• 28 minutes 27 seconds
    EP 038: Recap of ATD 2023

    Cara North returns from San Diego after attending the ATD 2023 conference. This episode is a recap of her experience at the event, advice on what one might expect at a large conference, and tips to convince a manager to attend one.

    Music created by Jahzzar.

    29 May 2023, 2:41 pm
  • 30 minutes 16 seconds
    EP 037: DevLearn 2022 Recap

    Cara North and Joseph Suarez are back in Ohio after spending several days in Las Vegas, NV for the 2022 DevLearn conference hosted by the Learning Guild. In this episode, they recap their experiences and take-a-ways as well as provide advice for future attendees.

    Links:

    Music created by Jahzzar.

    3 November 2022, 2:41 am
  • 37 minutes 24 seconds
    EP036: Interview with Matt Pierce

    Hosting and Managing Virtual Events

    Matt Pierce is a Learning and Video Ambassador at Techsmith where he is, among other things, the lead for TechSmith Academy a free online learning platform. You may also know Matt as being the host of The Visual Lounge, a regular live YouTube series produced by Techsmith. Joe talks to him about what it’s like working in front of the camera so often and what lessons he’s learned.

    Links:

    1 March 2022, 6:01 am
  • 35 minutes 39 seconds
    EP035: Interview with Karl G.Richter

    Bringing Joy to the Craft of Instructional Design

    Karl Richter is the owner of Elearning Blends. He chats with Joe about his unique approach to create custom eLearning that blends online training with classroom experiences, and performance support tools.

    Links

    22 February 2022, 6:01 am
  • 30 minutes 31 seconds
    EP034: Interview with Roberta Dombrowski

    The Benefits of User Research

    Roberta Dombrowski is VP of User Reseach at a company called User Interviews where she builds a scalable, efficient, and decision-driven research practice. Joe talks with her about where L&D and UX Research intertwine and where it merely boils down to semantics.

    Links

    15 February 2022, 6:01 am
  • 37 minutes 53 seconds
    EP033: Interview with Heidi Kirby

    Transitioning from Teaching to Instructional Design

    Joe speaks with Learning and Development leader and host of the BLOC Podcast, Hedi Kirby. She shares her recent job search experience and her previous transition from a teacher to instructional designer.

    Links:

    8 February 2022, 6:01 am
  • 40 minutes 48 seconds
    EP032: Interview with Jeff Batt

    The Power of Code and Custom Development

    Joe and Cara speak with Jeff Batt, owner of Learning Dojo and Program Manager at The Learning Guild. They dig into why web and mobile development matters more than you may think, and discuss why you might consider a custom developed solution over using an authoring tool.

    Links:

    1 February 2022, 6:01 am
  • 40 minutes 18 seconds
    EP031: Interview with Tom McDowall

    Considerations for Animated Video

    Tom McDowall joins Joe Suarez to chat about the wealth of L&D themed online content and events he’s putting into the world, not least of which being the IDTX 2.0 conference in February 2022. They then shift into the main topic of discussion – what to consider when planning animated videos as a learning solution. Specifically, Tom answers when it makes sense to use them, how to go about producing them, and whether to do them in-house or contract it out.

    Links:

    25 January 2022, 12:01 am
  • 37 minutes 20 seconds
    EP030: Interview with Jonathan Couser

    Leading Creative Teams

    Cara and Joe speak with Jonathan Couser, founder of Arch Impacts, a firm dedicated to helping leaders move along the path toward leading legacies worth repeating not deleting. Jonathan shares his experience and advice around the art and science of leading a team of creative professionals.

    Music created by Jahzzar.

    19 February 2021, 12:00 am
  • 18 minutes 27 seconds
    EP 029: Matthew Confer
    Joe Suarez interviews Matthew Confer who is VP of Strategy and Business Development at Abilitie (pronounced ability), an experiential learning company based in Austin, Texas. They discuss various aspects of leadership, decision making, and Matthew's role at Abilitie facilitating leadership simulations. Matthew is also the the host of the Learn to Lead podcast which recently featured Cara North as a guest.
    3 January 2021, 12:56 pm
  • 35 minutes 44 seconds
    EP 028: L&D Jobs Series Part 2 – Confessions of an ID Hiring Manager
    As part 2 of our learning & development jobs series, Cara North shares her recent experience assuming the role of a hiring manager. While every organization is different and "your mileage may vary," the advice she provides should help L&D job seekers understand what to do, what not to do, and what a hiring manager may be expecting of job candidates throughout the hiring process. Resources shared: TLDC episode recording: Confessions Of An ID Hiring ManagerJob search and career advice from Andrew LaCivita on YouTubeTLDC Job Seeker Series Connect with Cara & JoeSupport the showLnDTees.com Learning & Development themed swagIRD.LnDTees.com Instructional Redesign podcast swag Music created by Jahzzar. Episode Transcript: Joseph Suarez 0:01Welcome, everybody to the instructional Redesign podcast. This is our second part on our job seeker series. Last episode, I talked about the job seekers perspective. And today Cara is going to walk through the point of view of a hiring manager. It's a process that she just went through in her new role as a learning and development manager. So, Cara, why don't you talk about your experience? Cara North 0:25Okay, so I will tell you that, at least for me, I was probably as equally nervous as the job candidates, because I know what it's like kind of being on the other side of the interview process. So what I thought I would kind of demystify and talk about today, with the caveat of your mileage may vary, it's going to look different at different organizations. And I did go further into depth on this, I did also have a TLDC episode about it: Confessions of a Hiring Manager. So we'll share the link to that as well. I think that will Lisa's working on putting that up on YouTube. But before I even talk about the interview, let's talk a little bit about how you get to the interview. So as you all can imagine, and hopefully appreciate when we have positions open, at least at my org, and then I'm sure other orgs as well, we get a lot of interest, and we get a lot of resumes. So for this position, I was really excited about it, obviously, I'm still kind of new to the company, and I'm looking to start building my team. And so I was really excited. And I wanted to share it everywhere. So when the job posting went live, I shared it on my LinkedIn, my Twitter, and then my own personal Facebook. And let me just say, Joe, I was a little bit surprised by some of the stuff that happened when I did that. So Case in point, I got a lot of people sending me their resumes, asking me to apply to the job for them. I got some people who applied for the job and then said, Hey, now that I applied for the job, can I schedule my interview now, but probably hands down, the most surprising thing that happened is I actually tweeted something along the lines of you know, just because I'm connected with you on social media, it doesn't really entitle you to my time because I got inundated with just messages from people about I want to talk to you about this job. Blah, blah, blah. And it's not that I didn't want to talk to people, but it was just kind of the forcefulness and some people actually demanded my time. And so that's kind of where I drew a line. So I tweeted about that. And it got picked up by a recruiter group on Facebook, who basically roasted me and cut me down pretty hard. And so that was really, really eye opening. Joseph Suarez 3:01Yeah, you know, it's, it's tough right now for a lot of people and the job market is tight. And that means that people have to be doing some things to stand above the competition. But there's still a fine line between doing something that makes you stand out and behavior that kind of portrays yourself in a negative light as a job seeker, you're not really in a position to demand anything, and you come across too many as a very friendly person. But that doesn't give that person that perhaps is connected with you any more have a leg up than than anyone else, at the end of the day, it comes down to being qualified for the role. Cara North 3:37Right? Well, I appreciate that. Like I try to be as helpful as I can. But even I was kind of surprised by some of the behaviors. So I guess I'll start by saying, you know, be kind to the hiring manager. I mean, this should kind of go without saying, but I did get some kind of nasty grams about the whole thing. Like, why aren't you responding to me, I'm applying for your job, blah, blah, blah. And the reason that I didn't feel comfortable responding to all that is, you know, my organization has a process in place for a reason, right? So the main purpose of me sharing it on social media, so it's just something I wanted people to be aware of, and one of them to look at it, see if it would be a fit for them and then then apply for it. So the process that my organization and just say, you know, your mileage may vary. It may be different in other organizations, just putting that out there is you know, you apply for a position, and then we actually have a recruiter on staff at our organization, who goes through the amazing pile of resumes. And Joe, let me tell you, it is a pile because before this started, I was even thinking about oh my gosh, I can't wait to go through the resumes and look at them. But then as the numbers kept growing and growing and growing, and my day to day, duties at work kept growing And growing and growing, I had the best intentions of going through, I just didn't have time. And I was even encouraged by my supervisor to basically rely on our recruiter to do to do that for us. So as you can imagine the organization I work for, they're not all like L&D people. So before this process started, I did have a conversation with the recruiter, she wanted to know more about like, what I was looking for and who I was looking for. So we kind of had like this little mini calibration session so she could understand what I was looking for. And so she could be looking for people. So the first step was you had to pass the through the recruiter. Joseph Suarez 5:42I'm glad you walked through that, and talked about the internal processes that go on behind the scenes after someone has applied for a job. It's something that I talked about in detail in the fourth and last part of my job seeker series on TLDCast, I think I listed like 15 steps. And then I highlighted the three or four that are what is visible to a job seeker. And just to demonstrate all the things that are happening behind the scenes, after you apply for a job after you go through the different interviews. There's a lot of stuff that happens, and I'm really glad that you highlighted the importance of a recruiter and their role, and why they're necessary to help screen candidates, just from an efficiency standpoint, would it be more effective if the hiring manager could see every resume to make sure they're not filtering out any viable candidates? Absolutely. But from an efficiency standpoint, it's just not possible. And it's gotten to the point in today's world, where the recruiters don't have enough time to look over things. And they have to rely on automated systems, what's known as applicant tracking systems, ATS, they have to rely on the systems to filter out candidates that are deemed as not qualified. And then the recruiter has to look over the ones that are floating to the top as determined by some filtering criteria and some algorithms, and then those are the ones that go on to be screened by the recruiter. And then the ones that pass the screening, go on to an in person, quote, unquote, because it could be virtual interview, and then you know that that's considered the second round. And then there could be a third round or possibly another one. So knowing all those things are happening behind the scenes, and knowing where you're at in the process can really help you as far as just getting your sense of timing, and when you can follow up and just for someone to apply and then be like, why aren't you responding to me, just demonstrates a complete lack of awareness of how the process works. And you know, if you're not in HR, an HR professional, and you haven't been exposed to this, you might not know how it works. Cara North 7:43I will tell you one thing, I didn't even look at their resumes that they attached, if they sent me that message, I just deleted it. So if you're that person, sorry, I didn't look at your resume. Joseph Suarez 7:53And I actually had a situation recently, because my new team is growing. I'm not the hiring manager. But I wanted to see if I could find somebody myself so I just put something out on Twitter saying, hey, my team is growing. And if, if you have a good portfolio, and this or that, messaged me a little worried about what I would get back, and my fears were confirmed, I kind of had similar things is you people just coming out and saying, Oh, I have 25 years of experience in this and I look, and it's really not related to what the job description says. And my favorite of all time, I just got a reply that just said yes. And I don't know what that person thought I was supposed to do with that. But needless to say, they did not get the job. Cara North 8:42Ah, poor Yes, person, they're probably still out there looking for the job. So that's funny. But I just want to circle back real quick about a point that you made. And then I want to kind of continue the narrative or the process, so to speak. So you're absolutely right, the recruiting function is something that I definitely have a newfound respect for. And our recruiter is completely underwater, with all the different things that she has on our plate. So we actually did as an organization, we are contracting with other recruiting firms as well. So they've also helped with the job search process. So after you get through the recruiter is interested in your resume. What happened then is basically that resume would then come to me,...
    6 December 2020, 12:00 am
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