October 29, 2024 • 16 mins
What happens when the expectation to fit into a corporate mold clashes with your personal authenticity? Explore the tension of adapting our professional personas to fit diverse workplace dynamics alongside us in this episode of Real Talk on Talent. Join Dina and Hilary as they challenge the conventional norms of corporate appearances, reflect on the evolving expectations of authenticity, and discuss the balance needed between personal expression and representing your company's brand.
===========================
Featured Links & Mentions:
===========================
➡︎ Watch on YouTube: https://youtu.be/ErO5ZnjRhGQ
➡︎ The Kennedy‑Nixon Debates
➡︎ Website: https://www.hueman.com/
➡︎ Podcast: https://www.youtube.com/@huemanps/podcasts
➡︎ LI: https://www.linkedin.com/company/hueman-people-solutions
===========================
Connect with our Team of Huemans:
===========================
➡︎ Website: https://www.hueman.com/
➡︎ Podcast: https://www.youtube.com/@huemanps/podcasts
➡︎ LI: https://www.linkedin.com/company/hueman-people-solutions
===========================
#hueman #talentacquisition #recruiting #recruitmentprocess #rpo #companyculture #workplaceculture #authenticself #corporatelife #leadershiplessons
Don't forget to subscribe to the Hueman Resources Podcast Channel for more valuable insights on talent acquisition, recruiting, and workforce planning and management.
Visit Hueman.com to learn more about our recruiting services.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Hilary (00:06):
Welcome to Real Talk on Talent, a human resources
podcast where we talk abouttalent acquisition, recruiting
and all things hiring.
We said we were going to startwith our professional podcast
personas and then immediately wewent full.
(00:27):
Romeo, we went full, you know,listen this is part of
navigating workplace dynamics isunderstanding how you need to
show up at what particular timewe needed to start with a bang
because we were not in the zone,so we needed that, so we kind
of flipped it on the switch.
Dina (00:42):
I like it.
Yeah Well, welcome.
Hey, great to be here.
Hilary (00:44):
It's been a while.
Dina (00:45):
It has been a while yeah, yeah, what's new in your world?
Hilary (00:50):
You know, ironically, a whole bunch of people, stuff
going on, ah seems like weshould talk about people which
is what we're going to talkabout today.
Dina (01:02):
Let's do it.
My favorite topic is me, that'swhy we're on the podcast.
Hilary (01:07):
They're like just go talk about yourself.
No that's like half true.
It's a little scary, no, but wedid have a real topic.
Dina (01:14):
Yeah, we did, we did.
Yes, yeah, you kick us offBecause it was your idea, it was
my idea Today.
Idea Today we are going to talkabout how you have to show up
at work differently fordifferent audiences and kind of
navigating, being the authenticversion of yourself, the
professional version of yourself, the manager, the leader,
(01:37):
whatever it is.
Hilary (01:39):
You have to be a different person in different
scenarios, exactly.
I do want to say, though for meit's so important that it's
always authentic to who I am100%, but it's you kind of have
to play into the audience thatyou're with.
Yes, kind of like, if you'reout with your parents or you're
out with your girlfriends,you're going to show up a little
bit differently.
Dina (01:57):
Exactly so.
Hilary (01:57):
it's kind of your rules of engagement within the
respective group that you'reinteracting with and I do think
I really like this topic becauseI think it's particularly I
don't know if importance is theright word difficult expected.
It's particularly expected forwomen in the workforce, and I
think that's a really importanttopic to think about is as a
woman, how do you navigate thoseexpectations but still be
(02:21):
yourself and be able to show upin that authentic way?
Yes, absolutely Okay, I agree.
So we started out with rodeo,yeah, there we go, there we go
Uh-huh, how do you want toapproach this?
You know so, I know.
Okay, what's your favoritepersona?
Just me, what is that?
Just me?
When does that?
Dina (02:39):
show up.
What does that look like?
Yeah, great question.
Um, so I do think I'm fortunatethat I have been with human for
quite a while, so I've got agreat relationship with the
existing leadership team.
Yep, so when we are offsitehaving our strategic planning
sessions, when I can be my trueself which, by the way, I'm a
(03:03):
little bit quirky, um, but I canalso be quirky, thoughtful,
intelligent and get stuff done,that's what I like.
I like the opportunity.
Hilary (03:11):
And you call it yourself because you feel unbridled.
In those moments you're notplaying a part.
You're like Dina is here tosolve a problem, to have fun
while doing that, exactly, isthat kind of what you think, mom
?
I think that's fair.
I would say.
When I think about that Dinaperson, the things that I find
really impressive are that youdo have this ability to see
things differently and to lookand say like hey, we haven't
(03:34):
thought about this way, or likeI'm going to challenge that.
And you're really direct tolike in a very kind way.
But you're really good atsaying like okay, listen, guys,
the business needs this.
This is how we're showing upand let's have fun while we're
doing it.
Usually a Harry Potter referenceor two or two, yeah, so um yeah
yeah, I mean, is it thatprobably wasn't a fair question,
(03:56):
because it should be becauseyour favorite should always be
the one where you're unbridledand don't have to think about
how you show up.
You know well.
There's your default, which isyour normal persona or your
default professionalbusinesswoman.
Dina (04:12):
And that's the thing.
So we are in unique positionswhere we interact a lot with our
clients and our partners, andme particularly, and you to a
certain extent.
My clients by and large areprivate equity firms and very
traditional, very traditionaland just different than who we
(04:33):
as a recruitment organizationmay be interfacing with at some
of, let's say, a hospital, chrofor example, and so I think for
me, when I started workingwithin the private equity space
about four years ago, it was alearning curve to understand.
They're different.
Conversations it's a different,content is different, talking
(04:56):
points are different, meetingrhythms are different, and so I
think that is the lesson foranybody is how do you understand
the audience that you'remeeting with and how do you
figure out what is theappropriate talking points?
Hilary (05:12):
your work life it's because you deal with different
people Like you and I caninteract in a certain way and we
can have certain conversations,but as a leader, I have to show
up, and I still am.
You could probably ask my teamor anyone that works with me.
(05:34):
I still am silly and doridiculous things.
Dina (05:38):
Um which is why we love you Thank you.
Hilary (05:40):
Well, you know, I'm not overly buttoned up, I mean, I'm
literally not even buttoned up,but I have to show up
differently.
The expectation is that I havea level of authority, knowledge,
give protection to my people,like that kind of thing.
Yeah.
Dina (05:55):
Well, and I think it's interesting, like so.
I remember when I was incollege, graduating college, I
had my nose pierced, did youreally?
I did.
Hilary (06:05):
I did not know that.
Dina (06:05):
Just like on the side.
Yeah, just a cute little stud,which, by the way, I would do
again, but probably not the bestmove for me professionally,
honestly.
Hilary (06:14):
Well, with your, yeah, it's kind of tough because
that's also changing.
Dina (06:18):
So I remember when I was in college and we were doing
like mock interviews for careerdays and the teacher was like,
dean, you're going to have totake your nose ring out if you
want to get a job.
And I was like, oh, that'sridiculous, I'm not going to
have to take my nose ring out toget a job.
So I did take my nose ring outto get a job because ultimately,
that was the right thing to do.
But I think there is a strugglewith people to figure out how
(06:43):
can you still be an authenticversion of yourself that's
appropriate for the situationthat you're going into.
I think if people try to gointo a situation and be
completely, you know,inauthentic, unauthentic,
inauthentic, inauthentic, fake,sure, not themselves.
Okay, you know that is.
(07:06):
That's not a good place foranybody.
Hilary (07:08):
Yeah, this kind of goes back to I think we were talking
about.
It was one of the hot takeswhere it was like you have to
lie to get a job and it's like,if you have to lie to get a job,
like that's probably not thejob that you want or a company
you want to be in.
Yes, I think there's somethingsimilar, but I have, because I
actually had this conversationwith someone on my team last
week where we were talking about, like tattoos, where some
(07:31):
companies still have a rulewhere you cannot have visible
tattoos at all, and that issomething where I can understand
, like not wanting face tattoos,because there's still a very
strong like social response tothat, yeah.
But for me I'm like who cares ifyou've got a like a sleeve, and
(07:53):
I feel like that's changing.
Dina (07:55):
So yes, I think that's changing, but I think there's, I
think there's so much more thatgoes into that decision, you
know so.
Hilary (08:02):
I so About hiring people with tattoos in general.
Dina (08:06):
just people's thought process on what is acceptable in
the workplace and what's notacceptable in the workplace, and
so I think about this.
We have worked with a lot ofhospital clients and, um, for a
very long time it was no tattoosin the workplace.
Um, there are still some of ourhospital clients that say that,
(08:26):
correct, and I don't reallyknow where I'm going with this
talk track.
Hilary (08:30):
So I'm going to save you on this one.
I want it because you're likeit.
There is still this perspectiveof it.
Yeah, and I guess what I'minterested to dive into on this
is we talk about how we show upand we have multiple ways that
we present ourselves.
We show up as leaders, we showup as peers, we show up as just
who cares.
I've had a day like I'm here,but more and more I think that
(08:55):
the expectation of showing up acertain way is changing and but
not all companies have changedpolicy to match that.
Yeah, yeah.
So I guess the question is,when you think about having
entered the workforce as a youngemployee and had to take your
nose ring out to where we aretoday, do you think that it was
(09:17):
wrong that you had to take yournose ring out, and that you have
, and that you have to show upas a certain way?
Dina (09:21):
No, Okay, why not?
Because I am being employed bysomebody to represent their
business and help them meettheir business goals.
Hilary (09:34):
But you and I talked about this is you're showing up
as a.
You are now the face.
You and I are the face of thecompany.
Yeah, so we have to show up acertain way because we're being
paid to literally represent them.
But if I have someone, well,we're Whitney.
Whitney is here, she isactively a part of this, but you
(09:54):
can't see her.
Does that matter?
Dina (09:57):
Yeah, Great question.
So I think you're right.
This is a.
This is a really complex issue.
Hilary (10:09):
Well, it's just interesting because we just say,
we just accept it, and it is areflection that we talked about
this earlier.
We as humans just do that Likeyou interact with people
differently.
But I'm just thinking about so.
So many like tech companies,for example, have really thrown
that idea of like you have toput on your work outfit and you
have to show up and do your workstuff.
There's a there's a pushagainst that Like, just show up
and do the work.
Dina (10:29):
Who cares?
Yeah, I think a lot of it hasto do with who.
Who are your customers and whatare your customers expectations
?
Hilary (10:42):
Well.
So I'm going to challenge thatin the sense of, because I want
to talk about you and me aspeople who are our customers in
our jobs, because what I mean bythat is, like human has
customers, but you and I, in ourlives, in our careers.
In order to make certain moves,you got to get the buy-in from
certain people, right?
So if that's the case, then I'mnot just representing human to
human partners, I'm representingHillary as I sell my career.
Dina (11:12):
Yep, and then we're also how are we?
Representing our teams?
How?
How do we show up as leaders aswell?
So that's that's you know.
Another consideration, I thinkit is.
It's about understanding all ofthe dynamics that go into a
business.
Okay, say more about that.
So I'm thinking specificallyabout some of my private equity
(11:32):
partners.
Okay, and I'm going to makesome assumptions here.
I could be wrong.
Have at it.
Hilary (11:39):
We make decisions based on assumptions all the time.
There we go wrong have at it.
Dina (11:42):
We make decisions based on assumptions all the time.
There we go.
Yeah, probably showing up in adenim mechanic suit to a private
equity firm isn't going to be agood good look for me, but if
you think about who ispartnering with private equity
firms, it is often largeinstitutional investors who are
coming with high dollars, andit's often individuals with a
(12:07):
really high network.
So what you want to do is makesure that whoever you're putting
forth in front of theseindividuals is going to make
them very comfortable in thework that you're doing.
Yes, so what is the ultimatepersona to make these
individuals very comfortable inwhat you're doing?
Yes, so what is the ultimatepersona to make these
individuals very comfortable?
Hilary (12:25):
in what you're doing.
It's so funny, okay.
So I actually had thisconversation with someone
recently my mom about politics,okay, and it was like how come
in politics we're so caught upon like how tall people are,
like what their tie color looks,like, like why can't we just
look at their resume and likemake decisions and I'm comparing
this into the workplace as wellwhy can't we just look at
(12:46):
someone's resume and go off oftheir credentials?
Yeah, that is so not humannature.
To the point that there was aum.
It was, I believe it was theKennedy Nixon election.
Okay, recent past, okay, I'mlike 95% sure those were the two
people.
Dina (13:05):
Okay.
Hilary (13:06):
But it would, I could.
It could be wrong with Whitney,thank you, Um, but it was for
sure, kennedy.
So it was the.
So it was a presidentialelection and it was the first
one where they had a televiseddebate.
Okay, and so Kennedy went andgot a movie like makeup artist
to do his makeup in preparationfor the debate.
(13:26):
Yep, and I think it was whoeverhis component opponent was got
a theater actor to do his makeup, which did not translate well
on TV at all, so he lookedreally sickly.
It was really bad.
So they then did polls afterand found that people who
watched the debate on TV thoughtthat Kennedy won Okay, and
people people who watched thedebate on TV thought that
Kennedy won Okay, and people wholistened to it on the radio
thought that Kennedy lost.
(13:47):
Uh-huh Interesting and it allsimply had to do with how they
looked.
Yeah, oh, 100%, and so I thinkit brings up a good point.
Yeah, should we have to put onthis facade?
Yeah, no, but that's how peoplemake decisions.
Dina (14:00):
I think it's how people you're 100% correct, it's how
people make decisions.
And I also think that it is abit of respect too.
If I am going to somebody andI'm saying, hey, you should
partner with human, you shouldtrust us to help all of your
companies with their recruitmentneeds.
I'm going to, I am going toshow up polished and
(14:21):
professional.
Hilary (14:22):
You gave me your time and I'm going to respect that
time Exactly and I'm going tobring my A game.
I like that.
Dina (14:27):
So you know, I also think there's kind of a respect
component.
Hilary (14:30):
So if you had to give young Dina advice or you think
about the people you managetoday, yeah, yeah, what would
you tell them on, like how toshow up, yeah, and how to
navigate the different?
Dina (14:40):
personas, so to show up and how to navigate the
different personas.
So first, I think it'simportant to understand as an
individual, regardless of yoursituation and scenario, what are
you really good at, what areyou great at?
Oh, interesting, okay, and makesure that you're showing up
with those things.
So, for me, I tend to show upas highly confident, highly
capable and I have a really goodunderstanding of all things
(15:03):
recruitment.
So, regardless of my scenario,I am going to consistently show
up as confident, capable andwell-informed on what it is that
I have to do.
So then, how does that?
Hilary (15:13):
change.
So how does that Like?
Is that?
Are those the three things thatare always there and then the
packaging around it changes?
I think it's the packagingaround it that changes.
Interesting.
Dina (15:21):
I think it's the packaging around it that changes.
I think it's the packagingaround it that changes.
It's, you know, I mean Joshgosh things.
You know small talk.
What do you do?
You know?
I mean just little things likethat.
How professional are you?
You know, when we have a callinternally, I mean we have fun
on those calls, but you knowwe're probably not going to, I
don't know be chatting memes toeach other during a team's
(15:44):
meeting with a client.
Hilary (15:45):
Yeah, Depending on.
I have some clients I do yeah,yeah, but that's.
Dina (15:49):
I get it, yeah, yeah.
So I think it's, I think it'sall around how you package
things up.
I like that, yeah, show up withyour, your kind of the pillars
of your authentic self and thenpackage them appropriately.
Authentic self and then packagethem appropriately.
Hillary, let's be authenticself for this outro.
(16:14):
Hillary, let's dance out foreverybody.
No, I can't, I can't.
I support you.
Hilary (16:23):
We're going to dance out our authentic self.
Honestly, I think that is thebest way to end this episode.
Dina (16:27):
I mean, I don't see a better way.
What just happened?
Oh no, I think it's a prettygood way.
No, all I'm saying is we'redone.
Oh, bye, bye, bye, bye, bye,bye, bye, bye, bye, bye, bye.
It really was good.
Welcome to Real Talk on Talent, a human resources
podcast where we talk abouttalent acquisition, recruiting
and all things hiring.
We said we were going to startwith our professional podcast
personas and then immediately wewent full.
(00:27):
Romeo, we went full, you know,listen this is part of
navigating workplace dynamics isunderstanding how you need to
show up at what particular timewe needed to start with a bang
because we were not in the zone,so we needed that, so we kind
of flipped it on the switch.
Dina (00:42):
I like it.
Yeah Well, welcome.
Hey, great to be here.
Hilary (00:44):
It's been a while.
Dina (00:45):
It has been a while yeah, yeah, what's new in your world?
Hilary (00:50):
You know, ironically, a whole bunch of people, stuff
going on, ah seems like weshould talk about people which
is what we're going to talkabout today.
Dina (01:02):
Let's do it.
My favorite topic is me, that'swhy we're on the podcast.
Hilary (01:07):
They're like just go talk about yourself.
No that's like half true.
It's a little scary, no, but wedid have a real topic.
Dina (01:14):
Yeah, we did, we did.
Yes, yeah, you kick us offBecause it was your idea, it was
my idea Today.
Idea Today we are going to talkabout how you have to show up
at work differently fordifferent audiences and kind of
navigating, being the authenticversion of yourself, the
professional version of yourself, the manager, the leader,
(01:37):
whatever it is.
Hilary (01:39):
You have to be a different person in different
scenarios, exactly.
I do want to say, though for meit's so important that it's
always authentic to who I am100%, but it's you kind of have
to play into the audience thatyou're with.
Yes, kind of like, if you'reout with your parents or you're
out with your girlfriends,you're going to show up a little
bit differently.
Dina (01:57):
Exactly so.
Hilary (01:57):
it's kind of your rules of engagement within the
respective group that you'reinteracting with and I do think
I really like this topic becauseI think it's particularly I
don't know if importance is theright word difficult expected.
It's particularly expected forwomen in the workforce, and I
think that's a really importanttopic to think about is as a
woman, how do you navigate thoseexpectations but still be
(02:21):
yourself and be able to show upin that authentic way?
Yes, absolutely Okay, I agree.
So we started out with rodeo,yeah, there we go, there we go
Uh-huh, how do you want toapproach this?
You know so, I know.
Okay, what's your favoritepersona?
Just me, what is that?
Just me?
When does that?
Dina (02:39):
show up.
What does that look like?
Yeah, great question.
Um, so I do think I'm fortunatethat I have been with human for
quite a while, so I've got agreat relationship with the
existing leadership team.
Yep, so when we are offsitehaving our strategic planning
sessions, when I can be my trueself which, by the way, I'm a
(03:03):
little bit quirky, um, but I canalso be quirky, thoughtful,
intelligent and get stuff done,that's what I like.
I like the opportunity.
Hilary (03:11):
And you call it yourself because you feel unbridled.
In those moments you're notplaying a part.
You're like Dina is here tosolve a problem, to have fun
while doing that, exactly, isthat kind of what you think, mom
?
I think that's fair.
I would say.
When I think about that Dinaperson, the things that I find
really impressive are that youdo have this ability to see
things differently and to lookand say like hey, we haven't
(03:34):
thought about this way, or likeI'm going to challenge that.
And you're really direct tolike in a very kind way.
But you're really good atsaying like okay, listen, guys,
the business needs this.
This is how we're showing upand let's have fun while we're
doing it.
Usually a Harry Potter referenceor two or two, yeah, so um yeah
yeah, I mean, is it thatprobably wasn't a fair question,
(03:56):
because it should be becauseyour favorite should always be
the one where you're unbridledand don't have to think about
how you show up.
You know well.
There's your default, which isyour normal persona or your
default professionalbusinesswoman.
Dina (04:12):
And that's the thing.
So we are in unique positionswhere we interact a lot with our
clients and our partners, andme particularly, and you to a
certain extent.
My clients by and large areprivate equity firms and very
traditional, very traditionaland just different than who we
(04:33):
as a recruitment organizationmay be interfacing with at some
of, let's say, a hospital, chrofor example, and so I think for
me, when I started workingwithin the private equity space
about four years ago, it was alearning curve to understand.
They're different.
Conversations it's a different,content is different, talking
(04:56):
points are different, meetingrhythms are different, and so I
think that is the lesson foranybody is how do you understand
the audience that you'remeeting with and how do you
figure out what is theappropriate talking points?
Hilary (05:12):
your work life it's because you deal with different
people Like you and I caninteract in a certain way and we
can have certain conversations,but as a leader, I have to show
up, and I still am.
You could probably ask my teamor anyone that works with me.
(05:34):
I still am silly and doridiculous things.
Dina (05:38):
Um which is why we love you Thank you.
Hilary (05:40):
Well, you know, I'm not overly buttoned up, I mean, I'm
literally not even buttoned up,but I have to show up
differently.
The expectation is that I havea level of authority, knowledge,
give protection to my people,like that kind of thing.
Yeah.
Dina (05:55):
Well, and I think it's interesting, like so.
I remember when I was incollege, graduating college, I
had my nose pierced, did youreally?
I did.
Hilary (06:05):
I did not know that.
Dina (06:05):
Just like on the side.
Yeah, just a cute little stud,which, by the way, I would do
again, but probably not the bestmove for me professionally,
honestly.
Hilary (06:14):
Well, with your, yeah, it's kind of tough because
that's also changing.
Dina (06:18):
So I remember when I was in college and we were doing
like mock interviews for careerdays and the teacher was like,
dean, you're going to have totake your nose ring out if you
want to get a job.
And I was like, oh, that'sridiculous, I'm not going to
have to take my nose ring out toget a job.
So I did take my nose ring outto get a job because ultimately,
that was the right thing to do.
But I think there is a strugglewith people to figure out how
(06:43):
can you still be an authenticversion of yourself that's
appropriate for the situationthat you're going into.
I think if people try to gointo a situation and be
completely, you know,inauthentic, unauthentic,
inauthentic, inauthentic, fake,sure, not themselves.
Okay, you know that is.
(07:06):
That's not a good place foranybody.
Hilary (07:08):
Yeah, this kind of goes back to I think we were talking
about.
It was one of the hot takeswhere it was like you have to
lie to get a job and it's like,if you have to lie to get a job,
like that's probably not thejob that you want or a company
you want to be in.
Yes, I think there's somethingsimilar, but I have, because I
actually had this conversationwith someone on my team last
week where we were talking about, like tattoos, where some
(07:31):
companies still have a rulewhere you cannot have visible
tattoos at all, and that issomething where I can understand
, like not wanting face tattoos,because there's still a very
strong like social response tothat, yeah.
But for me I'm like who cares ifyou've got a like a sleeve, and
(07:53):
I feel like that's changing.
Dina (07:55):
So yes, I think that's changing, but I think there's, I
think there's so much more thatgoes into that decision, you
know so.
Hilary (08:02):
I so About hiring people with tattoos in general.
Dina (08:06):
just people's thought process on what is acceptable in
the workplace and what's notacceptable in the workplace, and
so I think about this.
We have worked with a lot ofhospital clients and, um, for a
very long time it was no tattoosin the workplace.
Um, there are still some of ourhospital clients that say that,
(08:26):
correct, and I don't reallyknow where I'm going with this
talk track.
Hilary (08:30):
So I'm going to save you on this one.
I want it because you're likeit.
There is still this perspectiveof it.
Yeah, and I guess what I'minterested to dive into on this
is we talk about how we show upand we have multiple ways that
we present ourselves.
We show up as leaders, we showup as peers, we show up as just
who cares.
I've had a day like I'm here,but more and more I think that
(08:55):
the expectation of showing up acertain way is changing and but
not all companies have changedpolicy to match that.
Yeah, yeah.
So I guess the question is,when you think about having
entered the workforce as a youngemployee and had to take your
nose ring out to where we aretoday, do you think that it was
(09:17):
wrong that you had to take yournose ring out, and that you have
, and that you have to show upas a certain way?
Dina (09:21):
No, Okay, why not?
Because I am being employed bysomebody to represent their
business and help them meettheir business goals.
Hilary (09:34):
But you and I talked about this is you're showing up
as a.
You are now the face.
You and I are the face of thecompany.
Yeah, so we have to show up acertain way because we're being
paid to literally represent them.
But if I have someone, well,we're Whitney.
Whitney is here, she isactively a part of this, but you
(09:54):
can't see her.
Does that matter?
Dina (09:57):
Yeah, Great question.
So I think you're right.
This is a.
This is a really complex issue.
Hilary (10:09):
Well, it's just interesting because we just say,
we just accept it, and it is areflection that we talked about
this earlier.
We as humans just do that Likeyou interact with people
differently.
But I'm just thinking about so.
So many like tech companies,for example, have really thrown
that idea of like you have toput on your work outfit and you
have to show up and do your workstuff.
There's a there's a pushagainst that Like, just show up
and do the work.
Dina (10:29):
Who cares?
Yeah, I think a lot of it hasto do with who.
Who are your customers and whatare your customers expectations
?
Hilary (10:42):
Well.
So I'm going to challenge thatin the sense of, because I want
to talk about you and me aspeople who are our customers in
our jobs, because what I mean bythat is, like human has
customers, but you and I, in ourlives, in our careers.
In order to make certain moves,you got to get the buy-in from
certain people, right?
So if that's the case, then I'mnot just representing human to
human partners, I'm representingHillary as I sell my career.
Dina (11:12):
Yep, and then we're also how are we?
Representing our teams?
How?
How do we show up as leaders aswell?
So that's that's you know.
Another consideration, I thinkit is.
It's about understanding all ofthe dynamics that go into a
business.
Okay, say more about that.
So I'm thinking specificallyabout some of my private equity
(11:32):
partners.
Okay, and I'm going to makesome assumptions here.
I could be wrong.
Have at it.
Hilary (11:39):
We make decisions based on assumptions all the time.
There we go wrong have at it.
Dina (11:42):
We make decisions based on assumptions all the time.
There we go.
Yeah, probably showing up in adenim mechanic suit to a private
equity firm isn't going to be agood good look for me, but if
you think about who ispartnering with private equity
firms, it is often largeinstitutional investors who are
coming with high dollars, andit's often individuals with a
(12:07):
really high network.
So what you want to do is makesure that whoever you're putting
forth in front of theseindividuals is going to make
them very comfortable in thework that you're doing.
Yes, so what is the ultimatepersona to make these
individuals very comfortable inwhat you're doing?
Yes, so what is the ultimatepersona to make these
individuals very comfortable?
Hilary (12:25):
in what you're doing.
It's so funny, okay.
So I actually had thisconversation with someone
recently my mom about politics,okay, and it was like how come
in politics we're so caught upon like how tall people are,
like what their tie color looks,like, like why can't we just
look at their resume and likemake decisions and I'm comparing
this into the workplace as wellwhy can't we just look at
(12:46):
someone's resume and go off oftheir credentials?
Yeah, that is so not humannature.
To the point that there was aum.
It was, I believe it was theKennedy Nixon election.
Okay, recent past, okay, I'mlike 95% sure those were the two
people.
Dina (13:05):
Okay.
Hilary (13:06):
But it would, I could.
It could be wrong with Whitney,thank you, Um, but it was for
sure, kennedy.
So it was the.
So it was a presidentialelection and it was the first
one where they had a televiseddebate.
Okay, and so Kennedy went andgot a movie like makeup artist
to do his makeup in preparationfor the debate.
(13:26):
Yep, and I think it was whoeverhis component opponent was got
a theater actor to do his makeup, which did not translate well
on TV at all, so he lookedreally sickly.
It was really bad.
So they then did polls afterand found that people who
watched the debate on TV thoughtthat Kennedy won Okay, and
people people who watched thedebate on TV thought that
Kennedy won Okay, and people wholistened to it on the radio
thought that Kennedy lost.
(13:47):
Uh-huh Interesting and it allsimply had to do with how they
looked.
Yeah, oh, 100%, and so I thinkit brings up a good point.
Yeah, should we have to put onthis facade?
Yeah, no, but that's how peoplemake decisions.
Dina (14:00):
I think it's how people you're 100% correct, it's how
people make decisions.
And I also think that it is abit of respect too.
If I am going to somebody andI'm saying, hey, you should
partner with human, you shouldtrust us to help all of your
companies with their recruitmentneeds.
I'm going to, I am going toshow up polished and
(14:21):
professional.
Hilary (14:22):
You gave me your time and I'm going to respect that
time Exactly and I'm going tobring my A game.
I like that.
Dina (14:27):
So you know, I also think there's kind of a respect
component.
Hilary (14:30):
So if you had to give young Dina advice or you think
about the people you managetoday, yeah, yeah, what would
you tell them on, like how toshow up, yeah, and how to
navigate the different?
Dina (14:40):
personas, so to show up and how to navigate the
different personas.
So first, I think it'simportant to understand as an
individual, regardless of yoursituation and scenario, what are
you really good at, what areyou great at?
Oh, interesting, okay, and makesure that you're showing up
with those things.
So, for me, I tend to show upas highly confident, highly
capable and I have a really goodunderstanding of all things
(15:03):
recruitment.
So, regardless of my scenario,I am going to consistently show
up as confident, capable andwell-informed on what it is that
I have to do.
So then, how does that?
Hilary (15:13):
change.
So how does that Like?
Is that?
Are those the three things thatare always there and then the
packaging around it changes?
I think it's the packagingaround it that changes.
Interesting.
Dina (15:21):
I think it's the packaging around it that changes.
I think it's the packagingaround it that changes.
It's, you know, I mean Joshgosh things.
You know small talk.
What do you do?
You know?
I mean just little things likethat.
How professional are you?
You know, when we have a callinternally, I mean we have fun
on those calls, but you knowwe're probably not going to, I
don't know be chatting memes toeach other during a team's
(15:44):
meeting with a client.
Hilary (15:45):
Yeah, Depending on.
I have some clients I do yeah,yeah, but that's.
Dina (15:49):
I get it, yeah, yeah.
So I think it's, I think it'sall around how you package
things up.
I like that, yeah, show up withyour, your kind of the pillars
of your authentic self and thenpackage them appropriately.
Authentic self and then packagethem appropriately.
Hillary, let's be authenticself for this outro.
(16:14):
Hillary, let's dance out foreverybody.
No, I can't, I can't.
I support you.
Hilary (16:23):
We're going to dance out our authentic self.
Honestly, I think that is thebest way to end this episode.
Dina (16:27):
I mean, I don't see a better way.
What just happened?
Oh no, I think it's a prettygood way.
No, all I'm saying is we'redone.
Oh, bye, bye, bye, bye, bye,bye, bye, bye, bye, bye, bye.
It really was good.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
The Joe Rogan Experience
The official podcast of comedian Joe Rogan.