What is Wrong with Hiring

Leadership coach, design executive, and founder of Happy Path Sally Carson. Sally shares her hiring insights and job search advice based on 20+ years in tech, including her time as a hiring manager and leader of design teams at LinkedIn and Cisco. We talk about:

• Using a "jobs to be done" framework to craft your resume, portfolio, and other materials according to the needs and goals of your audience
• Insights into how recruiters use LinkedIn search and filters to find qualified candidates (Sally's team worked on variety of features for finding talent)
• Tips for optimizing your LinkedIn profile that go beyond the basics (like adding skills tags to your jobs so you come up in search)
• One Weird (Smart) Trick for figuring out how to talk about the business impact of your work
• How managing up *might* help you avoid a layoff
• Why design and tech professionals need to learn AI now
• Something about bras for dogs?

Links

Episode transcript

Sally's website

Keep your job in 2024 by managing up

Adding business results to LinkedIn profile

Importance of adding skills to LinkedIn profile

The AI Dilemma - from the Center for Humane Technology (vimeo)

Free LinkedIn Learning AI course

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What can job seekers, hiring managers, and companies do to mitigate bias in hiring? In this conversation with writer, speaker, consultant, and all around awesome guy David Dylan Thomas, we discuss the individual and collective actions we can take to alleviate the burden on candidates who just want to get a damn job.

Buckle your seatbelts for an adventurous exploration of cognitive biases in hiring, how to address common concerns like resume gaps and layoffs, the ugly origins of employer-employee power dynamics and exploitation, risk taking and self-censorship, the dangers of AI (because of course), and the role of *gasp* tech worker unions in creating a more equitable hiring processes.

Plus a sneak peek into Dave's zombie-social commentary film project, White Meat!

Episode transcript

Links

David Dylan Thomas

This episode is sponsored by the University of Pennsylvania Stuart Weitzman School of Design. Learn more about their Executive Program in Design Leadership here.

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Got a hiring topic request? Reach out to Amy on LinkedIn and we can cover it in a future episode.

Amy chats with coach, trainer, speaker, and founder of The Early Manager, Joe Cardillo (they/them), about how we can use research and emotional intelligence to "read the room" when interviewing—i.e., figuring out the context of the organization, team, and manager to ascertain fit and effectively position ourselves to land the role.

We cover:

• Asking specific questions to get specific answers
• Questions as a form of positioning
• The importance of researching an organization's business model, funders, product roadmap, reporting structure, public earnings reports, and other items
• Explicit and implicit values, and corporate performativity
• Self censorship and and professional risk-taking

Episode transcript

Links

The Early Manager

Connect with Joe on LinkedIn and Mastodon

Albert's List Job Search Community

Black Remote She

Finding Your Ideal Tech Role, Elisa Valdez de Ramirez

Support our work by leaving a rating and review, or throwing us a few bucks!

Got a hiring topic request? Reach out to Amy on LinkedIn and we can cover it in a future episode.

Feeling slightly depressed, Amy talks about the state of the UX and tech job market in the US, which is complete shit show right now. She tries her darnedest to make sense of what's going on and what we might expect in the near-term, based on existing data sources and job seeker sentiment.

Original post

Episode transcript

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Spread the word about our show, leave a rating and review, or hit us up with a lil donation!.

Got a hiring topic request? Reach out to Amy on LinkedIn and we can cover it in a future episode.

For this episode, we answer some listener-submitted questions, including

• How do I answer those annoying questions like "tell me about a time when you had a difficult stakeholder" or "a challenge with a teammate", especially when I don't have a good example?
• How do we deal with the farce of companies expecting everyone to have a cogently designed professional brand and career when sometimes we choose jobs based on things that have nothing to do with that concept in the slightest?
• In this tight UX job market, how do I convince myself to wait for an opportunity that I know is a true fit for me, rather than taking the first role I’m offered?
• What are hiring processes actually optimized for? Do people really know what they're doing when assessing candidates? (short answer: a lot of the time, no).
• Do Amy & Laura actually drink while recording the show?

Episode transcript

Got a hiring topic request? Reach out to Amy on LinkedIn and we can cover it in a future episode.

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