Don’t Tell Me About Yourself

In this episode, we break down why candidates today apply to dozens of jobs at once and why their behavior often looks chaotic to employers. We examine the reality of modern job searching, including long interview timelines, ghosting, unpredictable hiring processes, and the massive amount of unpaid work candidates do just to apply. When you look at the environment candidates are operating in, their behavior starts to make sense. Applying broadly is often risk management, not lack of commitment. We also explore how hiring teams unintentionally create defensive candidate behavior and what simple changes companies can make to rebuild trust in the hiring process.

Key Takeaways

Candidates apply to many jobs because hiring processes are unpredictable.

Lack of communication from companies trains candidates to hedge their bets.

Job searching requires significant unpaid work including resumes, research, and interviews.

Ghosting is one of the fastest ways to break candidate trust.

When companies stay silent, candidates fill the gap with negative assumptions.

Defensive candidate behavior often mirrors poor hiring practices.

Transparency about timelines and process builds candidate trust.

Clear communication reduces ghosting, over-applying, and offer hedging.

Recruiters are often blamed for delays caused by internal hiring teams.

Trust in hiring improves candidate engagement and acceptance rates.

Timestamps

00:00 Why candidates apply to dozens of jobs

Follow us @expertinterviewers

TikTok: https://www.tiktok.com/@expertinterviewers

Instagram: https://www.instagram.com/expertinterviewers/

LinkedIn: https://www.linkedin.com/in/lornaerickson/

Keywords

candidate experience, hiring process problems, why candidates apply to many jobs, candidate ghosting, hiring communication, job search frustration, hiring transparency, interview process delays, candidate trust, recruitment best practices

In this episode, we dig into one of the most debated questions in hiring right now: should employers consider a candidate’s public online behavior when making hiring decisions? We sit down with Ben Mones, founder and CEO of Fama, to talk about what digital behavior screening actually looks like, where the legal and ethical boundaries are, and why transparency matters for both employers and candidates. We explore how social media has changed workplace risk, what employers are often misunderstanding about online behavior, and how companies can evaluate behavior responsibly without turning hiring into surveillance.

Learn more about Fama: https://hubs.ly/Q046ph7k0

Request a demo: https://hubs.ly/Q046pj_Y0

Follow Fama on LinkedIn: https://www.linkedin.com/company/fama-tech/

Follow Fama on Instagram: https://www.instagram.com/famascreening

Follow Fama on TikTok: https://www.tiktok.com/@famascreening

Key takeaways:

Employers must link online behavior to real workplace impact.

Screening should focus on conduct like harassment, threats, or intolerance.

Protected traits such as politics or religion cannot be part of hiring decisions.

Transparency with candidates is essential when using screening tools.

Candidates should be able to see and dispute screening results.

Social media now plays a major role in workplace interactions and reputation.

Employee-generated content can create legal and compliance risks.

Digital behavior signals can help prevent misconduct before it happens.

Screening tools should support judgment, not replace it.

Safer hiring practices benefit both employers and employees.

Timestamps:

Keywords:

Personality assessments are used by nearly 80 percent of Fortune 500 companies and taken by over 100 million people each year. They are marketed as predictive, objective, and data driven. But do they actually predict job performance, or are they replacing interviewer judgment? In this episode, we break down what personality tests measure, what research says about their accuracy, and how hiring teams misuse them. You will learn when assessments help, when they harm, and what to use instead if you want to make better hiring decisions.

Key Takeaways:

Personality assessments are a multi billion dollar industry used widely in corporate hiring.

Most hiring assessments measure traits like emotional stability, dominance, openness, and agreeableness.

Many tests rely on self reported answers that candidates can easily game.

When used as the deciding factor, personality tests fail to predict job performance up to 95 percent of the time.

Hiring managers often use assessments as a security blanket to reduce decision risk.

Over reliance on testing can weaken interviewer skill and accountability.

Predicting performance requires evidence of past behavior, not personality labels.

Structured behavioral interviews are more reliable than trait based screening.

Assessments can damage candidate trust when results are not shared transparently.

Personality tools work best for employee development, not hiring gatekeeping.

Timestamps:

Keywords:

Most companies believe their employer brand is what they publish on their website, careers page, or mission statement. Candidates believe it is what they see, hear, and experience. In this episode, we break down the difference between the brand you think you are communicating and the brand candidates are actually experiencing. You will learn how job seekers research companies today, why interviews expose brand gaps instantly, and what leaders can do to align reputation with reality before it damages hiring outcomes.

Key Takeaways:

Over 86 percent of job seekers research company reviews before applying.

Younger candidates increasingly use TikTok and AI tools as search engines.

Every company has two brands: the intended brand and the experienced brand.

Mission statements and employee value propositions rarely influence candidates.

Negative interview experiences are the loudest form of employer branding.

Interviews are where brand promises get tested in real time.

Employees and former employees are more trusted than CEOs.

Silence on social media still communicates something about your culture.

Forcing employees to post scripted content reduces trust.

Fixing reputation starts with auditing public feedback and improving candidate experience.

Timestamps:

Keywords:

How do you compete in today’s job market, especially after a tech layoff? In this episode live from TalentSphere, Megan Dias a career coach shares practical strategies for navigating a competitive hiring landscape shaped by AI, resume overload, and changing recruiter behavior. You’ll learn how to customize your resume effectively, why networking is more important than ever, how to find the “human” in the hiring process, and what job seekers are getting wrong right now.

Connect with Megan on LinkedIn: https://www.linkedin.com/in/megandias/

Key Takeaways:

AI is reshaping both recruiting and job searching.

Job seekers must customize resumes for each role.

A generic resume is far less effective in a competitive market.

Finding a real human connection in the hiring process increases your odds.

Networking on LinkedIn and in professional communities is critical.

Many laid-off tech professionals need strategy, not just applications.

Career coaching should be individualized, not one-size-fits-all.

Understanding industry trends helps job seekers stay competitive.

Leveraging existing connections can unlock hidden opportunities.

Job searching today requires clarity, positioning, and persistence.

Timestamps:
00:00 Why Talent Sphere matters in 2026
01:52 Supporting laid-off tech professionals
03:46 Practical strategies for job seekers
04:30 Why resume customization matters
05:15 Finding the human in hiring
06:00 Networking in a digital-first world

Keywords:
Talent Sphere, career coaching, job market 2026, AI in recruiting, resume tips, networking strategies, job search strategies, candidate fraud concerns, talent acquisition trends, job seekers

How do recruiters keep up with 400+ AI tools without feeling overwhelmed or replaced? In this episode live at TalentSphere, Mabel Liang, a recruiting community founder shares how HR and talent acquisition professionals can learn AI together, compare ATS platforms effectively, and navigate the growing issue of identity fraud in hiring. You’ll learn how to create a safe space for experimentation, choose the right technology for your team size, and humanize AI instead of fearing it.

Keep up with Mabel on LinkedIn: https://www.linkedin.com/in/mabelliang/

Key Takeaways:

There are hundreds of AI tools in recruiting, which creates overwhelm.

Recruiters need community to evaluate and learn new technology safely.

AI should support and humanize work, not replace recruiters.

Teams must compare ATS platforms based on size and global needs.

Overbuilt AI workflows can create unintended consequences.

Identity fraud is becoming a major concern in talent acquisition.

AI is now being used both by recruiters and by candidates.

Safe learning spaces reduce fear around technology adoption.

Wellness and professional growth can coexist at conferences.

Forward-thinking TA leaders focus on leveraging AI responsibly.

Timestamps:
00:00 Why attend Talent Sphere 2026
00:47 Creating Talent AI Lounge
01:52 Comparing ATS platforms and HR tech tools
02:30 AI overwhelm in recruiting
02:45 Identity fraud and AI misuse
03:51 Blending wellness and learning at conferences
04:25 Encouraging recruiters to embrace AI

Keywords:
Talent Sphere, AI in recruiting, humanizing AI, ATS comparison, Greenhouse vs Ashby, recruiting technology tools, identity fraud in hiring, HR tech community, talent acquisition trends, AI overwhelm

How do recruiters actually become strategic instead of just being told to “be more strategic”? In this episode live from TalentSphere, we talk with Preston Sharpston to break down what recruiter enablement really looks like, how talent acquisition leaders can level up their teams in 60 to 90 days, and how to use data before recruiting even starts. You’ll learn practical ways to run better intake meetings, prioritize roles using data, identify bottlenecks, and push back on unrealistic hiring expectations with confidence.

Follow Preston on LinkedIn: https://www.linkedin.com/in/prestonsharpston/

Key Takeaways:

Recruiters are often told to be strategic but rarely trained how to do it.

Strategic recruiting starts with better intake meetings, reframed as strategy sessions.

Data should guide prioritization, not hiring manager opinions.

Time-to-submit can reveal more than time-to-fill.

Move beyond surface metrics to identify real bottlenecks.

Use total addressable market data before opening a search.

Compensation conversations should be backed by market data upfront.

TA leaders must level-set recruiters at different skill levels.

Structured coaching can elevate recruiter performance in 60–90 days.

Recruiter enablement is about practical, step-by-step execution.

Timestamps:
00:00 Speaking at Talent Sphere 2026
01:16 Recruiter enablement and practical strategy
01:47 Leading recruiting for a growing franchise
02:16 Coaching recruiters and TA managers
02:41 Why recruiters struggle with “being strategic”
03:11 Scaling recruiter capability in 60–90 days
03:58 Using data to prioritize roles
05:00 Rethinking recruiting metrics
05:31 Finding bottlenecks with better data
06:24 Using market data before recruiting starts

Keywords:
recruiter enablement, strategic recruiting, talent acquisition leadership, recruiting metrics, time to submit metric, data-driven hiring, intake meeting strategy, hiring manager alignment, TA team development, recruiter coaching

Live from TalentSphere were talking about what fractional recruiting is, and when should a company use it? In this episode we talk with Brooke Wheeler, Founder of Restoration Talent Solutions and explore how fractional hiring gives companies executive-level recruiting expertise without the long-term commitment. You’ll learn how fractional talent acquisition leaders step into growing companies, build recruiting structure and process, and transition teams for long-term success. We also discuss how recruiters can build community, avoid AI overwhelm, and stay strategic in a fast-changing hiring landscape.

Follow Brooke on LinkedIn: https://www.linkedin.com/in/brookewheeler/

Timestamps:
00:00 Why community matters in recruiting
01:20 Building recruiting structure and process
02:15 AI overwhelm in talent acquisition
03:05 What fractional recruiting means
03:40 From corporate VP to fractional founder
04:10 How fractional hiring benefits companies
04:48 Building the playbook and hiring full-time successors
05:10 The future of fractional talent

Keywords:
fractional recruiting, fractional hiring, part-time executive recruiter, talent acquisition strategy, recruiting process improvement, interim head of talent, startup hiring support, recruiting consultant, AI in recruiting, talent acquisition leadership

What does technical hiring look like in the age of AI? In this episode, we talk with Amanda Perry VP of Customer Success at CoderPad and break down how AI is reshaping engineering interviews, why banning AI is a losing strategy, how to prevent candidate fraud (including deepfakes), and how transparency builds trust in the hiring process. You’ll learn practical ways to design interviews that reflect real-world work, reduce confusion between recruiters and hiring managers, and improve candidate experience without sacrificing rigor. We're live from TalentSphere!

Follow Amanda on LinkedIn: https://www.linkedin.com/in/amanda-perry-96349ab1/

Check out CoderPad: https://coderpad.io/

Key Takeaways:

AI is not making technical hiring harder, but it is making it different.

Modern engineering interviews should assess how candidates use AI, not whether they use it.

The focus is shifting from output to critical thinking and debugging skills.

Clear AI guidelines prevent confusion and candidate drop-off.

Misalignment between recruiters and hiring managers damages trust.

Junior engineers with strong AI skills are increasingly competitive.

Candidate fraud, including deepfakes, is a real concern in technical hiring.

Short introductory video submissions can reduce fraud and save recruiter time.

Transparency in the hiring process improves candidate experience.

Bias exists in every stage of hiring, so systems must be intentional and repeatable.

Timestamps:
00:00 Why attend Talent Sphere Summit
01:10 What a technical hiring platform does
02:02 Is hiring engineers getting harder?
03:28 Stop treating AI like a gotcha
04:52 Align recruiters and hiring managers on AI rules
06:14 Are junior engineers being replaced?
07:12 Why transparency builds trust
09:05 Deepfakes and candidate fraud in hiring
10:15 Using video to verify real candidates
12:17 Balancing fraud prevention and bias

Keywords:
AI in hiring, technical hiring process, engineering interviews, AI interview guidelines, candidate fraud, deepfake job applicants, junior engineer hiring trends, transparent hiring practices, AI skills assessment, candidate experience

We're live from TalenSphere! How do you show up authentically at work without hurting your credibility? In this episode, Bridgette Corridan, a talent leader AND sound healer shares how vulnerability and authenticity can become superpowers in recruiting and leadership. You will learn how to stop shrinking yourself to fit professional expectations, how to integrate personal purpose with business strategy, and how mindfulness practices like breathwork and sound healing can help leaders navigate a noisy, high-pressure world. This conversation explores identity, leadership, community, and how to create workplaces that support real human expansion.

Key Takeaways:

Vulnerability and authenticity create stronger recruiting conversations.

Professionalism does not require shrinking who you are.

Owning your full identity attracts the right opportunities and people.

Sound healing and mindfulness can support leadership clarity.

Breathwork and meditation help leaders reset in high-stress environments.

Women-led communities create safe spaces for growth and connection.

Leaders need compassion for themselves and others.

Purpose-driven business models can combine profit and social impact.

Expanding who you are professionally benefits teams and organizations.

Clear self-awareness improves decision-making and leadership presence.

Timestamps:
00:00 Why authenticity matters in recruiting
01:23 From talent leader to sound healer
03:24 Bringing your full self to LinkedIn
04:38 Redefining professionalism
06:24 Why connection matters in talent
07:45 The power of breath and mindfulness
08:43 Blending consulting and healing work
09:41 Building a social impact consulting company
11:09 Leading with compassion and curiosity

Keywords:
Talent Sphere, authenticity at work, vulnerability in leadership, women in talent acquisition, sound healing in business, mindful leadership, breathwork for stress, purpose-driven business, social enterprise consulting, recruiting community

Follow Bridgette on LinkedIn: https://www.linkedin.com/in/bridgetteloydcorridan/