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
  • Do Personality Tests Predict Job Performance?

    Do Personality Tests Predict Job Performance?
    Mar 11 2026
    Personality assessments are used by nearly 80 percent of Fortune 500 companies and taken by over 100 million people each year. They are marketed as predictive, objective, and data driven. But do they actually predict job performance, or are they replacing interviewer judgment? In this episode, we break down what personality tests measure, what research says about their accuracy, and how hiring teams misuse them. You will learn when assessments help, when they harm, and what to use instead if you want to make better hiring decisions. Key Takeaways: Personality assessments are a multi billion dollar industry used widely in corporate hiring. Most hiring assessments measure traits like emotional stability, dominance, openness, and agreeableness. Many tests rely on self reported answers that candidates can easily game. When used as the deciding factor, personality tests fail to predict job performance up to 95 percent of the time. Hiring managers often use assessments as a security blanket to reduce decision risk. Over reliance on testing can weaken interviewer skill and accountability. Predicting performance requires evidence of past behavior, not personality labels. Structured behavioral interviews are more reliable than trait based screening. Assessments can damage candidate trust when results are not shared transparently. Personality tools work best for employee development, not hiring gatekeeping. Timestamps: 00:48 What personality tests claim to predict 01:27 What hiring assessments actually measure 04:21 How big the assessment industry is 06:40 Why companies rely on personality tests 09:19 How testing can break candidate trust 12:05 Are hiring assessments accurate 16:00 Why past behavior predicts performance 17:27 Better alternatives to personality screening 22:17 When assessments are useful 23:36 Final verdict on hiring tests Keywords: personality assessments in hiring do personality tests predict job performance predictive hiring tools are hiring assessments accurate structured behavioral interviews candidate experience and hiring tests how to predict job performance personality tests vs job performance hiring manager decision making employee development assessments
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    25 mins
  • The Two Brands Every Company Has...

    The Two Brands Every Company Has...
    Mar 4 2026
    Most companies believe their employer brand is what they publish on their website, careers page, or mission statement. Candidates believe it is what they see, hear, and experience. In this episode, we break down the difference between the brand you think you are communicating and the brand candidates are actually experiencing. You will learn how job seekers research companies today, why interviews expose brand gaps instantly, and what leaders can do to align reputation with reality before it damages hiring outcomes. Key Takeaways: Over 86 percent of job seekers research company reviews before applying. Younger candidates increasingly use TikTok and AI tools as search engines. Every company has two brands: the intended brand and the experienced brand. Mission statements and employee value propositions rarely influence candidates. Negative interview experiences are the loudest form of employer branding. Interviews are where brand promises get tested in real time. Employees and former employees are more trusted than CEOs. Silence on social media still communicates something about your culture. Forcing employees to post scripted content reduces trust. Fixing reputation starts with auditing public feedback and improving candidate experience. Timestamps: 01:02 Why candidates research companies first 03:13 Intended brand vs experienced brand explained 04:30 Why mission statements do not influence applicants 06:43 The power of negative reviews and Glassdoor 09:43 How interviews expose brand gaps 11:48 Why bad interviews go viral 13:04 Why executives must care about employer brand 17:25 Why employees are more trusted than CEOs 20:35 How to audit and fix reputation issues 25:13 Why interviewing is a public conversation Keywords: employer branding strategy candidate experience Glassdoor reviews job seeker research behavior intended vs experienced brand employee generated content interview process mistakes company reputation management social media employer brand how candidates research companies
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    26 mins
  • “You Need to Find a Human” in an AI Job Market with Megan Dias

    “You Need to Find a Human” in an AI Job Market with Megan Dias
    Mar 2 2026
    How do you compete in today’s job market, especially after a tech layoff? In this episode live from TalentSphere, Megan Dias a career coach shares practical strategies for navigating a competitive hiring landscape shaped by AI, resume overload, and changing recruiter behavior. You’ll learn how to customize your resume effectively, why networking is more important than ever, how to find the “human” in the hiring process, and what job seekers are getting wrong right now. Connect with Megan on LinkedIn: https://www.linkedin.com/in/megandias/ Key Takeaways: AI is reshaping both recruiting and job searching. Job seekers must customize resumes for each role. A generic resume is far less effective in a competitive market. Finding a real human connection in the hiring process increases your odds. Networking on LinkedIn and in professional communities is critical. Many laid-off tech professionals need strategy, not just applications. Career coaching should be individualized, not one-size-fits-all. Understanding industry trends helps job seekers stay competitive. Leveraging existing connections can unlock hidden opportunities. Job searching today requires clarity, positioning, and persistence. Timestamps:00:00 Why Talent Sphere matters in 202601:52 Supporting laid-off tech professionals03:46 Practical strategies for job seekers04:30 Why resume customization matters05:15 Finding the human in hiring06:00 Networking in a digital-first world Keywords:Talent Sphere, career coaching, job market 2026, AI in recruiting, resume tips, networking strategies, job search strategies, candidate fraud concerns, talent acquisition trends, job seekers
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    5 mins
  • "Humanizing AI” in Recruiting with Mabel Liang

    "Humanizing AI” in Recruiting with Mabel Liang
    Mar 1 2026
    How do recruiters keep up with 400+ AI tools without feeling overwhelmed or replaced? In this episode live at TalentSphere, Mabel Liang, a recruiting community founder shares how HR and talent acquisition professionals can learn AI together, compare ATS platforms effectively, and navigate the growing issue of identity fraud in hiring. You’ll learn how to create a safe space for experimentation, choose the right technology for your team size, and humanize AI instead of fearing it. Keep up with Mabel on LinkedIn: https://www.linkedin.com/in/mabelliang/ Key Takeaways: There are hundreds of AI tools in recruiting, which creates overwhelm. Recruiters need community to evaluate and learn new technology safely. AI should support and humanize work, not replace recruiters. Teams must compare ATS platforms based on size and global needs. Overbuilt AI workflows can create unintended consequences. Identity fraud is becoming a major concern in talent acquisition. AI is now being used both by recruiters and by candidates. Safe learning spaces reduce fear around technology adoption. Wellness and professional growth can coexist at conferences. Forward-thinking TA leaders focus on leveraging AI responsibly. Timestamps:00:00 Why attend Talent Sphere 202600:47 Creating Talent AI Lounge01:52 Comparing ATS platforms and HR tech tools02:30 AI overwhelm in recruiting02:45 Identity fraud and AI misuse03:51 Blending wellness and learning at conferences04:25 Encouraging recruiters to embrace AI Keywords:Talent Sphere, AI in recruiting, humanizing AI, ATS comparison, Greenhouse vs Ashby, recruiting technology tools, identity fraud in hiring, HR tech community, talent acquisition trends, AI overwhelm
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    6 mins
  • Stop Saying “Be Strategic” - Start Teaching It with Preston Sharpston

    Stop Saying “Be Strategic” - Start Teaching It with Preston Sharpston
    Feb 28 2026
    How do recruiters actually become strategic instead of just being told to “be more strategic”? In this episode live from TalentSphere, we talk with Preston Sharpston to break down what recruiter enablement really looks like, how talent acquisition leaders can level up their teams in 60 to 90 days, and how to use data before recruiting even starts. You’ll learn practical ways to run better intake meetings, prioritize roles using data, identify bottlenecks, and push back on unrealistic hiring expectations with confidence. Follow Preston on LinkedIn: https://www.linkedin.com/in/prestonsharpston/ Key Takeaways: Recruiters are often told to be strategic but rarely trained how to do it. Strategic recruiting starts with better intake meetings, reframed as strategy sessions. Data should guide prioritization, not hiring manager opinions. Time-to-submit can reveal more than time-to-fill. Move beyond surface metrics to identify real bottlenecks. Use total addressable market data before opening a search. Compensation conversations should be backed by market data upfront. TA leaders must level-set recruiters at different skill levels. Structured coaching can elevate recruiter performance in 60–90 days. Recruiter enablement is about practical, step-by-step execution. Timestamps:00:00 Speaking at Talent Sphere 202601:16 Recruiter enablement and practical strategy01:47 Leading recruiting for a growing franchise02:16 Coaching recruiters and TA managers02:41 Why recruiters struggle with “being strategic”03:11 Scaling recruiter capability in 60–90 days03:58 Using data to prioritize roles05:00 Rethinking recruiting metrics05:31 Finding bottlenecks with better data06:24 Using market data before recruiting starts Keywords:recruiter enablement, strategic recruiting, talent acquisition leadership, recruiting metrics, time to submit metric, data-driven hiring, intake meeting strategy, hiring manager alignment, TA team development, recruiter coaching
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    9 mins