinical psychology background and entry into sales ✅ The three key un-teachable personality traits that create “Drive” ✅ The cost and dangers of hiring on “gut feel” ✅ Best practice hiring processes to secure high performing hunters ✅ Tips to attracting high drive applicants in your ads ✅ Communicating culture and opportunity ✅ The well-constructed phone screening process ✅ The importance of a structured behavioural interview ✅ Designing the right interview questions ✅ The power of an assessment PRIOR to interview Listen to the full interview in the first comment below 👇 ! #sales #podcast #entrepreneur
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How to run an interview 101: Be curious. 🤔 When interviewing a candidate, remember that they are assessing you too. Asking the wrong questions can immediately repel talent e.g. "Why us?" and "Why should we hire you?" Think about what information you are looking for from asking these questions...then reframe them with curiosity: "Why us?" ➡️ "What sparked an interest in this role/company?" "Why should we hire you?" ➡️ "What skills/experience will help you in this role?" (It also goes without saying that these questions should be asked AFTER you've given an overview of the role/who you're looking for.) In other words, be humble. Don't let the way you interview be the reason you lose talent. 🎙️ For more insight on how to master interviewing, check out the full conversation on our new podcast, CUT THE BS: 🎧 Listen on Spotify: https://lnkd.in/eQYixyiB 🎧 Listen on Apple Podcasts: https://lnkd.in/eZEV2rvc
