James' World 2

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I’ll admit I’m out of practice.

The last time I was being interviewed for a job was certainly when America was still sane.

Yet I never really prepared for particular questions to be asked. I merely feared that the first question would be: “Tell me a little about yourself.”

Because that told me the interviewer likely hadn’t read my resumé or, if they had, could not remember anything about it. And didn’t care.

Google’s stretching exercise

So when I saw that Google had released a new online tool to help you practice for job interviews, my mind was intrigued, and my soul prepared to be saddened.

Google’s Interview Warmup promises it’ll help you practice key questions, get insights about your answers, and get more comfortable interviewing.

Naturally, this is all achieved via glorious AI, which only wishes it could stare intently into your eyes. That’s because this tool doesn’t switch your camera on but merely activates your microphone.

At least, that’s what I thought.

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[Source illustration: Rudzhan Nagiev/Getty Images]

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With over four million people quitting their jobs each month during the first quarter of 2022 and 44% of workers currently looking for new jobs, it’s entirely possible that someone on your team could leave in the near term. And it may not be the person you thought it would be — or hoped it would be. It could come as a total surprise to you and be a key contributor on your team, someone with whom you really enjoy working and who has great potential in your organization. So, how do you respond when this person gives their notice?

While there are several things you should not do — like take it personally, belittle their new opportunity, or give them a guilt trip (among others) — there are six key elements to ensuring that you respond in a constructive and professional manner while processing the surprising news.

Take a beat

First, take a moment to digest the news. It’s okay to show you’re surprised or to say something like, “Wow, I wasn’t expecting that.” The last thing you want to do is react impulsively and say something you might regret that would leave the individual with a negative impression of you and the organization.

Watch on Netflix…Who we are – A Chronicle of Racism in America

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In May, Charlie Youakim, the CEO of buy now pay later (BNPL) firm Sezzle went on the World of DaaS podcast which is hosted by Auren Hoffman, the CEO of Safegraph, a large location data broker. Both companies are data harvesters that package and resell data to other parties. Towards the end of the episode, the two self-professed data nerds segued to a favorite subject amongst entrepreneurs: Team-building, a euphemism for hiring, managing, and firing. Or, as Hoffman put it, “Moneyballing for talent.”

“It’s very similar to our product, taking as much data as you can at the initiation of meeting someone and use that data as part of this matrix of how you look at them and evaluate,” Youakim said. “We use Wonderlic”—an aptitude test whose validity in a variety of settings has long been controversial—” but it’s not the be-all-end-all for us. It’s a data point. So we look at that. If you’re a younger potential employee, I want to see a transcript. Like how did you do in school? What was your GPA?” Later they referred to SAT scores as another data point.

Then, Hoffman floated an idea: “​​Now if there is, like, a World of DaaS listener out there and they started a co-op to gather all the data of, like, inputs of what people look like and then how good they did in your company and you could see this across thousands of companies….”

“That’d be awesome,” Youakim said.

“Would that be something you’d want to subscribe to or something?” Hoffman asked.

“Oh, absolutely,” Youakim enthused.

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