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A Niche Inside a Niche Is Really Just a Quiche

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Manage episode 350824327 series 3261804
Content provided by The Great Security Debate. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by The Great Security Debate or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://podcastplayer.com/legal.

Welcome to the year-end 2022 episode of The Great Security Debate.

In this hour, Brian, Erik, and Dan cover myriad ways hiring processes are failing job seekers and hiring organisations. It all kicked off with the impersonal nature of automated 1-way video interviews. It quickly jumped into the myriad of other ways we can do better on both sides, including (but not limited to):


  • Do video interviews encourage fraud? Multiple jobs for one person? A fake version of you applying for a job?


  • Why are hiring managers and HR using video interviews? Are there legitimate reasons?


  • Does the lack of ability to assess the candidate’s response to the interviewer’s response makes the interview less effective?


  • What is the impression left when a candidate is immediately rejected based on analytics and matching, not human interaction?


  • What’s the value of using your network around a broken applicant system? What do we lose by only depending on our networks for hiring?


  • How do these recorded methods exclude introverts and others that may not be camera comfortable in their presentation skills?


  • Can and should there be roles for people at higher levels that don’t include people management?


  • Is “AI” (term used in quotes on purpose) really the antithesis of diversity or inclusion?


  • How is connecting people to others and helping them expand their networks better than sending resumes to people you know?


  • In times of cash crunch, will hiring come from experienced people having been let go from roles, or hiring entry-level and ups killing them?


You’ll also get a few mentions of Buzzword Bingo; the shocking revelation that Brian works for a vendor; and Dan goes on a tirade about new software that does recording and analysis in Zoom meetings with and without permission. It’s another great debate!

We also have a video channel on YouTube that airs the "with pictures" edition of the podcast. Please head to https://youtube.com/@greatsecuritydebate and watch, subscribe and "like" the episodes.

Some of the links in the show notes contain affiliate links that may earn a commission should you choose to make a purchase using these links. Using these links supports The Great Security Debate, so we appreciate it when you use them. We do not make our recommendations based on the availability or benefits of these affiliate links.

Thanks for listening!

Support The Great Security Debate

Links:


  continue reading

61 episodes

Artwork
iconShare
 
Manage episode 350824327 series 3261804
Content provided by The Great Security Debate. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by The Great Security Debate or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://podcastplayer.com/legal.

Welcome to the year-end 2022 episode of The Great Security Debate.

In this hour, Brian, Erik, and Dan cover myriad ways hiring processes are failing job seekers and hiring organisations. It all kicked off with the impersonal nature of automated 1-way video interviews. It quickly jumped into the myriad of other ways we can do better on both sides, including (but not limited to):


  • Do video interviews encourage fraud? Multiple jobs for one person? A fake version of you applying for a job?


  • Why are hiring managers and HR using video interviews? Are there legitimate reasons?


  • Does the lack of ability to assess the candidate’s response to the interviewer’s response makes the interview less effective?


  • What is the impression left when a candidate is immediately rejected based on analytics and matching, not human interaction?


  • What’s the value of using your network around a broken applicant system? What do we lose by only depending on our networks for hiring?


  • How do these recorded methods exclude introverts and others that may not be camera comfortable in their presentation skills?


  • Can and should there be roles for people at higher levels that don’t include people management?


  • Is “AI” (term used in quotes on purpose) really the antithesis of diversity or inclusion?


  • How is connecting people to others and helping them expand their networks better than sending resumes to people you know?


  • In times of cash crunch, will hiring come from experienced people having been let go from roles, or hiring entry-level and ups killing them?


You’ll also get a few mentions of Buzzword Bingo; the shocking revelation that Brian works for a vendor; and Dan goes on a tirade about new software that does recording and analysis in Zoom meetings with and without permission. It’s another great debate!

We also have a video channel on YouTube that airs the "with pictures" edition of the podcast. Please head to https://youtube.com/@greatsecuritydebate and watch, subscribe and "like" the episodes.

Some of the links in the show notes contain affiliate links that may earn a commission should you choose to make a purchase using these links. Using these links supports The Great Security Debate, so we appreciate it when you use them. We do not make our recommendations based on the availability or benefits of these affiliate links.

Thanks for listening!

Support The Great Security Debate

Links:


  continue reading

61 episodes

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