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Speaker 1: Hi, I'm Britney Saunders and welcome to Big Business, the

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Speaker 1: place where business is far from boring.

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Speaker 2: And today I'm recording on gadigor Land.

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Speaker 1: Now I somehow manage to build an empire from the

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Speaker 1: garage underneath my house, and I'm here to share it

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Speaker 1: all with you, from the wins, the mistakes, the challenging times,

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Speaker 1: and the funny moments in between. So, whether you're in

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Speaker 1: business already, perhaps you're not in the game at all,

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Speaker 1: Maybe you're just looking for some inspo, or you simply.

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Speaker 2: Just want to hear the tea, this is the podcast

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Speaker 2: for you.

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Speaker 1: Coming up on today's episode, I'm joined by two special guests.

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Speaker 1: Their names are Emma and Sarah. They are an ossie

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Speaker 1: sister duo behind the podcast Interview Boss. Their mission is

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Speaker 1: to empower job seekers with the advice, inspiration, and insider

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Speaker 1: knowledge they need to take charge of their careers, from

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Speaker 1: nailing interviews to landing dream jobs. These two are here

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Speaker 1: to help you become the boss of your career. I'm

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Speaker 1: especially excited to be having these two on the pod

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Speaker 1: today because i feel like I'm going to be able

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Speaker 1: to share my insights from a hiring perspective and also

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Speaker 1: maybe I'm going to learn a thing or two from

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Speaker 1: them as well. So Sarah and Emma, welcome to big Business.

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Speaker 3: Thank you, thank you so much.

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Speaker 4: We're happy to be here. I've actually followed you for

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Speaker 4: a very long time. Al really dug up the data

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Speaker 4: the other day on YouTube. It was twenty thirteen in

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Speaker 4: June or something that I followed you on.

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Speaker 2: You Oh my goodness.

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Speaker 1: And now I'm back on YouTube Agan, so this is

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Speaker 1: full circle. And also, I have been obsessed with mac

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Speaker 1: Velvet Teddy for so many years and I feel like

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Speaker 1: it was you that got me onto that over day.

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Speaker 2: Yeah, I still wear that every now and then.

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Speaker 1: O beauty Superialistic it is every day where. Oh well,

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Speaker 1: I'm so excited to chat with you both. Obviously, I've

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Speaker 1: done a little bit of research on what both of

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Speaker 1: you do, and I feel like you speak my language

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Speaker 1: with everything that you talk about. So I feel like

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Speaker 1: this pod could go for hours, but we won't do

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Speaker 1: that to pau Zander because you'll have to edit for hours.

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Speaker 2: But let's just jump straight into it.

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Speaker 1: We did send over like a few sessions before you

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Speaker 1: both came into the studio today, and one thing that

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Speaker 1: stood out to me in your notes that you sent

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Speaker 1: to us was why you shouldn't try and be what

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Speaker 1: you think they want to hire.

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Speaker 3: Yeah, yes, this is huge.

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Speaker 5: So it's really hard when people are going through interviews,

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Speaker 5: maybe getting knocked back, and they want to ask for

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Speaker 5: feedback because they want to know if there's something they

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Speaker 5: can improve on, But a lot of the time.

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Speaker 3: It's there's not something specific they can give.

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Speaker 5: It could just be a vibe that someone else just

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Speaker 5: had that little bit more experience. So if you take

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Speaker 5: a little piece of feedback that you're given and make

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Speaker 5: that your entire new personality, take it completely on, you're

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Speaker 5: doing yourself a disservice because then you're going to the

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Speaker 5: next interview and maybe what you've just morphed yourself into

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Speaker 5: there looking.

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Speaker 4: Right, and the original you would have been better. Like

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Speaker 4: imagine you get feedback that you were too enthusiastic in

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Speaker 4: the interview.

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Speaker 1: And then you're going to take that and go, oh,

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Speaker 1: I'm going to dial it down for the next one, Dahl,

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Speaker 1: and they're like.

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Speaker 3: They didn't have enough passion.

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Speaker 5: It's an endless pursuit of just morphing yourself into the

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Speaker 5: wrong person.

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Speaker 4: So and we just think you want to get a

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Speaker 4: job for who you really are and the way that

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Speaker 4: you normally show up. People are trying to get a

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Speaker 4: sense of what you're going to be like to actually

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Speaker 4: work with. I'm sure you can kind of relate doing

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Speaker 4: interviews yourself. You're going to be spending a lot of

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Speaker 4: time with this person. Oh yeah, you want to actually

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Speaker 4: know are they going to get along in this role

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Speaker 4: with all the people that they have to deal with?

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Speaker 4: Is that going to be a fit. And if they're

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Speaker 4: acting really differently in the interview to how they are normally,

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Speaker 4: that's not going to give you a really good idea.

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Speaker 2: Yeah, I think from my experience.

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Speaker 1: And one thing that like I guess business owners probably

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Speaker 1: don't talk about enough, but it's real and it happens,

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Speaker 1: is how many people actually just lie their way through

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Speaker 1: the entire interview process. Yes, and I get people want

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Speaker 1: to make a great impression and like you're showing up

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Speaker 1: as your best self and like people very much always

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Speaker 1: say exactly what you want to hear, and then when

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Speaker 1: you're in that interview, you've got to take that for

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Speaker 1: exactly what it is, like if they're just saying everything

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Speaker 1: you want to hear. But we like admittedly have had

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Speaker 1: people lie their way through the entire interview process, and

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Speaker 1: then when they start working for us, you've been catfished, No, genuinely,

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Speaker 1: unlike this person is not like anything like they interviewed,

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Speaker 1: and then you're stuck with this person and you've got

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Speaker 1: to figure out how the fuck everyone's And I get

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Speaker 1: it from a sense where if people are like really

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Speaker 1: desperate to get the job and they want to land it,

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Speaker 1: it's the they want their dream role or whatever, like

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Speaker 1: they're gonna say all the right things, but in the

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Speaker 1: long run.

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Speaker 2: Like sometimes that doesn't work out.

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Speaker 4: They they've also had a bad experience then too of

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Speaker 4: starting who wants to start and disappoint everyone in your

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Speaker 4: brand new job and then potentially have that role end

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Speaker 4: sooner than it was meant to. Then you've got to

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Speaker 4: explain that in your next interview, maybe lie about it again,

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Speaker 4: Like it becomes a snowball.

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Speaker 1: It's a slippery slope, honestly, because yeah, you want to

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Speaker 1: impress the person that's interviewing you, but man, I'm just like,

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Speaker 1: don't fucking lie because we I've dealt with that so

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Speaker 1: many times, and then it's really sticky when when you

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Speaker 1: come to that realization as the employer, Holy shit, this

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Speaker 1: person is not who we thought they were.

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Speaker 4: Is it skill things that people are kind of overplaying

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Speaker 4: or I would just say.

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Speaker 2: Not so much skill, more so like personality, I want to.

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Speaker 1: Say, or like yeah, or just the way that they

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Speaker 1: claim to work and then they get the job and

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Speaker 1: they're not doing the job the way that they said

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Speaker 1: that they work, and it's just a really that's like

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Speaker 1: one of the hardest parts of I think the hardest

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Speaker 1: part of business is staffing, Like that's my hardest challenge.

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Speaker 1: I'll take anything else, like logistics, finance, whatever.

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Speaker 2: Staffing is the hardest part.

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Speaker 1: And I'm sure a lot of owners would agree with me,

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Speaker 1: But just dealing with people lying in interviews.

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Speaker 2: Is like a part of business that is so prevalent,

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Speaker 2: but no one talks about it.

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Speaker 4: What we get a real sense of is the other

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Speaker 4: side of when people are applying for jobs and there's

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Speaker 4: someone who is so talented and so good at what

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Speaker 4: they do, and how they can slowly get sucked a

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Speaker 4: little bit into starting to lie or starting to pretend,

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Speaker 4: or starting to cover something up or hide something because

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Speaker 4: they see bad advice and they hear bad things, or

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Speaker 4: they're thinking, Okay, so this job finished up earlier than

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Speaker 4: I thought it was going to. I don't want to

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Speaker 4: tell them that, so I'm going to pretend that I'm

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Speaker 4: still there. And then when you find out that they're

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Speaker 4: not there anymore, they like, oh, I don't know what

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Speaker 4: to do. They haven't thought ahead. So what we talk

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Speaker 4: about is talking about the elephant in the room in

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Speaker 4: your intro when you first go into the interview. Talk

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Speaker 4: about that thing that you were tempted to hide, because

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Speaker 4: if you don't, it can then tie you up. You've

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Speaker 4: got to make up stories. You've got to talk about

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Speaker 4: other things. You've got to explain suddenly why you can't

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Speaker 4: get a reference from that job. You've got to explain

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Speaker 4: your whole scenario.

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Speaker 5: Pass the time, the reasons that people are so nervous

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Speaker 5: about something.

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Speaker 3: It might be like a career.

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Speaker 5: Gap on their resume or getting let go because it

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Speaker 5: just wasn't a good fit. They're so stressed about it.

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Speaker 5: But if you say it in the right way, it's

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Speaker 5: so not a big deal. Whether that's like, hey, I

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Speaker 5: actually had a career break because I went traveling, or

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Speaker 5: I needed to look after a fans.

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Speaker 1: Better to be honest, and I think as well, they

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Speaker 1: don't have to give like all of the personal details.

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Speaker 1: Just keep it simple, and then once you get the job,

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Speaker 1: then later we can find out the team what happened

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Speaker 1: at your.

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Speaker 4: Imagine like in a world where you're having people lie

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Speaker 4: and saying all the things you want to hear, someone

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Speaker 4: shows up and says, yeah, I started this job. I

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Speaker 4: thought it was going to be this and it really wasn't.

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Speaker 4: So I decided to leave there, and I'm looking for

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Speaker 4: something like this.

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Speaker 2: Now done, Like how refreshing.

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Speaker 1: That's just simple, Like instead someone might be like, ah,

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Speaker 1: this and that happened, and like some of the stuff

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Speaker 1: that we've heard, it's just like mind flowing. And I

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Speaker 1: even fear with you know, references as well, like people

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Speaker 1: can lie with who their references are like and I

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Speaker 1: think this happens all the time. We've probably experienced it ourselves,

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Speaker 1: like just putting like yeah, this was my old manager

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Speaker 1: at XY but it's yeah, or like they're bestie at

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Speaker 1: work and they just So you've got to be so

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Speaker 1: careful when you're hiring to ask the right questions to

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Speaker 1: references as well, because people can be like yeah she

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Speaker 1: was great, we loved her, but I want to be

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Speaker 1: specific and ask about the role because then you will

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Speaker 1: cut you will cutch out if someone is just a

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Speaker 1: fake reference. But it's genuinely petrifying, like being an employer

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Speaker 1: and hiring, like hiring a new employee is scary.

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Speaker 4: So much trust, so.

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Speaker 1: Much trust, And it blows my mind, honestly how much

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Speaker 1: people can just fuck things up if they have lied

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Speaker 1: through their interview and it's not spoken about.

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Speaker 4: Enough, and the impact that has on the rest of

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Speaker 4: the team as well. To train the.

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Speaker 1: Story so I have, but I refrain from telling them.

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Speaker 1: But like, one person can come in and fuck up

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Speaker 1: the whole workplace.

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Speaker 4: Change the whole culture. Suddenly people are creating little clicks

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Speaker 4: to talk about each other.

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Speaker 1: Oh hostility, and it can just be one person and

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Speaker 1: then you've got to go in and do damage control.

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Speaker 2: Like it's just the unspoken part of business.

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Speaker 4: Although what's worse from HR perspective is when someone comes

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Speaker 4: in and it's not working and nobody does anything about it.

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Speaker 4: Oh yeah, that is so damaging to the culture. Is

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Speaker 4: the rest of your team who are doing really well

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Speaker 4: at their role.

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Speaker 5: They're taking time bombs, They're like, go on out because

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Speaker 5: is not doing her job.

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Speaker 2: Yeah, come on, Lisa, But this is the thing as well.

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Speaker 1: So I like Fate isn't a small business anymore. Like

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Speaker 1: I still feel small in the sense that like we've

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Speaker 1: got our eyes on everything, you know, we haven't become

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Speaker 1: so big that we don't know what's going on, and

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Speaker 1: we're massive on if something happens, like we need to

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Speaker 1: be able to identify it immediately and take action immediately

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Speaker 1: and start talking about it and get involved. And I

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Speaker 1: often wonder and I think of like bigger especially like

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Speaker 1: in retail. I think of bigger companies and just some

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Speaker 1: of the stuff that we've had to deal with, and

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Speaker 1: we deal with things like really swiftly when there's like

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Speaker 1: conflict or hostility or whatever. Touch would we don't ever

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Speaker 1: want to have to experience that, But that's a part

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Speaker 1: of business, Like you can't avoid it.

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Speaker 4: It's humans working together.

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Speaker 1: Yeah, I often think, you know, when we've had these

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Speaker 1: scenarios happen and we're in there straight away and we

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Speaker 1: resolve it in two weeks kind of thing I wonder about,

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Speaker 1: you know, bigger companies, Like no wonder you hear horror

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Speaker 1: stories about you know, huge retailers, because when a company

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Speaker 1: is so big, like things can go unnoticed. I'm really

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Speaker 1: grateful that fate is at the size that it is

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Speaker 1: where we are still so involved, like in in everything,

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Speaker 1: and if something is happening in one of our stores,

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Speaker 1: like we know about it immediately.

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Speaker 4: People feel like they can reach out to you. I've

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Speaker 4: been in HR in head office four large retailers and

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Speaker 4: that often you'll hear people say, oh, but this has

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Speaker 4: been happening and they haven't done anything they like as

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Speaker 4: in the company hasn't done anything the powers and I'm

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Speaker 4: going this is literally the first I've ever heard about

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Speaker 4: this issue.

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Speaker 2: And that's the tricky thing.

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Speaker 1: I think, like you hear so many nightmare stories like

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Speaker 1: work and hears fucked and working there it's toxic. But

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Speaker 1: like I know for a fact, with like issues that

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Speaker 1: we've dealt with, our staff have felt really off, like

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Speaker 1: caught off guard that we have jumped onto it straight

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Speaker 1: away and been like, look, we know this is happening

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Speaker 1: because maybe they've come from working retailers where they could

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Speaker 1: get away with taking the pierce being late and no

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Speaker 1: one would notice, and so it kind of throws them

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Speaker 1: off and they're like, well, why am I getting in trouble?

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Speaker 4: Their regional manager visited once every three months.

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Speaker 1: Exactly, whereas you know, our national manager Grace is so

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Speaker 1: involved because we've only got the five stores, so she's

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Speaker 1: just there all the time.

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Speaker 2: And gets past Grace.

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Speaker 1: No Grace is coming in hot, you know. And that's

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Speaker 1: the difference. And I think, yeah, it just actually.

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Speaker 2: Makes me not scared.

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Speaker 1: But you know, I never want fate to become that

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Speaker 1: big of a company that we become like that where

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Speaker 1: things can happen so easily and I wouldn't be aware

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Speaker 1: kind of thing.

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Speaker 2: So I guess it's good for me to be.

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Speaker 1: I guess building these foundations now that we're at this

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Speaker 1: size and hopefully we can continue this, whereas these other

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Speaker 1: big companies have been around for decades or you know,

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Speaker 1: so it's like too late to turn it back, is Yeah.

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Speaker 4: I think a lot of it comes down to management, leadership,

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Speaker 4: the team that you've got in your store, leadership, and

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Speaker 4: who else is around that. The vast majority of leaders,

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Speaker 4: particularly in retail but also every industry, honestly, like some

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Speaker 4: places where they've had plenty of training, everybody is terrified

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Speaker 4: of any tiny little conflict. They don't want to talk

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Speaker 4: about it. It's too hard, they don't know how to

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Speaker 4: bring it up.

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Speaker 2: They're terrified hard conversations. Easy life.

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Speaker 1: Ye it's my motto. Easy conversation's hard life totally. And

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Speaker 1: that's honestly my reason for existing as HR. When you

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Speaker 1: come into a business is trying to work with a

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Speaker 1: manager and say, Okay, have you thought about phrasing it

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Speaker 1: like this?

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Speaker 4: Oh? I just I don't know.

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Speaker 2: I don't want to upset her.

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Speaker 4: Do nothing.

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Speaker 2: Yeah, you can.

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Speaker 4: Model the conversation. What about if you approached it this way?

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Speaker 4: What about if you said this, Oh, well that doesn't

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Speaker 4: sound too bad. Okay, do you want me to sit

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Speaker 4: in with you? Like, yeah, really holding their hand. I

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Speaker 4: think that's the way to overcome it is you've got

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Speaker 4: to have managers and leaders who are happy to have

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Speaker 4: those conversations up front, because that's not the norm unfortunately.

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Speaker 2: And I know because everyone doesn't want to upset someone.

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Speaker 2: I don't want to throw under the bar.

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Speaker 1: Or they come to you and they're like, this has happened,

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Speaker 1: but don't say my name, and I'm like, okay, we've

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Speaker 1: got to say the name, like, because we need to

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Speaker 1: fix this so that you can all be happy.

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Speaker 6: Hello as producers and a back on the mic, I

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Speaker 6: wanted to touch on what you just spoke about because

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Speaker 6: I've been through a process in a previous workplace where

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Speaker 6: I've had to deal with HR and conflict and that

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Speaker 6: sort of thing. But like, I find an interesting perspective

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Speaker 6: is that as someone who is kind of like a

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Speaker 6: victim of bad behavior, I certainly felt a fear of

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Speaker 6: approaching HR because you don't want to be the problem.

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Speaker 4: So I think a lot of the time that.

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Speaker 6: When there's issues, they're not being sold because people are

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Speaker 6: so kind of petrified on looking like they're the drama.

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Speaker 1: From my standpoint, and again I can only speak from

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Speaker 1: like fate and the way our company is, Like, I

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Speaker 1: want our staff to know it doesn't matter how big

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Speaker 1: or small the problem is. Even if you're coming to

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Speaker 1: us and you feel like, oh god, I'm going to

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Speaker 1: start all this drama, Like I'm going to love the

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Speaker 1: fact that you reached out to us because we want

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Speaker 1: to resolve it and have everyone getting along. But again,

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Speaker 1: it might be different for bigger companies where you know

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Speaker 1: the HR might not care as much.

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Speaker 2: I don't know if you have.

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Speaker 4: To you have to know the culture a little bit.

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Speaker 4: That's what I would say. You have to kind of

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Speaker 4: work out whether you ask someone whether you kind of

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Speaker 4: pay attention to the way that things work, what are

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Speaker 4: the kind of things that they're talking about, saying about

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Speaker 4: doing training on Because HR is often led by the

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Speaker 4: leaders above, so we get such a bad rap. Any

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Speaker 4: like social media post about HR. Everybody always jumps in

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Speaker 4: HR's for the business, not for you.

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Speaker 2: They're out to get you.

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Speaker 4: And I'm like, I don't know what that's like to

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Speaker 4: like work so hard, to care about the employees and

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Speaker 4: you're the one fighting, going you can't do that. We

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Speaker 4: have to do this for them, And then everyone in

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Speaker 4: the comments of every post is like, you're evil.

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Speaker 3: It's kind of crawl you like a plague at the

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Speaker 3: Christmas party.

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Speaker 4: CEO, Like, it's not me.

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Speaker 3: I'm trying.

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Speaker 4: I'm arguing against him to get the right thing done.

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Speaker 6: I think it's also like a few bad eggs in HR.

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Speaker 2: Oh yeah, it just depends on the company and who

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Speaker 2: is in HR.

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Speaker 4: Shoot the messenger too, because I've had to do stuff

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Speaker 4: where I'm like, like, this is a horrible situation that

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Speaker 4: I'm having to put this person through and go through

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Speaker 4: a restructure or a performance situation or whatever. I'm not

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Speaker 4: the one who's made the call. I just have been

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Speaker 4: told this is what you have to deliver. I get

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Speaker 4: to do it in the nicest way I can. But

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Speaker 4: I'd say if you read the room of what the

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Speaker 4: vibe is like a lot of time you can go

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Speaker 4: to HR and say, Hey, I don't necessarily need to

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Speaker 4: make a formal complaint or do anything. I just wanted

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Speaker 4: some advice on this is going on. What do you

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Speaker 4: think I should do? Should I talk to my manager?

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Speaker 4: Should I talk to this person? Like how should I

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Speaker 4: kind of go about this myself to begin with? And

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Speaker 4: if you're talking to them at that early point, I

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Speaker 4: think that can be really beneficial because it gets you

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Speaker 4: the benefit of like actually getting an outside perspective.

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Speaker 2: Yep.

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Speaker 4: And I'm often able to say, oh, have you talked

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Speaker 4: to this manager? Oh, I hadn't thought about that. Do

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Speaker 4: you think that Oh I didn't know. I didn't think

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Speaker 4: that they would care or whatever. No, No, you should

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Speaker 4: definitely talk to them about it. That can be really

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Speaker 4: helpful as like a before it gets to that point

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Speaker 4: where you're having to make it more formal. Yeah, you

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Speaker 4: can kind of just check in.

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Speaker 3: I get what you means.

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Speaker 5: And though it's does sometimes feel like there's a bit

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Speaker 5: of a Dibberdoba culture, like one that rated out that,

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Speaker 5: oh you're a bit sensitive and something happened at work.

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Speaker 3: Not that that's the case, but that's the culture.

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Speaker 4: That's what I would tell a friend is to go

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Speaker 4: about it like, hey, I've got this situation. I just

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Speaker 4: wanted to tell you as a sound Yeah, yeah, I

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Speaker 4: think that's a really great way to go about it.

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Speaker 4: And you get a vibe from them then of like

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Speaker 4: was that helpful or was it not, and then you

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Speaker 4: know whether you continue to use that support or not.

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Speaker 4: At the start of each year, I sit down with

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Speaker 4: our head office team and do like a big presentation

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Speaker 4: and all that kind of stuff.

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Speaker 2: And one thing that I put to.

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Speaker 1: My team this year, well, our word of the year

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Speaker 1: is actually pioneer.

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Speaker 2: Oh you know, be a pioneer.

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Speaker 1: Because a lot of our staff they're in creative roles

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Speaker 1: and I really want to foster a workplace that isn't

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Speaker 1: just me saying this is what we're doing, off you

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Speaker 1: go everyone, Like, I want people to be decision makers

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Speaker 1: and be innovative and pioneer. But one thing that I

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Speaker 1: like really want to see from my team and that

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Speaker 1: I wish like a lot of employees would kind of

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Speaker 1: open their eyes to is like how much potential you

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Speaker 1: do have, especially if you are working in a smaller

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Speaker 1: business where the owner is super involved.

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Speaker 2: And I remember, like speaking with my team at the

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Speaker 2: start of this year, and especially for those in our

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Speaker 2: marketing team who have their more creative roles, and I

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Speaker 2: was just basically saying, like, girls, knock the fucking.

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Speaker 1: Socks off this year, like someone do something, like they

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Speaker 1: all do a great job, but just like unlocking that,

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Speaker 1: like your own potential when you're working in a business.

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Speaker 4: I think there's two frames of mind. If you don't

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Speaker 4: want more out of your career exactly, then none of

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Speaker 4: them's fine. Yeah, you probably not listening to this podcast,

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Speaker 4: to be honest. Yeah, but if you do, you don't

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Speaker 4: have to wait for someone else to give you that

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Speaker 4: much you exactly. You don't have to wait for you

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Speaker 4: to have a good boss because, as we kind of

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Speaker 4: said before, a lot of people, a lot of managers,

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Speaker 4: a lot of bosses don't have those skills. They don't

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Speaker 4: know what to do, they're not thinking about this stuff.

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Speaker 4: Be that good boss for yourself, like you said, and

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Speaker 4: booking that meeting and go hey, I'd love to talk

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Speaker 4: about our goals for the year. Do you want to

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Speaker 4: think about some of yours. I want to have a

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Speaker 4: meeting with the whole team, here's my ideas and create

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Speaker 4: that from you. And now suddenly the whole team's involved

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Speaker 4: and you've got goals and.

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Speaker 1: Exactly, I just don't think like staff like as a

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Speaker 1: whole realize like if you just do even little things

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Speaker 1: and putting your hand up and showing that initiative, like

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Speaker 1: just how far doing that can take you? And again,

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Speaker 1: like we can't speak for every business, but I know

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Speaker 1: for me personally, if someone's like putting their hand up

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Speaker 1: or always coming up with ideas or just showing that

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Speaker 1: extra bit of initiative, yeah you want to go to them.

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Speaker 2: Yeah, I'm going to take them under my wing and say,

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Speaker 2: let's can do this.

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Speaker 5: Our whole model motto of interview boss is shoot your shot,

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Speaker 5: and this is perfect for that. You have no idea

439
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Speaker 5: what the outcome is going to be. What do you

440
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Speaker 5: have to lose for saying, hey, I've been thinking about

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Speaker 5: this ideally great idea or thinking about in my role,

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Speaker 5: maybe I could take on this extra task. What do

443
00:19:04,200 --> 00:19:07,159
Speaker 5: you think get them on board and get them thinking

444
00:19:07,160 --> 00:19:09,359
Speaker 5: about the goals. Yeah, I think one of the things

445
00:19:09,400 --> 00:19:11,960
Speaker 5: that has really helped me have that kind of mindset

446
00:19:11,960 --> 00:19:14,200
Speaker 5: and innovate. And something that people can think about, whether

447
00:19:14,200 --> 00:19:17,239
Speaker 5: you're a business owner or working for a business, is

448
00:19:17,320 --> 00:19:20,520
Speaker 5: to connect yourself with the industry outside of your company.

449
00:19:21,200 --> 00:19:24,760
Speaker 5: Like there's so many free webinars or learnings or trainings

450
00:19:24,880 --> 00:19:28,639
Speaker 5: or things. Get on LinkedIn, start following some companies, start

451
00:19:28,720 --> 00:19:31,040
Speaker 5: going to stuff and hearing about things. Ask if you

452
00:19:31,040 --> 00:19:33,080
Speaker 5: can go to a one day conference, even if it's

453
00:19:33,119 --> 00:19:35,280
Speaker 5: like an online pass that you get and you watch.

454
00:19:35,040 --> 00:19:37,479
Speaker 4: All the stuff. You get ideas from what other companies

455
00:19:37,520 --> 00:19:39,040
Speaker 4: are doing, and you think, oh, we could do that here,

456
00:19:39,080 --> 00:19:41,359
Speaker 4: we could add this here, and then suddenly you've got

457
00:19:41,400 --> 00:19:43,000
Speaker 4: a really cool idea that you can present to your

458
00:19:43,000 --> 00:19:45,719
Speaker 4: boss and where you are going, Hey, I'm stepping up,

459
00:19:45,720 --> 00:19:48,720
Speaker 4: I'm doing more. Those are the things that then get

460
00:19:48,760 --> 00:19:50,680
Speaker 4: you something to put on your resume, something to talk

461
00:19:50,680 --> 00:19:52,800
Speaker 4: about in an interview, or something to go to your

462
00:19:52,800 --> 00:19:54,920
Speaker 4: boss with and go, hey, my role is now bigger

463
00:19:54,920 --> 00:19:57,159
Speaker 4: than what it was a year ago. I want to

464
00:19:57,280 --> 00:19:59,399
Speaker 4: change of title and a promotion and here's where I

465
00:19:59,400 --> 00:20:00,560
Speaker 4: want to go in my career.

466
00:20:00,359 --> 00:20:01,040
Speaker 3: And to pay rise.

467
00:20:01,080 --> 00:20:04,240
Speaker 1: Thank you, Yeah, totally, Yeah, like it's just the ball

468
00:20:04,960 --> 00:20:08,600
Speaker 1: again for fate, Like the ball is in my staff's court. Yeah, Like,

469
00:20:08,640 --> 00:20:10,920
Speaker 1: and I really try and stress that to them because

470
00:20:10,920 --> 00:20:13,080
Speaker 1: I just feel like a lot of people play it

471
00:20:13,119 --> 00:20:15,480
Speaker 1: safe and they wait for me to say, Okay, this is.

472
00:20:15,480 --> 00:20:18,720
Speaker 2: The next thing that we're doing, Whereas like, especially with all.

473
00:20:18,640 --> 00:20:21,480
Speaker 1: These younger companies that we have now, like there's never

474
00:20:21,520 --> 00:20:25,119
Speaker 1: been more opportunities than now, I feel, especially like with

475
00:20:25,160 --> 00:20:26,320
Speaker 1: all the social media roles.

476
00:20:26,400 --> 00:20:28,159
Speaker 3: Yeah, it's the creative roles.

477
00:20:28,440 --> 00:20:31,080
Speaker 1: Like it's just the world is your oyster, we tell

478
00:20:31,080 --> 00:20:34,320
Speaker 1: our cadets and graduates, and this is good advice for anyone.

479
00:20:34,600 --> 00:20:37,720
Speaker 1: No one will ever care about your development as much

480
00:20:37,760 --> 00:20:40,720
Speaker 1: as you do. Ever, your boss is not going to

481
00:20:40,800 --> 00:20:42,880
Speaker 1: care as much about.

482
00:20:42,600 --> 00:20:44,560
Speaker 4: Your career as what you do. You've got to be

483
00:20:44,600 --> 00:20:46,840
Speaker 4: the one to say, hey, I want to do this course,

484
00:20:46,880 --> 00:20:48,520
Speaker 4: Hey I want to do this training. Hey I want

485
00:20:48,520 --> 00:20:50,840
Speaker 4: to learn from that person. I want to take some

486
00:20:50,880 --> 00:20:53,280
Speaker 4: time to can we use this software that I like,

487
00:20:53,280 --> 00:20:55,720
Speaker 4: Like all those different opportunities. You have to be the

488
00:20:55,720 --> 00:20:58,960
Speaker 4: one to present that idea and take it forward because

489
00:20:59,200 --> 00:21:01,400
Speaker 4: you're the one who's a benefit from that exactly.

490
00:21:01,400 --> 00:21:03,399
Speaker 1: And I think another thing that a lot of people

491
00:21:03,400 --> 00:21:06,199
Speaker 1: struggle with and just things that pop up in my dms,

492
00:21:06,280 --> 00:21:09,560
Speaker 1: especially since we've had this podcast, is people who want

493
00:21:09,600 --> 00:21:11,919
Speaker 1: to be like that but they're limited by having a

494
00:21:12,040 --> 00:21:15,880
Speaker 1: terrible CEO or manager and then them just being completely

495
00:21:15,920 --> 00:21:18,640
Speaker 1: stuck when they want to be passionate and they want

496
00:21:18,640 --> 00:21:20,120
Speaker 1: to grow, but the boss is like.

497
00:21:20,400 --> 00:21:21,679
Speaker 3: No, definitely not doing that.

498
00:21:21,920 --> 00:21:24,199
Speaker 1: Yeah, And then I think in that instance, you need

499
00:21:24,240 --> 00:21:26,880
Speaker 1: to get another job somewhere else if you, especially if

500
00:21:27,160 --> 00:21:29,399
Speaker 1: like the managers that way and the CEO is that way, like,

501
00:21:29,520 --> 00:21:31,199
Speaker 1: nothing's ever really going to change, and you're not going

502
00:21:31,240 --> 00:21:31,480
Speaker 1: to be.

503
00:21:31,400 --> 00:21:33,840
Speaker 4: Able to grow even if you did do it. They're

504
00:21:33,880 --> 00:21:36,280
Speaker 4: not going to be interested or excited about the results

505
00:21:36,280 --> 00:21:37,240
Speaker 4: that you just got or whatever.

506
00:21:37,280 --> 00:21:40,320
Speaker 1: And because a lot of business owners as well, especially

507
00:21:40,359 --> 00:21:43,080
Speaker 1: if they are like a little bit older, not to

508
00:21:43,160 --> 00:21:45,600
Speaker 1: shame people that are a little bit older, but they're

509
00:21:45,720 --> 00:21:48,520
Speaker 1: very stuck in their ways. And I think that's how

510
00:21:48,600 --> 00:21:51,520
Speaker 1: I feel a difference, Like being a millennial boss is

511
00:21:51,560 --> 00:21:55,119
Speaker 1: like I'm more open minded and I'm so eager for

512
00:21:55,280 --> 00:21:58,080
Speaker 1: change and growth like in any area of the business,

513
00:21:58,119 --> 00:22:02,000
Speaker 1: whereas like some more old school kind business owners middle age, Yeah,

514
00:22:02,000 --> 00:22:03,800
Speaker 1: they're like, no, this is the way we do things,

515
00:22:03,880 --> 00:22:04,439
Speaker 1: and that's it.

516
00:22:04,600 --> 00:22:08,440
Speaker 4: Yeah, I think that also really relates to something else.

517
00:22:08,480 --> 00:22:11,199
Speaker 4: We talk about a lot which I know em and

518
00:22:11,240 --> 00:22:14,840
Speaker 4: I've talked about a lot, which is knowing yourself and

519
00:22:14,880 --> 00:22:17,000
Speaker 4: knowing what you care about in a job and in

520
00:22:17,000 --> 00:22:19,800
Speaker 4: a business, because what I see a bit of is

521
00:22:19,840 --> 00:22:21,919
Speaker 4: people looking through job ads and looking for like a

522
00:22:22,000 --> 00:22:25,880
Speaker 4: cool job or something that sounds good. Right, it might

523
00:22:26,000 --> 00:22:28,360
Speaker 4: sound really good, but the culture is one of we've

524
00:22:28,400 --> 00:22:30,919
Speaker 4: already worked everything out. You don't need to innovate, Like

525
00:22:31,119 --> 00:22:34,480
Speaker 4: we're really innovative as a company, but someone else is

526
00:22:34,520 --> 00:22:36,400
Speaker 4: doing the innovating. You just need to do this thing

527
00:22:36,480 --> 00:22:39,760
Speaker 4: over here. And there's a big difference between working for

528
00:22:39,800 --> 00:22:41,800
Speaker 4: that kind of a company which sounds good, versus a

529
00:22:41,800 --> 00:22:44,399
Speaker 4: company which is maybe a bit unsexy on the job ad,

530
00:22:44,640 --> 00:22:46,240
Speaker 4: but they've got this culture of like.

531
00:22:46,280 --> 00:22:48,560
Speaker 3: Oh, cool idea, Yeah, go, let's go for it.

532
00:22:48,800 --> 00:22:52,400
Speaker 4: And the best jobs that I've ever had have been

533
00:22:52,440 --> 00:22:54,920
Speaker 4: the unsexy ones that I wouldn't have thought would be

534
00:22:54,960 --> 00:22:56,800
Speaker 4: so satisfying from the outside.

535
00:22:56,840 --> 00:22:58,720
Speaker 1: Well, I think that's another thing that people can be

536
00:22:59,280 --> 00:23:02,119
Speaker 1: not misled by, but especially now in this like social

537
00:23:02,200 --> 00:23:04,400
Speaker 1: media world that we're living in where businesses.

538
00:23:03,960 --> 00:23:05,960
Speaker 2: Are online and their staff are online.

539
00:23:06,320 --> 00:23:09,280
Speaker 1: And I'm sure this has like happened for us as well,

540
00:23:09,800 --> 00:23:12,960
Speaker 1: is we have people applying for jobs because they want

541
00:23:12,960 --> 00:23:15,960
Speaker 1: to work at Fate. Yes, and this is I've spoken

542
00:23:15,960 --> 00:23:18,240
Speaker 1: about this like ages ago on the pod and people

543
00:23:18,320 --> 00:23:20,119
Speaker 1: kind of take it the wrong way. But you know,

544
00:23:20,160 --> 00:23:22,480
Speaker 1: we have people apply for jobs with us and they go,

545
00:23:22,520 --> 00:23:25,280
Speaker 1: I want to work at Fate. I love Britney and

546
00:23:25,320 --> 00:23:29,719
Speaker 1: we say you're an immediate no. Not because you know,

547
00:23:29,760 --> 00:23:32,280
Speaker 1: we don't love that. We want people to love the brand,

548
00:23:32,320 --> 00:23:34,160
Speaker 1: and if they just so happen to love me, that's fine.

549
00:23:34,160 --> 00:23:39,159
Speaker 7: But if that's their only reason, fore no, exactly, and

550
00:23:39,200 --> 00:23:43,119
Speaker 7: because they're going to be disappointed because I think you know,

551
00:23:43,160 --> 00:23:45,560
Speaker 7: we post all the fun shit on social media, but

552
00:23:45,600 --> 00:23:49,000
Speaker 7: that is a smither of our day and I think

553
00:23:49,040 --> 00:23:51,160
Speaker 7: people like, especially like coming to work in our warehouse

554
00:23:51,200 --> 00:23:53,840
Speaker 7: and stuff where they see like our crazy warehouse TikTok videos.

555
00:23:53,960 --> 00:23:56,879
Speaker 1: We do that once a week for five minutes. The

556
00:23:56,920 --> 00:23:59,840
Speaker 1: rest of the time we're sweating and working in the warehouse.

557
00:23:59,880 --> 00:24:02,119
Speaker 1: I think people have applied and got the job, and

558
00:24:02,160 --> 00:24:03,760
Speaker 1: then they work for two weeks they go, actually, this

559
00:24:03,760 --> 00:24:06,400
Speaker 1: isn't for me because it's actually like physical and you're

560
00:24:06,560 --> 00:24:09,240
Speaker 1: hard and lifting boxes and stuff. So that's another thing

561
00:24:09,560 --> 00:24:11,560
Speaker 1: I think everyone needs to be mindful of, Like when

562
00:24:11,560 --> 00:24:14,000
Speaker 1: you are seeing all these cool online businesses and yeah

563
00:24:14,000 --> 00:24:15,680
Speaker 1: we're a cool business and yeah we have fun and

564
00:24:15,720 --> 00:24:19,159
Speaker 1: all that, but it's not social media in real life.

565
00:24:19,520 --> 00:24:22,560
Speaker 1: And I think social media can make businesses look like

566
00:24:22,680 --> 00:24:23,400
Speaker 1: that's all you do.

567
00:24:23,560 --> 00:24:26,000
Speaker 4: Yeah, I think that's on business a bit to put

568
00:24:26,040 --> 00:24:28,080
Speaker 4: that stuff in the ad. Oh yeah, I think ads

569
00:24:28,080 --> 00:24:30,600
Speaker 4: should say here's why you might not like this job,

570
00:24:31,200 --> 00:24:35,320
Speaker 4: because transparency works both ways. Want to be putting off

571
00:24:35,480 --> 00:24:38,760
Speaker 4: the wrong kind of people from applying. Hey, if you

572
00:24:38,800 --> 00:24:41,280
Speaker 4: don't like getting sweaty, if you don't like working in

573
00:24:41,320 --> 00:24:44,920
Speaker 4: a dusty environment, if you don't like whatever the things are,

574
00:24:45,440 --> 00:24:46,919
Speaker 4: then you might not like this job exactly.

575
00:24:46,960 --> 00:24:50,160
Speaker 1: And we've had to be like so mindful of doing

576
00:24:50,160 --> 00:24:52,919
Speaker 1: that in our interviewing as well, especially when we're interviewing

577
00:24:52,920 --> 00:24:54,800
Speaker 1: for the warehouse, Like are you fine with being on

578
00:24:54,800 --> 00:24:56,360
Speaker 1: your feet for eight hours at a time?

579
00:24:56,440 --> 00:24:57,040
Speaker 2: Are you fine?

580
00:24:57,320 --> 00:24:59,560
Speaker 1: Like we asked all these questions because we don't want

581
00:24:59,560 --> 00:25:01,840
Speaker 1: someone to just be applying because they saw us dancing

582
00:25:01,880 --> 00:25:03,280
Speaker 1: in the warehouse on TikTok.

583
00:25:03,400 --> 00:25:05,560
Speaker 2: Yeah, because they'll come in and go where are they?

584
00:25:05,680 --> 00:25:09,320
Speaker 1: Like for five seconds to film the video and then

585
00:25:09,320 --> 00:25:11,640
Speaker 1: we're straight back on our do my hair.

586
00:25:11,440 --> 00:25:11,800
Speaker 2: For the day.

587
00:25:11,800 --> 00:25:12,400
Speaker 4: Where's the cat?

588
00:25:12,720 --> 00:25:14,200
Speaker 3: Yeah, where's the tripod?

589
00:25:15,000 --> 00:25:17,040
Speaker 1: And so I'm so with you on that, like, yeah,

590
00:25:17,040 --> 00:25:18,600
Speaker 1: you want to work at a cool place that you

591
00:25:18,760 --> 00:25:21,199
Speaker 1: love and admire, but it's not always going to be

592
00:25:21,480 --> 00:25:22,600
Speaker 1: yeah TikTok.

593
00:25:22,800 --> 00:25:22,960
Speaker 2: Yeah.

594
00:25:22,960 --> 00:25:24,960
Speaker 4: I think that's an example for you. And like working

595
00:25:24,960 --> 00:25:26,960
Speaker 4: in radio, people must think like, oh, that's going to

596
00:25:27,000 --> 00:25:28,240
Speaker 4: be this fun all the time.

597
00:25:28,520 --> 00:25:29,639
Speaker 3: Yeah, and like it is.

598
00:25:29,680 --> 00:25:34,280
Speaker 5: I love it, but definitely unglamorous elements like running from

599
00:25:34,320 --> 00:25:36,880
Speaker 5: my desk where I write the news into the studio

600
00:25:37,000 --> 00:25:42,120
Speaker 5: because I'm constantly late writing news at the last minute. Yeah, deadlines, stress,

601
00:25:42,520 --> 00:25:44,800
Speaker 5: burnout of like the kind of stories that I cover,

602
00:25:44,920 --> 00:25:46,119
Speaker 5: Like it's very unsexy.

603
00:25:46,119 --> 00:25:49,199
Speaker 1: Sometimes even fashion is completely unsexy, Like there is I

604
00:25:49,240 --> 00:25:51,000
Speaker 1: shared a meme on my story the other day. It's

605
00:25:51,000 --> 00:25:53,600
Speaker 1: like me when I'm making reels and the cartoon is

606
00:25:53,600 --> 00:25:56,000
Speaker 1: all glam. It's like me ninety nine percent of the

607
00:25:56,000 --> 00:25:59,440
Speaker 1: other time, and it's like just yeah, because it's not

608
00:25:59,680 --> 00:26:03,520
Speaker 1: glam and social media can make workplaces look like like

609
00:26:03,600 --> 00:26:06,400
Speaker 1: it's glam. Probably the first to say, like we all

610
00:26:06,440 --> 00:26:09,840
Speaker 1: know social media is like fake essentially not to wear

611
00:26:09,880 --> 00:26:13,520
Speaker 1: fake people, but like running a fashion business is far

612
00:26:13,600 --> 00:26:17,480
Speaker 1: from glamorous, Like it's hard work, it's stressful, Like it's

613
00:26:17,560 --> 00:26:18,359
Speaker 1: all the things.

614
00:26:18,960 --> 00:26:20,960
Speaker 4: I think there's something you touched on where people say

615
00:26:21,400 --> 00:26:23,040
Speaker 4: this is why I want to work here, it's because

616
00:26:23,080 --> 00:26:25,640
Speaker 4: of I love Fate and I love brit I think

617
00:26:25,640 --> 00:26:27,879
Speaker 4: that's something else for I've spoken to a lot of

618
00:26:27,920 --> 00:26:31,000
Speaker 4: people who have a genuine interest for some reason, but

619
00:26:31,040 --> 00:26:34,440
Speaker 4: then they feel the pressure to say this is my

620
00:26:34,520 --> 00:26:37,679
Speaker 4: dream job. They feel like that's what the person hiring

621
00:26:37,720 --> 00:26:40,200
Speaker 4: them wants them to say, Like that's the only answer

622
00:26:40,240 --> 00:26:41,600
Speaker 4: to why do you want to work here? Oh, I've

623
00:26:41,600 --> 00:26:44,480
Speaker 4: always wanted to work here. I've worked for some companies Again,

624
00:26:44,520 --> 00:26:46,680
Speaker 4: like I said, that are unsexy and you say, oh,

625
00:26:46,680 --> 00:26:48,520
Speaker 4: why are you interested in the job? I've always wanted

626
00:26:48,560 --> 00:26:49,000
Speaker 4: to work here.

627
00:26:49,320 --> 00:26:50,520
Speaker 3: Well that's just a lie.

628
00:26:50,720 --> 00:26:52,800
Speaker 1: But we don't really know what our dream job is

629
00:26:53,160 --> 00:26:55,560
Speaker 1: in our twenty thirties, Like really, if you want to

630
00:26:55,560 --> 00:26:56,960
Speaker 1: think about it, like, sure, you can think it's a

631
00:26:56,960 --> 00:26:59,480
Speaker 1: really cool job, but yeah, a lot of people do.

632
00:26:59,480 --> 00:27:00,800
Speaker 6: Say they want to work at all.

633
00:27:03,600 --> 00:27:07,800
Speaker 1: Dream of labor, so true, I dream of laying on

634
00:27:07,840 --> 00:27:09,080
Speaker 1: a beach.

635
00:27:09,359 --> 00:27:11,159
Speaker 5: I always say on our podcast, I'm like, it was

636
00:27:11,200 --> 00:27:13,159
Speaker 5: never meant to be this deep. We're meant to be

637
00:27:13,280 --> 00:27:16,480
Speaker 5: in a field picking berries like it certainly not that deep.

638
00:27:16,480 --> 00:27:17,560
Speaker 3: But anyway, here we are.

639
00:27:17,880 --> 00:27:21,840
Speaker 4: So it's helpful to keep in mind sometimes like it's

640
00:27:21,960 --> 00:27:23,240
Speaker 4: it's not that serious.

641
00:27:23,960 --> 00:27:25,600
Speaker 1: That's what I always say too, if we're dealing with

642
00:27:25,640 --> 00:27:27,680
Speaker 1: like any sort of like conflict or whatever.

643
00:27:27,720 --> 00:27:29,760
Speaker 2: I'm like, at the end of the day, we are

644
00:27:29,840 --> 00:27:33,920
Speaker 2: selling clothes like it is not that deep. It's all

645
00:27:33,960 --> 00:27:36,800
Speaker 2: just calm down and we sell a few less tops.

646
00:27:36,840 --> 00:27:37,800
Speaker 4: No one's gonna die.

647
00:27:38,000 --> 00:27:42,200
Speaker 1: It's all good, it's all right if the marketing mistaken.

648
00:27:43,440 --> 00:27:46,080
Speaker 4: Not that deep totally. I've said the same thing to

649
00:27:46,160 --> 00:27:49,560
Speaker 4: many people in many companies, in retail industries or things

650
00:27:49,560 --> 00:27:52,280
Speaker 4: like that. Were you like, we're selling this like it's

651
00:27:52,359 --> 00:27:55,720
Speaker 4: not that urgent. It's not an emergency. No one's going

652
00:27:55,800 --> 00:27:57,600
Speaker 4: to pass away if you don't answer your phone and

653
00:27:58,280 --> 00:27:59,400
Speaker 4: at night it's okay.

654
00:28:00,200 --> 00:28:06,240
Speaker 2: Percent I'm with you on that, Britt.

655
00:28:06,280 --> 00:28:09,399
Speaker 4: I'm really curious, as someone who hires a lot, what

656
00:28:09,520 --> 00:28:11,040
Speaker 4: are the things that you notice that people do when

657
00:28:11,040 --> 00:28:13,959
Speaker 4: they're coming in for an interview that is something that

658
00:28:14,000 --> 00:28:16,280
Speaker 4: you go Oh that's not that's someone that I don't

659
00:28:16,280 --> 00:28:18,160
Speaker 4: want to hire, or that's not quite the right fit.

660
00:28:19,040 --> 00:28:19,960
Speaker 4: Oh says a lot.

661
00:28:21,760 --> 00:28:24,520
Speaker 1: I would say, back to what we were talking about

662
00:28:24,520 --> 00:28:26,680
Speaker 1: at the beginning of this episode, like people just going

663
00:28:26,720 --> 00:28:30,000
Speaker 1: way over the top and just giving you every single

664
00:28:30,080 --> 00:28:33,119
Speaker 1: answer in the most perfect way, and you can just

665
00:28:33,200 --> 00:28:36,240
Speaker 1: kind of tell like you're just saying, yeah, you're saying

666
00:28:36,280 --> 00:28:41,080
Speaker 1: exactly what I want to hear. Another one would probably be, like,

667
00:28:41,120 --> 00:28:43,560
Speaker 1: we do a lot of personality questions for our roles

668
00:28:43,600 --> 00:28:46,400
Speaker 1: at Fate, Like, again, we're looking for a good culture fit,

669
00:28:46,960 --> 00:28:49,760
Speaker 1: but when people go a bit too rogue with their answers,

670
00:28:50,400 --> 00:28:52,840
Speaker 1: an easy question that we ask is how would your

671
00:28:52,840 --> 00:28:54,640
Speaker 1: friends describe you in three words?

672
00:28:54,920 --> 00:28:57,080
Speaker 2: Because we just want to hear a bit about their personality.

673
00:28:57,160 --> 00:28:59,640
Speaker 1: And like with a question like that, I would say,

674
00:28:59,640 --> 00:29:02,320
Speaker 1: like be honest, but like also play it safe and

675
00:29:02,320 --> 00:29:04,400
Speaker 1: you'd be surprised, like some people say like.

676
00:29:06,800 --> 00:29:09,000
Speaker 2: A bit arrogant and like, you know.

677
00:29:09,000 --> 00:29:13,000
Speaker 1: They go really honest that I can't think of what

678
00:29:13,000 --> 00:29:14,080
Speaker 1: people have said, but do you know.

679
00:29:14,120 --> 00:29:17,120
Speaker 4: What I think in those situations though, I'm like, I'm

680
00:29:17,160 --> 00:29:18,480
Speaker 4: grateful that you said.

681
00:29:18,240 --> 00:29:22,080
Speaker 2: That exposed yourself because if people have said you know.

682
00:29:23,120 --> 00:29:25,800
Speaker 1: To say that, like you obviously think that that's true

683
00:29:25,960 --> 00:29:27,720
Speaker 1: and it's helpful.

684
00:29:27,400 --> 00:29:28,600
Speaker 4: Information for me to have.

685
00:29:29,800 --> 00:29:31,440
Speaker 3: They're like bit a grow you know.

686
00:29:31,720 --> 00:29:34,800
Speaker 1: Yeah, well I'll say like wild or you know, and

687
00:29:34,840 --> 00:29:36,680
Speaker 1: I'm like, oh, I don't think you should be saying

688
00:29:36,680 --> 00:29:39,560
Speaker 1: that to us right now, So be honest, but maybe

689
00:29:39,600 --> 00:29:43,680
Speaker 1: just refrain when it comes to those kind of questions.

690
00:29:44,360 --> 00:29:46,239
Speaker 1: And the other thing that I would say is a

691
00:29:46,240 --> 00:29:48,880
Speaker 1: bit of a not so much a red flag in interviewing,

692
00:29:48,920 --> 00:29:53,640
Speaker 1: but if someone is talking a lot terribly about their

693
00:29:53,640 --> 00:29:57,320
Speaker 1: current workplace or the past one, Oh, like I worked there,

694
00:29:57,320 --> 00:29:59,640
Speaker 1: it was so toxic, blah blah blah. Like again, you

695
00:29:59,640 --> 00:30:02,840
Speaker 1: can say something about why you're not working somewhere anymore,

696
00:30:03,080 --> 00:30:03,760
Speaker 1: but maybe.

697
00:30:03,560 --> 00:30:05,320
Speaker 3: Just keep its sentence, keep it light.

698
00:30:05,400 --> 00:30:07,640
Speaker 5: For the first to say to the trauma dump for

699
00:30:07,680 --> 00:30:10,160
Speaker 5: your bestie on the phone, exactly leave that at the door.

700
00:30:10,280 --> 00:30:13,240
Speaker 2: Yeah, what are things that you notice?

701
00:30:13,400 --> 00:30:15,600
Speaker 4: Well, we see that come up a bit a lot

702
00:30:15,720 --> 00:30:19,440
Speaker 4: when people are terrified to say anything bad about their

703
00:30:19,440 --> 00:30:22,600
Speaker 4: current workplace. Actually, and almost it goes the other way.

704
00:30:22,680 --> 00:30:25,160
Speaker 4: So the advice that you've just given, there's some people

705
00:30:25,200 --> 00:30:26,800
Speaker 4: that are listening to this right now, and they're going

706
00:30:26,840 --> 00:30:29,680
Speaker 4: to take that as I can't say a single even

707
00:30:29,800 --> 00:30:32,160
Speaker 4: mutual thing about their workplace, and so then they tie

708
00:30:32,200 --> 00:30:35,239
Speaker 4: themselves up in knots to say, oh, well, I just

709
00:30:35,280 --> 00:30:37,200
Speaker 4: need a new challenge, and it's like, oh, but you

710
00:30:37,320 --> 00:30:40,200
Speaker 4: left there with no other job, like are you sure?

711
00:30:40,240 --> 00:30:43,280
Speaker 4: And then you feel like I'm missing something like yeah,

712
00:30:43,320 --> 00:30:45,560
Speaker 4: there's a gap to this story. It doesn't make sense,

713
00:30:45,600 --> 00:30:47,000
Speaker 4: and you never want to let.

714
00:30:46,800 --> 00:30:50,000
Speaker 5: The interviewer fill in those gaps themselves and go, oh,

715
00:30:50,080 --> 00:30:53,640
Speaker 5: maybe they got fired for something really awful, like indecency

716
00:30:53,720 --> 00:30:56,040
Speaker 5: at work or something. You want to be honest so

717
00:30:56,080 --> 00:30:58,360
Speaker 5: that they don't have to run their mind of what

718
00:30:58,400 --> 00:30:58,840
Speaker 5: it could be.

719
00:30:59,000 --> 00:31:01,160
Speaker 4: Yeah, and tying them selves up in knots, then not

720
00:31:01,200 --> 00:31:03,920
Speaker 4: being able to tell their story or having a gap

721
00:31:04,160 --> 00:31:08,440
Speaker 4: or not giving enough detail. There's so many things that

722
00:31:08,440 --> 00:31:10,240
Speaker 4: people kind of get tied up with with that intro

723
00:31:10,360 --> 00:31:12,480
Speaker 4: thing about where they're at at the moment. But I

724
00:31:12,520 --> 00:31:15,280
Speaker 4: think the biggest thing for us is that people prepare

725
00:31:15,320 --> 00:31:18,680
Speaker 4: for job interviews completely backwards, completely the wrong way. And

726
00:31:18,840 --> 00:31:21,120
Speaker 4: what do we hear the most often where people say

727
00:31:21,120 --> 00:31:22,400
Speaker 4: how they've done their prep.

728
00:31:22,400 --> 00:31:23,840
Speaker 3: Every single person without fail.

729
00:31:24,040 --> 00:31:29,800
Speaker 5: Google's common interview I know ten interview questions and they're always.

730
00:31:29,640 --> 00:31:31,640
Speaker 2: What are your strengths weaknesses?

731
00:31:32,840 --> 00:31:33,560
Speaker 4: It's the worst.

732
00:31:33,600 --> 00:31:35,959
Speaker 2: So we don't ask any of those kinds of questions.

733
00:31:35,760 --> 00:31:39,200
Speaker 4: And I feel like that's the most don't And every

734
00:31:39,840 --> 00:31:42,800
Speaker 4: interview coaching session I do, people will say, oh, but

735
00:31:42,840 --> 00:31:44,640
Speaker 4: what do I say for weaknesses? And I'm like, or

736
00:31:44,680 --> 00:31:46,120
Speaker 4: do you have something in mind? And they're like, oh, yeah,

737
00:31:46,120 --> 00:31:47,480
Speaker 4: I was going to say this, and I'm like, great,

738
00:31:47,960 --> 00:31:49,440
Speaker 4: I don't think it's actually going to come up.

739
00:31:49,640 --> 00:31:51,800
Speaker 2: No, I feel like no one asks the question now.

740
00:31:52,160 --> 00:31:53,560
Speaker 4: Sure you don't want to be put on the spot

741
00:31:53,600 --> 00:31:55,760
Speaker 4: and like I have, I have no idea, I've never

742
00:31:55,760 --> 00:31:58,240
Speaker 4: thought about this before, and then you panic, Like we

743
00:31:58,320 --> 00:32:01,160
Speaker 4: try and avoid that, like thinking on the spot because

744
00:32:01,280 --> 00:32:04,840
Speaker 4: under pressure of his brain works properly. So you want

745
00:32:04,840 --> 00:32:07,120
Speaker 4: to have something in mind. But who's going to hire

746
00:32:07,200 --> 00:32:08,960
Speaker 4: someone just based off of strengths and weaknesses?

747
00:32:09,080 --> 00:32:09,280
Speaker 2: Question?

748
00:32:09,280 --> 00:32:12,400
Speaker 1: I want, like, no one cares about your strengths and weaknesses,

749
00:32:12,480 --> 00:32:14,040
Speaker 1: And even if you're being asked, like I feel like

750
00:32:14,040 --> 00:32:15,920
Speaker 1: they're just asking that to tick boxes.

751
00:32:15,920 --> 00:32:18,040
Speaker 2: And I'd say on that as well.

752
00:32:18,720 --> 00:32:21,560
Speaker 1: Another thing that we notice in interviews, obviously people are

753
00:32:21,600 --> 00:32:25,920
Speaker 1: nervous when they're being interviewed, like everyone's nervous when they're interviewing,

754
00:32:26,400 --> 00:32:29,880
Speaker 1: and like in my experience, you'll notice that people will

755
00:32:29,920 --> 00:32:33,080
Speaker 1: try to like overcompensate that nervousness, and then you ask

756
00:32:33,120 --> 00:32:35,520
Speaker 1: them one question where it could be like a couple

757
00:32:35,560 --> 00:32:38,680
Speaker 1: of sentences for the answer, but then they'll like ramble

758
00:32:38,720 --> 00:32:41,239
Speaker 1: and go in circles and end up somewhere, you know,

759
00:32:41,320 --> 00:32:44,520
Speaker 1: two thousand kilometers away from the question. And so my

760
00:32:44,600 --> 00:32:47,680
Speaker 1: advice to people would be, like, take your time when

761
00:32:47,680 --> 00:32:50,280
Speaker 1: you're answering questions in an interview, like take a second

762
00:32:50,280 --> 00:32:51,240
Speaker 1: to breathe.

763
00:32:51,160 --> 00:32:53,520
Speaker 4: Ask them to repeat the question. Yeah, say, oh, do

764
00:32:53,520 --> 00:32:55,120
Speaker 4: you mind if I have a think about that? Hey,

765
00:32:55,160 --> 00:32:56,600
Speaker 4: I have a notebook. I'm just going to have a

766
00:32:56,600 --> 00:32:59,040
Speaker 4: look at my notes for a second. How much better

767
00:32:59,120 --> 00:32:59,840
Speaker 4: is that going to be?

768
00:33:00,120 --> 00:33:02,640
Speaker 1: Then they'm gone, and then all of a sudden, they're

769
00:33:02,640 --> 00:33:04,720
Speaker 1: telling your life story and you're like, wait, what did

770
00:33:04,760 --> 00:33:05,560
Speaker 1: we even ask them?

771
00:33:05,560 --> 00:33:06,800
Speaker 2: Like, how have we got to this point?

772
00:33:07,040 --> 00:33:09,880
Speaker 4: It's because they It's because they don't have a good

773
00:33:09,920 --> 00:33:12,760
Speaker 4: solid answer, and so then they say something and they

774
00:33:12,800 --> 00:33:14,880
Speaker 4: feel like it's not enough, so they add something else,

775
00:33:15,000 --> 00:33:16,520
Speaker 4: and then they didn't tell it right, so they now

776
00:33:16,520 --> 00:33:20,080
Speaker 4: they have to add context and they get themselves into

777
00:33:20,160 --> 00:33:21,200
Speaker 4: a real situation like.

778
00:33:21,200 --> 00:33:23,239
Speaker 1: A snowball, and it keeps getting bigger and they're like

779
00:33:23,320 --> 00:33:25,360
Speaker 1: some people even go, oh my god, sorry, like I'm rambling.

780
00:33:25,440 --> 00:33:26,920
Speaker 2: I don't even know what I'm saying anymore.

781
00:33:27,040 --> 00:33:29,720
Speaker 1: So my advice is just like, breathe, take your time,

782
00:33:30,080 --> 00:33:33,160
Speaker 1: ye Like it's they're so nervous, but you need to

783
00:33:33,200 --> 00:33:36,280
Speaker 1: know like us on the other end, like we're not yeah,

784
00:33:36,360 --> 00:33:39,400
Speaker 1: like we're just happy to chat. And another thing like

785
00:33:39,880 --> 00:33:42,160
Speaker 1: I would say, as well as ask questions, we always

786
00:33:42,280 --> 00:33:44,640
Speaker 1: finish our interviews with do you have any questions for us?

787
00:33:44,640 --> 00:33:44,960
Speaker 1: At all?

788
00:33:45,360 --> 00:33:48,040
Speaker 2: And that is always such a good sign if someone

789
00:33:48,080 --> 00:33:49,720
Speaker 2: has come prepared with questions.

790
00:33:49,760 --> 00:33:51,840
Speaker 1: So I would say, even if you don't get asked,

791
00:33:52,200 --> 00:33:54,240
Speaker 1: you know, do you have any questions for usk? Have

792
00:33:54,320 --> 00:33:56,479
Speaker 1: something prepared that you want to ask for even if

793
00:33:56,480 --> 00:33:58,640
Speaker 1: they don't give you the opportunity, I would bring, say

794
00:33:58,640 --> 00:33:59,280
Speaker 1: a notebook.

795
00:33:59,480 --> 00:34:01,640
Speaker 4: I think people think to themselves, what's a good question

796
00:34:01,720 --> 00:34:03,920
Speaker 4: to ask? And they google again what's a good question

797
00:34:04,040 --> 00:34:07,360
Speaker 4: is and they get to most they're thinking, what's a

798
00:34:07,440 --> 00:34:09,400
Speaker 4: question that's going to sound good? And it's kind of

799
00:34:09,440 --> 00:34:11,040
Speaker 4: like they're not even listening to the answer. They just

800
00:34:11,400 --> 00:34:13,600
Speaker 4: asked it to look good and to ask the question.

801
00:34:14,160 --> 00:34:17,160
Speaker 4: The biggest thing our advice when it comes to picking

802
00:34:17,200 --> 00:34:18,640
Speaker 4: a question to ask at the end is you have

803
00:34:18,680 --> 00:34:21,000
Speaker 4: to be actually genuinely curious about it. What do you

804
00:34:21,040 --> 00:34:24,120
Speaker 4: actually want to know about this company? About this team?

805
00:34:24,360 --> 00:34:26,200
Speaker 4: If you've worked in an environment where they didn't love

806
00:34:26,239 --> 00:34:29,080
Speaker 4: your ideas and you're the kind of person that likes innovation,

807
00:34:29,440 --> 00:34:31,640
Speaker 4: ask them about that. Hey, when's the last time someone

808
00:34:31,680 --> 00:34:33,600
Speaker 4: had a cool idea and you ran with it? And

809
00:34:33,680 --> 00:34:34,600
Speaker 4: whose idea was it?

810
00:34:35,080 --> 00:34:37,480
Speaker 1: If you really like a boss who gives you feedback, hey,

811
00:34:37,480 --> 00:34:39,120
Speaker 1: how do you deliver feedback to your team?

812
00:34:39,239 --> 00:34:39,359
Speaker 2: Like?

813
00:34:39,640 --> 00:34:41,839
Speaker 4: You have to start from something that you actually want

814
00:34:41,840 --> 00:34:44,840
Speaker 4: to know. I think that's so game changer When the

815
00:34:44,920 --> 00:34:47,960
Speaker 4: question you can tell they actually care about it and

816
00:34:48,000 --> 00:34:50,279
Speaker 4: it's come from Hey, I like to do things like this,

817
00:34:50,480 --> 00:34:51,800
Speaker 4: what's your approach here?

818
00:34:52,080 --> 00:34:53,440
Speaker 3: And to help you get inspired?

819
00:34:53,520 --> 00:34:56,960
Speaker 5: Imagine if you were to start working there tomorrow, what

820
00:34:57,080 --> 00:34:59,440
Speaker 5: do you genuinely want to know? If you have If

821
00:34:59,440 --> 00:35:01,320
Speaker 5: you're going to start worked tow you have no questions,

822
00:35:01,400 --> 00:35:02,880
Speaker 5: you know everything, You're just going to rock up.

823
00:35:02,920 --> 00:35:03,960
Speaker 3: And that's insane.

824
00:35:04,000 --> 00:35:06,120
Speaker 5: Like, if you were actually going to start working there,

825
00:35:06,360 --> 00:35:08,239
Speaker 5: what do you want to know, maybe how do the

826
00:35:08,280 --> 00:35:10,920
Speaker 5: departments collaborate together? Like if you're in sales, how do

827
00:35:10,960 --> 00:35:14,200
Speaker 5: you work with promotions? Or what's that interconnecting link?

828
00:35:14,239 --> 00:35:16,720
Speaker 4: And we and we have actually like a free download

829
00:35:16,760 --> 00:35:18,960
Speaker 4: of like seventy plus questions you can ask at the

830
00:35:19,000 --> 00:35:21,640
Speaker 4: end as well for inspiration. But our caveat on that

831
00:35:21,800 --> 00:35:24,439
Speaker 4: is don't start there and be like, which one's sound hood? Yeah?

832
00:35:24,480 --> 00:35:26,120
Speaker 1: No, So you've got to find a question that you're

833
00:35:26,120 --> 00:35:28,359
Speaker 1: interested in. And I think even if at the end

834
00:35:28,360 --> 00:35:32,279
Speaker 1: of an interview you know there's no time or there's

835
00:35:32,280 --> 00:35:34,040
Speaker 1: no opportunity, they don't say, do you have any questions

836
00:35:34,040 --> 00:35:35,440
Speaker 1: for us? I think you need to be the one

837
00:35:35,440 --> 00:35:38,160
Speaker 1: to say before this wraps up, could I ask a question?

838
00:35:38,400 --> 00:35:42,880
Speaker 1: And one again, don't take this and use it because

839
00:35:42,960 --> 00:35:45,520
Speaker 1: it might not work for you. But one person that

840
00:35:45,560 --> 00:35:47,279
Speaker 1: really stood out to me. It was sometime last year.

841
00:35:47,280 --> 00:35:49,560
Speaker 1: I don't remember what role we were hiring for. I

842
00:35:49,600 --> 00:35:52,040
Speaker 1: wasn't doing the interviews, like two of our team members

843
00:35:52,040 --> 00:35:56,120
Speaker 1: were doing the interviews, but someone asked them what are

844
00:35:56,120 --> 00:35:59,000
Speaker 1: both of your roles exactly? And why do you love

845
00:35:59,040 --> 00:36:01,360
Speaker 1: what you do? And they were like they came and

846
00:36:01,400 --> 00:36:03,319
Speaker 1: told me after like someone asked us like what are

847
00:36:03,320 --> 00:36:05,759
Speaker 1: our roles and how long have we worked there? And

848
00:36:05,800 --> 00:36:07,920
Speaker 1: what is it that we love about the role? And

849
00:36:07,960 --> 00:36:10,200
Speaker 1: they wanted to know like exactly what their roles.

850
00:36:10,120 --> 00:36:13,080
Speaker 5: And people love talking about themselves, like if it gets

851
00:36:13,080 --> 00:36:15,240
Speaker 5: flipped to the interviewer and they get to talk about

852
00:36:15,640 --> 00:36:16,720
Speaker 5: cool things they've done.

853
00:36:16,560 --> 00:36:18,239
Speaker 3: And why they love it, like they love that.

854
00:36:18,320 --> 00:36:20,120
Speaker 2: So that was a really great question that someone asked

855
00:36:20,120 --> 00:36:21,560
Speaker 2: one type that stuck.

856
00:36:21,239 --> 00:36:23,160
Speaker 4: With me, And I think it's a much better question

857
00:36:23,239 --> 00:36:28,040
Speaker 4: than what's the culture like because like you, of course

858
00:36:28,080 --> 00:36:29,359
Speaker 4: you want to know about the culture. That's a good

859
00:36:29,400 --> 00:36:31,480
Speaker 4: thing to want to know about, but ask it in

860
00:36:31,520 --> 00:36:34,040
Speaker 4: a way that's like, well, what do you mean about

861
00:36:34,040 --> 00:36:35,920
Speaker 4: the culture? Do you mean do we have lunch together?

862
00:36:36,120 --> 00:36:39,160
Speaker 4: Or do you mean like do we care about feedback

863
00:36:39,200 --> 00:36:41,799
Speaker 4: and innovation and performance? Like what are you actually asking? Like,

864
00:36:42,120 --> 00:36:44,759
Speaker 4: come up with a deeper way of asking what you

865
00:36:44,800 --> 00:36:48,120
Speaker 4: want to know? Absolutely, And I think lastly back to

866
00:36:48,320 --> 00:36:52,440
Speaker 4: kind of preparing for interviews the wrong way. The advice

867
00:36:52,520 --> 00:36:54,799
Speaker 4: of take a breath and take a sec before you

868
00:36:54,880 --> 00:36:57,840
Speaker 4: answer excellent, But the other thing that people have to

869
00:36:57,880 --> 00:37:02,719
Speaker 4: do first is prepare their stories in advance. So you

870
00:37:02,800 --> 00:37:05,719
Speaker 4: have to go through your experience you don't know what

871
00:37:05,840 --> 00:37:07,759
Speaker 4: questions you're going to get asked. There's no way to

872
00:37:07,840 --> 00:37:10,120
Speaker 4: tell what an interview is going to ask you. And honestly,

873
00:37:10,320 --> 00:37:12,480
Speaker 4: when I'm preparing for an interview, I haven't decided yet.

874
00:37:12,480 --> 00:37:15,000
Speaker 4: I'm deciding the questions as I think of them in

875
00:37:15,040 --> 00:37:17,120
Speaker 4: the interview, sometimes based on what we're talking about.

876
00:37:17,239 --> 00:37:19,920
Speaker 1: Yeah, we go rogue sometimes and other questions, especially if

877
00:37:19,920 --> 00:37:21,680
Speaker 1: the interview is going well, and then you want to

878
00:37:21,719 --> 00:37:24,240
Speaker 1: keep finding out more about this person, You're like, well, also,

879
00:37:24,600 --> 00:37:26,799
Speaker 1: here's this question, So he need stories ready?

880
00:37:26,880 --> 00:37:29,399
Speaker 6: Yeah, half of my interview for Nova was talking about

881
00:37:29,400 --> 00:37:30,239
Speaker 6: the Real Housewives.

882
00:37:30,960 --> 00:37:33,080
Speaker 4: I love that. Who would have predicted that? Right?

883
00:37:33,120 --> 00:37:34,040
Speaker 6: I got me the job.

884
00:37:35,680 --> 00:37:37,799
Speaker 4: So you want to have your stories prepped. You want

885
00:37:37,800 --> 00:37:40,960
Speaker 4: to go through your experience because that's what we know.

886
00:37:41,040 --> 00:37:42,600
Speaker 4: The topic of the interview is going to be. We're

887
00:37:42,600 --> 00:37:44,520
Speaker 4: going to be talking about what you've done at work before.

888
00:37:44,880 --> 00:37:47,360
Speaker 4: That's not going to change between now in the interview.

889
00:37:47,760 --> 00:37:50,600
Speaker 4: So you can go through your memory, think about, Okay,

890
00:37:50,120 --> 00:37:52,440
Speaker 4: what are the things that I've done that I'm proud

891
00:37:52,480 --> 00:37:54,600
Speaker 4: of that I want to make sure that they get

892
00:37:54,600 --> 00:37:56,600
Speaker 4: to hear about. I want to walk out of that

893
00:37:56,680 --> 00:37:58,840
Speaker 4: interview making sure that they know about that big project

894
00:37:58,840 --> 00:38:01,040
Speaker 4: that I did because imagine you, oh, but I didn't

895
00:38:01,040 --> 00:38:01,680
Speaker 4: get asked a question.

896
00:38:01,680 --> 00:38:03,440
Speaker 3: It's just like the bad boss thing. You don't want

897
00:38:03,440 --> 00:38:05,319
Speaker 3: to wait until you get the perfect boss that's like, hey,

898
00:38:05,320 --> 00:38:06,600
Speaker 3: what are your goals? What do you want to do?

899
00:38:06,920 --> 00:38:08,719
Speaker 3: We're weaseling in. We're like, I don't care if you

900
00:38:08,719 --> 00:38:09,680
Speaker 3: don't ask me about this.

901
00:38:09,760 --> 00:38:11,000
Speaker 2: I'm going to find a way to.

902
00:38:10,920 --> 00:38:13,000
Speaker 4: Talk about I'm going to make sure that I mentioned this.

903
00:38:13,200 --> 00:38:15,279
Speaker 4: And so then you get a question about tell me

904
00:38:15,320 --> 00:38:18,080
Speaker 4: about a time you dealt with a difficult person or whatever.

905
00:38:18,239 --> 00:38:20,520
Speaker 4: Instead of picking that one random time that you had

906
00:38:20,520 --> 00:38:24,399
Speaker 4: a horrible client or whatever, talk about that really tough

907
00:38:24,400 --> 00:38:26,080
Speaker 4: project that you did that you really want them to

908
00:38:26,120 --> 00:38:28,360
Speaker 4: know about that also probably had a couple of difficult

909
00:38:28,360 --> 00:38:31,680
Speaker 4: stakeholders in it. Like use the questions as an opportunity

910
00:38:31,719 --> 00:38:35,239
Speaker 4: to talk about your pre prepared stories that avoids you

911
00:38:35,920 --> 00:38:39,840
Speaker 4: rambling because you've decided this is the story. I've prepped

912
00:38:39,840 --> 00:38:42,160
Speaker 4: it beforehand. You've got a whole bunch of them. Then

913
00:38:42,200 --> 00:38:44,279
Speaker 4: all you have to do in the interview is match them.

914
00:38:44,640 --> 00:38:47,560
Speaker 5: My favorite analogy to give is it's like throw back

915
00:38:47,560 --> 00:38:49,960
Speaker 5: to year twelve. H youc English exams. Yeah, you know

916
00:38:50,040 --> 00:38:52,600
Speaker 5: your set text. Set text is your experience. You know

917
00:38:52,640 --> 00:38:54,840
Speaker 5: it inside out. You pick out all your quotes beforehand.

918
00:38:54,840 --> 00:38:55,800
Speaker 5: You've got the memorized.

919
00:38:55,880 --> 00:38:57,440
Speaker 3: You go in. You don't know if they're going to

920
00:38:57,480 --> 00:38:59,520
Speaker 3: ask you about belonging or love.

921
00:38:59,719 --> 00:39:01,480
Speaker 2: Yeah, but you're ready long.

922
00:39:06,200 --> 00:39:08,319
Speaker 5: And you can adapt. It doesn't matter what the question is.

923
00:39:08,520 --> 00:39:10,719
Speaker 5: You stick your quotes in and you link them up

924
00:39:10,760 --> 00:39:12,200
Speaker 5: and make it work.

925
00:39:12,440 --> 00:39:14,640
Speaker 4: You don't know the exam question, but you've got all

926
00:39:14,680 --> 00:39:16,680
Speaker 4: your stuff prepped. It's the same concept.

927
00:39:16,760 --> 00:39:19,040
Speaker 1: Have your stories so you aren't gone, oh, I can't

928
00:39:19,040 --> 00:39:20,520
Speaker 1: really think off the top of my head.

929
00:39:20,360 --> 00:39:22,960
Speaker 4: And you don't want to be remembering on the spot.

930
00:39:23,040 --> 00:39:23,720
Speaker 4: That's really different.

931
00:39:23,760 --> 00:39:26,000
Speaker 3: That's when you turn into smooth brain, no thoughts.

932
00:39:25,800 --> 00:39:29,200
Speaker 4: Yeap, no one's and you're like panicking, and then it

933
00:39:29,200 --> 00:39:32,680
Speaker 4: gets worse and you're sweating, and then you also want

934
00:39:32,719 --> 00:39:34,200
Speaker 4: to just not think of them. But you want to

935
00:39:34,200 --> 00:39:36,480
Speaker 4: structure them as well. They need a beginning, a middle,

936
00:39:36,480 --> 00:39:38,879
Speaker 4: and an end. You can use star, you can use car.

937
00:39:38,960 --> 00:39:41,919
Speaker 4: They're all the same. We talk about situation, what I did,

938
00:39:42,000 --> 00:39:44,200
Speaker 4: and result. It's the same thing. If you've told a

939
00:39:44,239 --> 00:39:47,280
Speaker 4: story about like some tea, something that happened on the weekend.

940
00:39:47,360 --> 00:39:48,360
Speaker 4: You know how to tell a story.

941
00:39:48,400 --> 00:39:49,640
Speaker 3: This is a car breaking down.

942
00:39:49,840 --> 00:39:51,640
Speaker 4: It's not new to anyone. You're like, you set the

943
00:39:51,680 --> 00:39:54,640
Speaker 4: scene first, So I'm on the highway right and the

944
00:39:54,719 --> 00:39:57,640
Speaker 4: car cast flying and you're setting the scene. So that's

945
00:39:57,680 --> 00:40:01,120
Speaker 4: the situation. Then what happened and then my car starts

946
00:40:01,120 --> 00:40:03,320
Speaker 4: slowing down and so I'm pressing the accelerator. That's the

947
00:40:03,360 --> 00:40:05,680
Speaker 4: what I did. What happened, and then what was the

948
00:40:05,760 --> 00:40:07,600
Speaker 4: end result? You might talk about, Okay, then I called

949
00:40:07,640 --> 00:40:10,120
Speaker 4: this stranger ended up giving me a lift back to work,

950
00:40:10,200 --> 00:40:12,200
Speaker 4: and then so I made it to work on time.

951
00:40:12,280 --> 00:40:14,440
Speaker 4: Like that's your result, right, Like everybody knows how to

952
00:40:14,440 --> 00:40:16,680
Speaker 4: tell a story, Like hundred pc, we just go into

953
00:40:16,719 --> 00:40:19,680
Speaker 4: an interview and forget that we're human, and we forget

954
00:40:19,680 --> 00:40:21,799
Speaker 4: how to communicate, and we turn into like, oh I'm

955
00:40:21,840 --> 00:40:22,680
Speaker 4: an interview.

956
00:40:22,640 --> 00:40:26,560
Speaker 1: And funny the other end, it's like, especially us, it's

957
00:40:26,560 --> 00:40:27,520
Speaker 1: like where does cool girls?

958
00:40:27,840 --> 00:40:30,520
Speaker 2: You know, it's not that serious, you know, just trying

959
00:40:30,520 --> 00:40:31,520
Speaker 2: to tell us some stories.

960
00:40:31,560 --> 00:40:33,440
Speaker 5: And at the start you mentioned that people go to

961
00:40:33,760 --> 00:40:38,120
Speaker 5: like robotic and this screed to sound smart.

962
00:40:38,320 --> 00:40:40,160
Speaker 3: We are like, just speak like a human.

963
00:40:40,280 --> 00:40:42,680
Speaker 5: A lot of people tend to use heaps of buzzwords

964
00:40:42,680 --> 00:40:45,319
Speaker 5: because they think that it makes them sound intelligent. So

965
00:40:45,360 --> 00:40:49,640
Speaker 5: they're like, yeah, well I managed stakeholder relationships categorically to

966
00:40:49,719 --> 00:40:51,960
Speaker 5: overcome And you're like, what are you saying?

967
00:40:52,080 --> 00:40:54,000
Speaker 4: What mean you do?

968
00:40:54,320 --> 00:40:56,960
Speaker 3: Just speak in people terms, normal words.

969
00:40:57,200 --> 00:41:01,279
Speaker 1: You can actually perform worse the more you try. Yeah,

970
00:41:01,400 --> 00:41:03,359
Speaker 1: if you if you go that way, and it's your

971
00:41:03,440 --> 00:41:05,480
Speaker 1: dream job, and you put all this pressure on yourself

972
00:41:05,520 --> 00:41:08,359
Speaker 1: because you're so intimidated by amazing Brittany who you're in love.

973
00:41:10,360 --> 00:41:12,680
Speaker 1: That's why I don't do the interviews anymore. I've stepped

974
00:41:12,680 --> 00:41:14,880
Speaker 1: away from it. So people are not because they're nervous

975
00:41:14,920 --> 00:41:16,160
Speaker 1: already and they're distracted.

976
00:41:16,160 --> 00:41:17,760
Speaker 3: They're like, I'm in the room with Brittany.

977
00:41:17,840 --> 00:41:19,640
Speaker 1: Yeah, so I don't have anything to do without it

978
00:41:19,960 --> 00:41:23,319
Speaker 1: because on an earpiece, I like you. Sometimes if it's

979
00:41:23,360 --> 00:41:25,640
Speaker 1: like a role that I'm going to be like working

980
00:41:25,680 --> 00:41:28,600
Speaker 1: directly with, I'll sit behind the laptop so I'm listening.

981
00:41:28,680 --> 00:41:29,759
Speaker 2: But they don't think that I'm there.

982
00:41:29,800 --> 00:41:31,960
Speaker 1: There's like two other girls like on the screen, but

983
00:41:32,040 --> 00:41:33,719
Speaker 1: I still might want to like hear their answers and

984
00:41:33,840 --> 00:41:35,919
Speaker 1: give them like you're in our corn mode.

985
00:41:36,040 --> 00:41:37,000
Speaker 2: I am.

986
00:41:38,280 --> 00:41:38,759
Speaker 4: Them like.

987
00:41:40,440 --> 00:41:42,839
Speaker 1: And they're like fly on the wall, I've just had

988
00:41:42,880 --> 00:41:44,239
Speaker 1: a thought I need to ask you.

989
00:41:46,120 --> 00:41:47,640
Speaker 2: Yeah, well, this has been amazing.

990
00:41:47,680 --> 00:41:49,040
Speaker 1: I think we're going to keep you in the studio

991
00:41:49,040 --> 00:41:50,839
Speaker 1: a bit longer, and we're going to do another little

992
00:41:50,840 --> 00:41:53,040
Speaker 1: bonus episode because I come out with my bonus episodes

993
00:41:53,040 --> 00:41:56,200
Speaker 1: every week as well, So stay tuned for that because

994
00:41:56,200 --> 00:41:56,640
Speaker 1: that'll be.

995
00:41:56,560 --> 00:41:57,960
Speaker 2: Coming out after this episode.

996
00:41:58,200 --> 00:42:00,440
Speaker 1: But we're going to end today's episode, like I do

997
00:42:00,520 --> 00:42:02,840
Speaker 1: with everyone, I have a tip of the week that

998
00:42:02,880 --> 00:42:05,640
Speaker 1: I give to everyone. It doesn't have to be about

999
00:42:05,719 --> 00:42:07,920
Speaker 1: anything that we've spoken about. It could be just a

1000
00:42:07,960 --> 00:42:10,200
Speaker 1: life hack, or it could be something about interviewing, which

1001
00:42:10,239 --> 00:42:12,480
Speaker 1: I feel like might be really beneficial. Although I feel

1002
00:42:12,480 --> 00:42:15,240
Speaker 1: like we've given about five thousand tips in this episode

1003
00:42:15,280 --> 00:42:17,600
Speaker 1: so far, so to either or both of you, have

1004
00:42:17,680 --> 00:42:18,879
Speaker 1: a tip of the week that you can share.

1005
00:42:19,400 --> 00:42:23,360
Speaker 4: Oh, I've thought of one. This is a piece of

1006
00:42:23,400 --> 00:42:26,320
Speaker 4: advice that I give all the time. It particularly applies

1007
00:42:26,360 --> 00:42:30,920
Speaker 4: to workplaces. People will make decisions about your career in

1008
00:42:31,040 --> 00:42:33,799
Speaker 4: rooms that you're not in. They will be discussing you.

1009
00:42:33,880 --> 00:42:36,200
Speaker 4: They will be making decisions about you and what happens

1010
00:42:36,200 --> 00:42:38,799
Speaker 4: to you and what they think about you. Make sure

1011
00:42:38,880 --> 00:42:43,160
Speaker 4: you have advocates in that room. Don't underestimate the fact

1012
00:42:43,200 --> 00:42:46,319
Speaker 4: that someone like a manager you don't even report to,

1013
00:42:46,520 --> 00:42:49,080
Speaker 4: or a colleague who you sometimes interact with, are going

1014
00:42:49,120 --> 00:42:50,600
Speaker 4: to put the hand up and go yep. I back

1015
00:42:50,640 --> 00:42:54,600
Speaker 4: that I really like working with that person that goes

1016
00:42:54,760 --> 00:42:57,839
Speaker 4: so far. I've been in those rooms. I've seen those conversations.

1017
00:42:57,880 --> 00:42:58,719
Speaker 3: That's my big tip.

1018
00:42:59,160 --> 00:43:01,000
Speaker 2: I love that Xander sitting over there.

1019
00:43:00,840 --> 00:43:05,319
Speaker 6: With his mouth open, no, because I just think it's

1020
00:43:05,400 --> 00:43:06,560
Speaker 6: really good advice.

1021
00:43:06,920 --> 00:43:10,000
Speaker 4: And don't isolate yourself from the office somebody that is

1022
00:43:10,160 --> 00:43:12,520
Speaker 4: making a decision about your career and you're not there,

1023
00:43:12,640 --> 00:43:14,040
Speaker 4: and you want to make sure that someone in that

1024
00:43:14,120 --> 00:43:16,080
Speaker 4: room is going yep. I think that's a good decision.

1025
00:43:16,239 --> 00:43:16,640
Speaker 4: M hmm.

1026
00:43:16,719 --> 00:43:17,919
Speaker 2: I love that all right.

1027
00:43:18,040 --> 00:43:21,200
Speaker 5: My tip is not that exciting, But my partner said

1028
00:43:21,239 --> 00:43:22,879
Speaker 5: it to me recently and I just had a light

1029
00:43:22,920 --> 00:43:23,480
Speaker 5: bulb moment.

1030
00:43:23,760 --> 00:43:26,000
Speaker 3: He said, you don't owe a book anything.

1031
00:43:26,440 --> 00:43:29,000
Speaker 5: In the past year, I've been trying to force my

1032
00:43:29,040 --> 00:43:31,040
Speaker 5: way through books, like you know, when you're in it

1033
00:43:31,280 --> 00:43:33,040
Speaker 5: and you're not loving it, and you feel like you

1034
00:43:33,520 --> 00:43:35,960
Speaker 5: have to push through, so you don't need to finish

1035
00:43:36,000 --> 00:43:36,440
Speaker 5: the book.

1036
00:43:36,640 --> 00:43:37,319
Speaker 4: You don't need to.

1037
00:43:37,280 --> 00:43:41,160
Speaker 5: Finish I love it don't just abandon you already know

1038
00:43:41,200 --> 00:43:42,240
Speaker 5: in the first few chapters.

1039
00:43:42,280 --> 00:43:43,920
Speaker 3: If it's not you don't owe a book anything.

1040
00:43:44,200 --> 00:43:45,200
Speaker 2: I love it. End it.

1041
00:43:45,280 --> 00:43:47,239
Speaker 1: Everyone out there is gonna be like yeah, because they're

1042
00:43:47,239 --> 00:43:48,920
Speaker 1: like stuck in this right now.

1043
00:43:49,520 --> 00:43:51,759
Speaker 2: To the next one, Yeah, move on it. Oh well,

1044
00:43:51,760 --> 00:43:53,279
Speaker 2: this has been amazing chatting with you both.

1045
00:43:53,320 --> 00:43:54,560
Speaker 1: I feel like I could talk to you both for

1046
00:43:54,640 --> 00:43:57,200
Speaker 1: hours because I feel like we're just speaking the same language.

1047
00:43:57,640 --> 00:43:59,719
Speaker 1: So thank you so much for being on. Do you

1048
00:43:59,760 --> 00:44:02,160
Speaker 1: want to tell us where everyone can find you?

1049
00:44:02,239 --> 00:44:04,680
Speaker 4: Yeah, check us out at interviewboss dot com dot au

1050
00:44:04,880 --> 00:44:08,640
Speaker 4: or follow us on Instagram and go listen to the

1051
00:44:08,640 --> 00:44:09,719
Speaker 4: pod wherever you're listening.

1052
00:44:09,520 --> 00:44:21,640
Speaker 2: To this podcast. I love it. Slay Slay