Don’t Tell Me About Yourself Podcast By WRKdefined Podcast Network cover art

Don’t Tell Me About Yourself

Don’t Tell Me About Yourself

By: 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 Career Success Economics Management Management & Leadership
Episodes
  • 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 mins
  • What is Breaking Candidate Experience?

    What is Breaking Candidate Experience?
    Mar 25 2026
    In this episode, we break down why candidates today apply to dozens of jobs at once and why their behavior often looks chaotic to employers. We examine the reality of modern job searching, including long interview timelines, ghosting, unpredictable hiring processes, and the massive amount of unpaid work candidates do just to apply. When you look at the environment candidates are operating in, their behavior starts to make sense. Applying broadly is often risk management, not lack of commitment. We also explore how hiring teams unintentionally create defensive candidate behavior and what simple changes companies can make to rebuild trust in the hiring process. Key Takeaways Candidates apply to many jobs because hiring processes are unpredictable. Lack of communication from companies trains candidates to hedge their bets. Job searching requires significant unpaid work including resumes, research, and interviews. Ghosting is one of the fastest ways to break candidate trust. When companies stay silent, candidates fill the gap with negative assumptions. Defensive candidate behavior often mirrors poor hiring practices. Transparency about timelines and process builds candidate trust. Clear communication reduces ghosting, over-applying, and offer hedging. Recruiters are often blamed for delays caused by internal hiring teams. Trust in hiring improves candidate engagement and acceptance rates. Timestamps 00:00 Why candidates apply to dozens of jobs 01:08 Data on candidate communication gaps 02:08 Why application volume keeps increasing 03:22 The hidden work behind job applications 05:34 Emotional and psychological toll of job searching 07:22 How ghosting damages candidate trust 09:06 How negative hiring experiences spread publicly 10:07 Why candidates sometimes ghost employers 11:38 Why candidates are being told to lie 15:58 Simple ways companies can rebuild candidate trust Follow us @expertinterviewers TikTok: https://www.tiktok.com/@expertinterviewers Instagram: https://www.instagram.com/expertinterviewers/ LinkedIn: https://www.linkedin.com/in/lornaerickson/ Keywords candidate experience, hiring process problems, why candidates apply to many jobs, candidate ghosting, hiring communication, job search frustration, hiring transparency, interview process delays, candidate trust, recruitment best practices
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    25 mins
  • Digital Behavior Is Workplace Behavior with Ben Mones

    Digital Behavior Is Workplace Behavior with Ben Mones
    Mar 18 2026
    In this episode, we dig into one of the most debated questions in hiring right now: should employers consider a candidate’s public online behavior when making hiring decisions? We sit down with Ben Mones, founder and CEO of Fama, to talk about what digital behavior screening actually looks like, where the legal and ethical boundaries are, and why transparency matters for both employers and candidates. We explore how social media has changed workplace risk, what employers are often misunderstanding about online behavior, and how companies can evaluate behavior responsibly without turning hiring into surveillance. Learn more about Fama: https://hubs.ly/Q046ph7k0 Request a demo: https://hubs.ly/Q046pj_Y0 Follow Fama on LinkedIn: https://www.linkedin.com/company/fama-tech/ Follow Fama on Instagram: https://www.instagram.com/famascreening Follow Fama on TikTok: https://www.tiktok.com/@famascreening Key takeaways: Employers must link online behavior to real workplace impact. Screening should focus on conduct like harassment, threats, or intolerance. Protected traits such as politics or religion cannot be part of hiring decisions. Transparency with candidates is essential when using screening tools. Candidates should be able to see and dispute screening results. Social media now plays a major role in workplace interactions and reputation. Employee-generated content can create legal and compliance risks. Digital behavior signals can help prevent misconduct before it happens. Screening tools should support judgment, not replace it. Safer hiring practices benefit both employers and employees. Timestamps: 00:00 Why online behavior can matter in hiring 01:21 Introducing digital behavior screening 05:45 What digital screening actually analyzes 06:58 Common misconceptions about social media screening 09:06 Legal guardrails and discrimination limits 11:00 Why privacy by design matters in hiring tech 14:21 Candidate transparency and consent 16:32 What companies underestimate about digital behavior risk 18:55 How social media changed workplace interaction 20:47 Risks tied to employee-generated content 24:18 How digital screening can benefit candidates 26:39 Fair criticism of digital behavior screening 30:57 Rapid-fire insights on hiring risk Keywords: digital behavior screening, social media hiring, online behavior in hiring, workplace misconduct risk, candidate transparency, hiring compliance, privacy by design, employment discrimination, employee generated content, workplace safety
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    35 mins
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