Don’t Tell Me About Yourself – Details, episodes & analysis

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Don’t Tell Me About Yourself

WRKdefined Podcast Network

Business

Frequency: 1 episode/5d. Total Eps: 28

“Don’t Tell Me About Yourself” is where old-school hiring meets a modern reality check. Hosted by Expert Interviewers Co-Founders Lorna Erickson and Victoria Gates, this show blends their combined 40 years of real-world experience with the unfiltered commentary that made 340K+ people laugh, cringe, and rethink how interviews actually work. Each week, they tackle the biggest news in hiring, from chaotic interview moments to ghost jobs and questions that should have been retired decades ago. Whether you hire, apply, or just love a good interview trainwreck, this show is for anyone who’s ever sat on either side of the interview table. Real stories. Real data. Real talk about how to make interviews actually work for everyone. Because great hiring isn’t luck—it's a skill.

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Data updated on 14/07/2026

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Score global : 69%

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You’re Losing Candidates and Customers with Daniel Birkholm

Wednesday, May 20, 2026 • Duration 08:34

In this live episode, you’ll learn why most companies are overlooking the biggest risk in their hiring process: candidate experience. Daniel Birkholm shares how focusing only on hired candidates ignores the majority of people interacting with your brand and why that can hurt both hiring outcomes and business performance. This is a practical look at how to measure candidate experience, improve hiring quality, and build a more sustainable recruiting strategy. Key Takeaways: Most companies reject 95% of candidates and ignore their experience Poor candidate experience can damage your brand and revenue Happy candidates are more likely to become customers Negative experiences spread faster than positive ones Candidate experience impacts quality of hire Feedback loops are critical to improving hiring Many teams focus too much on efficiency over experience Data-driven hiring leads to better outcomes Candidates can still have a good experience even if rejected Measuring experience helps create more sustainable hiring Keywords: candidate experience, hiring metrics, candidate NPS, recruitment feedback, employer brand impact, hiring strategy data, talent acquisition metrics, candidate journey, recruitment analytics, hiring experience improvement Follow Daniel at https://www.linkedin.com/in/danielbirkholm/ Sponsored by @shakerrecruitmentmarketing

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It’s Not Losing People, It’s Enhancing Them with Rosie Parra

Wednesday, May 13, 2026 • Duration 10:20

In this live episode, you’ll learn how AI is already reshaping HR and why companies need to act now to keep up. Rosie Parra shares how her team is approaching AI with a focus on education, guardrails, and protecting the human side of work. This is a practical look at what leaders should be thinking about as AI adoption accelerates and expectations shift. Key Takeaways: AI is already here, not something coming in the future Companies that delay AI adoption risk falling behind AI should enhance employees, not replace them Education is critical to help teams use AI effectively Guardrails are necessary to protect sensitive data AI adoption requires both internal and external learning HR teams must balance speed with responsibility Employee experience and retention still matter most Engagement and tenure remain key HR priorities Leaders need to proactively prepare for AI regulations Keywords: AI in HR, AI adoption workplace, HR technology strategy, AI and employee experience, HR leadership AI, AI data privacy HR, workforce engagement metrics, HR innovation strategy, future of work AI, HR digital transformation Follow Rosie at https://www.linkedin.com/in/rosie-parra-295aa831/ Sponsored by @shakerrecruitmentmarketing Learn more www.shaker.com

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AI Won’t Fix What You Can’t See with Tom McCarty

Wednesday, May 13, 2026 • Duration 09:29

In this live episode, you’ll learn why AI won’t fix your organization if you don’t understand it first. Tom McCarty shares how most companies struggle with fragmented, outdated data and why visibility into your organization is the foundation for better decisions. This is a practical look at how to prepare for AI, avoid costly mistakes, and refocus HR on higher-impact work. Key Takeaways: You need a clear view of your organization before using AI Most companies rely on outdated, static data snapshots Workforce planning requires real-time, accurate data AI should remove administrative work, not replace people Skills-based thinking is critical for the future of work Not every part of a role can or should be automated Missing small parts of a role can create major issues HR should focus more on strategy, not spreadsheets AI can help HR return to people-focused work HR must lead change management in AI transformation Keywords: workforce planning, HR data visibility, AI in HR, organizational design, HR analytics strategy, skills based workforce, HR transformation AI, people analytics, future of work HR, HR decision making Follow Tom at https://www.linkedin.com/in/tom-mccarty-9709426/ Sponsored by @shakerrecruitmentmarketing

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AI Isn’t Terminator, It’s Avatar with Peter Lynch

Wednesday, May 6, 2026 • Duration 07:52

In this live episode, you’ll learn how to use AI in your organization without losing your culture or replacing your people. Peter Lynch shares why AI should be viewed as a tool to enhance employees, not eliminate them, and how a human-first approach is driving real adoption across his organization. This is a practical look at how to scale AI responsibly while protecting what makes your company work. Key Takeaways: AI should enhance employees, not replace them A human-first approach drives stronger AI adoption The “last mile” of human interaction should not be automated AI works best when paired with company culture Usage rates are a key signal of successful adoption Skills-based hiring expands your talent pool significantly Hiring for skills is more effective than hiring for titles AI should automate tasks, not eliminate roles Leaders should rethink work as “reimagination,” not reinvention Expanding employee impact is better than reducing headcount Keywords: AI in HR, human first AI strategy, AI employee productivity, skills based hiring, AI adoption workplace, HR and technology integration, AI workforce strategy, talent acquisition skills hiring, future of work AI, HR leadership AI Follow Peter at https://www.linkedin.com/in/realpeterlynch/ Sponsored by @shakerrecruitmentmarketing

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Video Isn’t Optional Anymore with Omar Khateeb

Wednesday, May 6, 2026 • Duration 10:39

In this live episode, you’ll learn why video is one of the most overlooked tools in recruiting and how it directly impacts hiring results. Omar Khatib shares how companies are using employee-generated video content to increase applications, improve conversion, and reduce reliance on expensive recruiting channels. This is a practical look at why video works, what most teams misunderstand, and how to start using it effectively. Key Takeaways: Video content increases clicks, applications, and conversions Most HR teams aren’t trained to think like marketers Video helps candidates “experience” the job before applying Organic social video can drive massive free traffic Employee-generated content builds stronger employer brands Adoption grows over time as employees see others participate Video can reduce reliance on staffing agencies Authentic content matters more than polished content Candidates choose jobs based on brand perception Companies that ignore video risk falling behind Keywords: video recruiting, employer branding video, candidate experience video, recruiting conversion rates, hiring with video content, social media recruiting, TikTok recruiting strategy, LinkedIn video hiring, employee generated content, recruitment marketing strategy Follow Omar at https://www.linkedin.com/in/omar5ateeb/ Sponsored by @shakerrecruitmentmarketing

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It’s Not Adoption, It’s Reinvention with Zachary Parris

Wednesday, April 29, 2026 • Duration 09:47

In this live episode, you’ll learn why AI isn’t just another tool for HR, it’s forcing a complete shift in how teams think and operate. Zach Parris shares why HR needs to move from program-based work to product-based thinking, how non-technical teams can build with AI, and why usage is now the most important metric. This is a practical look at how AI is changing HR from the inside out and what leaders need to do to keep up. Key Takeaways: AI requires a shift from programs to products HR teams need to think like product builders Usage is the strongest signal of value Non-technical teams can now build with AI “Vibe coding” makes building more accessible AI is an equalizer across organizations Leaders must use AI themselves to understand it Creativity and experimentation are now critical AI is changing how HR delivers impact First-principles thinking is essential right now Keywords: AI in HR, HR product mindset, AI in talent management, vibe coding HR, HR innovation strategy, AI adoption HR teams, HR technology transformation, talent leadership AI, HR metrics usage, future of HR Follow Zach at https://www.linkedin.com/in/zacharyparris/ Sponsored by @shakerrecruitmentmarketing

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AI Won't Fix a Broken Process with Stef Nikitas

Wednesday, April 29, 2026 • Duration 11:52

In this live episode, you’ll learn how to use AI in recruiting without making your process worse. Stef Nikitas shares how her team improved hiring speed, reduced interview no-shows, and kept human decision-making at the center while using AI tools. This is a practical look at what actually works, what to avoid, and how to think about AI in hiring the right way. Key Takeaways: Fix your hiring process before adding AI AI can reduce interview no-shows through better scheduling Candidates should control interview timing, not just managers AI should support decisions, not make them Legal and data privacy matter more than ever with AI Candidate experience directly impacts your brand and revenue Keywords: AI in recruiting, high volume hiring, reduce interview no shows, candidate experience, hiring process improvement, recruitment automation, talent acquisition strategy, hiring metrics time to fill, AI compliance hiring, candidate scheduling tools Follow Stef at https://www.linkedin.com/in/snikitas/ Sponsored by @shakerrecruitmentmarketing

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How Many Interviews is Too Many?

Wednesday, April 22, 2026 • Duration 29:03

In our last episode of Season 1, we break down one of the most common assumptions in hiring: that more interviews lead to better decisions. We explore how interview processes slowly expand over time, often without intention, and why that actually creates confusion, delays, and weaker hiring outcomes. We dig into what’s really driving long interview processes, from lack of clarity and alignment to low confidence in decision-making, and how adding more people and opinions often creates noise instead of better data. Through real examples and research, we highlight where interview processes start to lose value and how they impact both hiring teams and candidates. Finally, we share what to do instead, including how to structure a more effective interview process, define clear roles, and focus on better evaluation rather than more evaluation, as we wrap up the season and look ahead to what’s next. While this episode marks the end of Season 1 we will be releasing live episodes over the next few weeks, and Season 2 will return this fall. Key Takeaways More interviews do not equal better hiring decisions Lack of clarity and alignment causes interview processes to grow After four interviews, returns diminish significantly Too many interviewers create noise, not better data Long processes often signal low confidence in decision-making Candidates lose interest during slow, drawn-out hiring cycles Repeating the same questions adds no value Strong processes rely on clear roles and defined criteria Decision ownership prevents endless interview rounds Better interviews matter more than more interviews Timestamps 00:00 Why interview processes keep growing 00:40 When interviewing stops helping decisions 01:13 Real example of excessive interviews 03:19 The real problem is decision-making 05:08 Why more data creates more noise 07:49 Diminishing returns after four interviews 10:27 Hidden costs of over-interviewing 12:15 Candidate experience and drop-off 15:28 Signs your interview process is broken 23:51 Why better interviews matter more Keywords how many interviews is too many, interview process best practices, hiring process improvement, why hiring takes so long, reduce interview stages, candidate experience, structured interviews, recruiting efficiency, decision making hiring, interview process optimization Follow Us @expertinterviewers TikTok: https://www.tiktok.com/@expertinterviewers Instagram: https://www.instagram.com/expertinterviewers/ LinkedIn: https://www.linkedin.com/in/lornaerickson/

What Does ‘Not a Culture Fit’ Even Mean?

Wednesday, April 15, 2026 • Duration 24:27

In this episode, we break down one of the most overused and least defined phrases in hiring: “not a culture fit.” We explore why it sounds thoughtful and professional, but often masks vague, subjective decision-making that isn’t tied to job performance. We dig into what hiring teams actually mean when they say “culture fit” (hint: it’s usually just a feeling), and how this creates space for bias, inconsistency, and missed opportunities. We also share a real story that highlights how relying on “fit” can lead to overlooking top performers who don’t match the existing mold. Finally, we talk about what companies should be focusing on instead from defining culture through behaviors and motivators, to using evidence-based interviewing and how to shift from “culture fit” to a more intentional, measurable approach to hiring. Key Takeaways Culture fit is often a vague feeling, not a measurable criterion If you cannot define it, you are not evaluating it Culture fit decisions are commonly driven by similarity bias Hiring for fit can exclude high-performing and diverse candidates Candidates can easily fake culture fit in interviews Culture fit is not job-related or defensible in decision-making Many hiring mistakes come from prioritizing likability over performance Strong interviews focus on skills, motivation, and evidence Defining culture through behaviors creates better hiring outcomes Asking for evidence improves hiring decisions and consistency Timestamps 00:00 Why culture fit is misleading 01:30 What culture fit really means 03:00 The role of bias in hiring decisions 05:00 Real example of a missed high performer 07:00 Why culture fit is not job-related 09:00 How candidates game culture fit 11:00 The cost of hiring for similarity 13:00 Personality hires and performance risk 15:00 What to evaluate instead of culture fit 18:00 How to ask for better interview evidence Keywords: culture fit hiring, hiring bias, interview mistakes, structured interviews, candidate evaluation, hiring decisions, recruiting strategy, behavioral interviewing, talent acquisition, interview process improvement Follow Us @expertinterviewers TikTok: https://www.tiktok.com/@expertinterviewers Instagram: https://www.instagram.com/expertinterviewers/ LinkedIn: https://www.linkedin.com/in/lornaerickson/

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Are Reference Checks the Security Blanket of Interviewing?

Wednesday, April 8, 2026 • Duration 25:15

In this episode, we break down one of the most common — and least questioned — steps in the hiring process: reference checks. We explore why so many companies still rely on them, despite the lack of evidence that they actually predict job performance. We talk about how reference checks often act as a “security blanket” for hiring teams, why they rarely change hiring decisions, and what they’re actually measuring (hint: it’s not skill or performance). We also dig into how this step can create unfair disadvantages for candidates and what it signals about your interview process if you feel like you need them. Finally, we cover when references might make sense — and what hiring teams should be focusing on instead if they want to make confident, data-backed hiring decisions. Key Takeaways: Reference checks have low predictive value for job performance (around 13%).Most reference checks don’t change hiring decisions — offers are made anyway.References often act as a “security blanket” rather than a meaningful evaluation tool.They primarily measure a candidate’s network, not their ability to do the job.Candidates are unlikely to provide references who would speak negatively.Reference checks can disadvantage candidates with poor past managers or experiences.Lack of a reference can unfairly hurt a candidate’s chances.If you rely on references to make a decision, your interview process likely has gaps.Structured interviews and clear evaluation criteria are far stronger predictors of performance.References may be useful after hiring to understand how to best support a new employee. Timestamps: 00:00 Why reference checks may be a sign your process is broken01:30 Do reference checks actually add value?02:15 The data behind reference checks (and why it’s weak)03:15 References as a “security blanket” in hiring03:40 What reference checks are really measuring04:20 Why references are unreliable and subjective05:30 Are references transferable to a new role or environment?06:10 The disadvantage for candidates without strong advocates07:20 Why references don’t measure ability08:00 How reference checks impact candidate experience09:00 The bias built into reference checks09:35 When lack of a reference becomes a problem10:20 Why reference checks can feel unfair11:00 Fear and tradition as drivers of reference checks12:00 Do reference checks ever change hiring decisions?12:45 When references might make sense (fraud, verification)14:00 The real issue: lack of intention in hiring processes15:15 Why companies don’t question this step16:00 What actually predicts performance17:20 Structured interviews vs. reference checks18:00 The “culture fit” argument (and why it falls apart)19:00 “That one time it worked” — luck vs. reliability19:40 When references can actually add value (post-offer)21:00 A better way to use references to support employees22:00 What to focus on instead of references22:45 Are reference checks dead? reference checks, hiring process mistakes, structured interviewing, hiring bias, interview best practices, candidate experience, recruiting strategies, hiring managers, interview process improvement, talent acquisition Follow us: TikTok: https://www.tiktok.com/@expertinterviewersInstagram: https://www.instagram.com/expertinterviewers/LinkedIn: https://www.linkedin.com/in/lornaerickson/

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Don’t Tell Me About Yourself – Details, episodes & analysis

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