November 15, 2023 • 31 mins
Ever felt like you're being led astray by the so-called 'HR influencers' on social media? That's what we're unpacking today with our guest, Dan from HR. He's here to help us navigate through the noise and bring to light the pitfalls of misleading career advice rampant online. We take a deep dive into the unscrupulous tactics employed by these influencers, who are often exploiting young professionals' career aspirations for their gain.
Fight bad advice with good humor, that's Dan's motto. He's on a mission to debunk harmful career advice, one viral post at a time. We also take a peek behind the curtain of Dan's unique pricing strategy for career coaching and how he cleverly uses chat GPT technology for crafting irresistible job advertisements. Get ready for an insightful discussion on the potential of AI in resume building and how, with just the right prompts, it can be a powerful tool in your career arsenal.
How do we trust in a digital age where everyone is trying to sell something? Dan shares his personal story of being accused of monetizing his audience and how he navigated those murky waters to build trust with his followers. We also delve into the murky waters of social media's influence on career advice and how the onus is on us, the consumers, to discern credible advice from the fluff. Join Dan and us on this enlightening journey that's sure to leave you with loads to ponder about, and perhaps, a renewed perspective on how you approach career advice online.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Andrew Quilpa (00:02):
Had you actually read the email, you would know
that the podcast you are aboutto listen to could contain
explicit language and offensivecontent.
These HR experts' views are notrepresentative of their past,
present or future employers.
If you have ever heard mymanager is unfair to me.
I need you to reset my HRportal password.
(00:23):
Or can I ride up my employeefor crying too much?
Welcome to our little safe zone.
Welcome to JDDHR.
Warren (00:50):
Welcome to JDDHR, the podcast by two HR professionals
who want to help you get throughthe workday by saying all the
things you're thinking, but saythem out loud.
Dan Space (00:58):
I'm Warren Daniel very nice to be here.
Thank you for inviting me?
Warren (01:03):
Yes, absolutely.
As you can hear, we have Danfrom Dan from HR.
That's a little bit awkward tosay Dan from Dan from me, dan
from HR.
Anyways, if you haven'tfollowed him on Instagram or all
the social medias, please do.
It's an absolute right.
Some of this stuff is just dropdead funny, but it has a tend.
You have such a tend toseriousness and funniness.
(01:26):
You mix it really really welland it's a lot of fun.
I'm not a social media guru, asany of our listeners can attest
to.
I've actually been trying sohard to break my social media
habits.
I'm doing fairly well.
I do check you out on Instagramregularly.
I won't say all the time,because I'm not on all the time
(01:47):
anymore.
I'm not good at it.
I think it was like two weeksago.
An article came out on HR Dive.
I read one paragraph into itand I said, oh, this would be
the perfect topic from Dan forHR to espound upon.
Because I'll just go tell aboutthe article.
It is HR Dive, october 27th, byCarolyn Christ, in the title of
(02:10):
Gin.
You know her.
Dan Space (02:13):
No, but I want to send her a note after this.
Warren (02:19):
Gin Z.
Millennial workers say theyturned to TikTok for career
coaching.
What made me think of you isbecause there are so many career
advisors out there on TikTok,on all the social medias.
I would conservatively say 75%of them are full of shit.
(02:40):
I think that's a conservativeestimate.
I'm just thinking how many ofthese people are just getting
taken by these HR?
Everybody wants to be HRinfluencer nowadays.
I remember my children now inadults, but I remember when they
(03:00):
were younger, oh, I wanted tobe a YouTube star.
That's what they wanted to be.
When they're growing up,Inflatworks are on TikTok.
Dan Space (03:06):
Well, he needs a pretty face in a 15-second clip
and some bad advice, some badadvice Exactly.
Warren (03:14):
I don't follow too many career advisors because once my
BS meter goes off, I unfollowand subscribe.
I'm done with them.
One of the things you've donepretty hilariously in the past
is you've bumped some of thisbad HR advice out there.
Let's start off.
Why do you?
Yeah, let me one guy, you willnot believe it.
(03:36):
Your, I am Daестre CEO.
Do you think I hesitate to usescam?
But I do think it's a scam to acertain degree?
But do you think these are justpeople who don't know enough
and know what they're speakingabout, enough to be intelligent
and helpful and they're gettingpaid for it, but they're not
really delivering a good servicebecause they're hey, I can make
(03:56):
an easy buck on social mediadoing this or do you think it's
a scam?
Or what are your thoughts onthat end of the world?
Dan Space (04:05):
I put them into three different categories Okay,
intention and knowledge.
If you don't know that you arecausing harm and your intent is
to mean well, but you don't knowwhat you're doing, you just
sort of took a $150 course tobecome a career coach, because
that's the thing.
You can pay, $150 to become acareer coach, and they tell you
how to put them in these likeLinkedIn posts and whatnot, then
(04:27):
I consider you not too harmful.
I consider you misled, Iconsider you misguided, but I
don't consider that harmful.
On the opposite side of thespectrum is you know, you do not
know what.
You know that you are not anexpert in the things that you're
talking about and you know thatyou are manipulating people and
you are an asshole and ascammer.
They're to be called out.
And that's on the far rightside.
(04:49):
I guess the one, the one in themiddle, would be the.
I've met a few people who arethey think they're doing well
but they're not really thataware, or like they're sort of
confident, like I find thatthere's a lot of people in the
middle that have ever createdthem for maybe a few years, or
like are their agency recruiting, so they they touched enough
about it.
They're not necessarily givingbad advice, but they're still
(05:10):
manipulating the that sort ofemotional drive and they're sort
of utilizing their recruitingor their two years of HR
experience say, oh no, I'm anexpert versus like to really
understand how corporate networkworks and the hierarchy and the
job family structures and allof the things that go into
promotions, development, openroles.
It just it takes feet on theground and it takes a lot of
work to understand how it allworks together.
Warren (05:32):
Absolutely, absolutely.
And and here's another thing Ifind is problem, and I've spoke
about it on the podcast beforeso many people want to get into
HRs.
They're the people, people andthey don't really understand and
know what HR is.
And then they get in and maybethey get a cush job somewhere
and they think, oh, this is soeasy.
I, I file these papers and Ihelp Susie with her benefits and
(05:56):
I help Jason do this, and theydon't get the full HR concept of
what.
Everything that is involved inHR, from the beginning to the
end, and people don't understandhow much goes into.
We're going to hire somebody.
From the time a manager says Ineed to hire somebody, there's
so many steps about what role,where they go to fit in the
(06:19):
organization, not even before weeven get talking about salary.
We need to define the role,define everything.
It's just there's so much moreto it and that could be a whole
podcast in itself, an episodeitself in talking about what
goes in, before we even postthat job on LinkedIn or Indeed
or any of your favorite otherchannels, before you even get to
(06:42):
that mark, because it's notjust like willy nilly, okay,
let's hire someone, it's not in.
And then, yes, sometimes youpost jobs if you're.
I call it fishing.
I don't necessarily intend tohire someone.
I want to see what's out thereand if I find the right thing,
yeah, we'll hire them.
If I don't, you know, I'm justfishing.
(07:02):
I'm looking seeing what'savailable and it does.
We're testing the waters, moreor less, and that happens
sometimes too, but I just Idon't know.
I think HR is just such acareer that people are drawn to
without knowing exactly what itis and it causes so many
problems that it ends up causingproblems down the road multiple
ways.
I agree.
(07:23):
So out there, what is some ofthe worst At hr advice you've
seen?
I know you get tagged on videoson tiktok and everything for it
and then you comment on them.
What are some of the just theabsolute worst, shittiest advice
you've seen?
Go out there in the theinterwebs world.
Dan Space (07:45):
Oh, my god, there's some, there's, there's me, I
think.
One is the the don't answer thesalary question when the
recruiter asks for your salaryExpectations.
Like there's so many people todon't answer the question and
said ask how much the budget islike.
Do you understand that?
You're actually screwingyourself by telling people to do
that?
Additionally, the on the resumeside, it's everything from the
(08:06):
put the job description in onepoint font.
So did that with your resumeand then in the interview to do
you have any questions about mycandidacy, as like?
Your final question.
Warren (08:19):
Yeah, yeah, I would agree.
There's the salary question andthat's probably comes up the
most of things that I see outthere and as a recruiter, I cut
my teeth in HR recruiting.
It was IT in the 90s, it wasfast and fun and it was.
It was crazy.
But I the person who mentoredme and developed me taught me
(08:43):
about pre-closing and salary isone of the things you had to
pre-close your candidates on.
You had to get them.
You didn't have to have anumber, you had to get them
within a range, and so manypeople would want to leave that
Blanket.
I and we wouldn't askspecifically ideally, what are?
The question was ideally, whatare you seeking in terms of
salary and a salary range?
That's all the question was.
(09:05):
And if you said, as long as youweren't giving me between zero
and $250,000, I was probablygoing to accept it if you gave
me a reasonable, wellthought-out range.
But the pre-close and thereason you pre-close is so you
can hold it against them asyou're trying to close them.
Hey, well, we gave you thesoftware, we'll give you 10%
more than what you said and hey,this is an awesome offer.
(09:25):
You know, sign, sign now typeof thing.
But the, the salary negotiationand then the, the last one you
mentioned.
What do you, do you have anyconcerns about my candidacy?
I that, that's like Putting awet blanket on that whole
interview.
I don't know if it's an hour,two hours, three hours that
(09:46):
you've been interviewing thatday and you just what?
What are your concerns about mykid?
Don't make them start thinkingthat, hmm, maybe I don't like
Warren as much as I liked Ithought I did.
You're opening your diggierengraved with that question.
I don't know, people are peopleare crazy with those type of
things.
Now, do you think now we have aregular section on J to HR
(10:12):
podcast where we should ongeneration Z and some of its
intentional.
Some of it is just they, theybring it on themselves and you
don't quite have as much gray inyour beard as I have in mind,
but Do you think it's more agenerational thing that they're
good that they're turning toTic-Tac and others social media
(10:35):
sites for this career advice, ordo you think that it is?
It's just easy to find andanybody it's not just generation
Z, it's, it's everybody outthere looking at these career
advice I.
Dan Space (10:49):
Would probably go with the latter.
I myself Downloaded tic-tac inlate of 2020 and I had the same
impression that everyone didthat it was a dancing app.
But, tic-tac aim like to come toyou in sensation of education.
Not only did I start makingcontent and you develop a
reputation for for makingmeaningful content there, but I
learned a ton from, from realexperts, like people.
(11:11):
It was so egalitarian, like ifyou are an expert in Mexican
cuisine, all you had to do issit in front of a computer in
Guadalajara, sit down, show off,show off some plates, and here
here's a Mexican cuisine that Imade and, like you, have just
this, immediate access to it,and I don't think we ever had
something like that before.
So I think that I thinkcertainly the intent of the
(11:33):
generations may have may havebeen different, but I think it
just became so much more thanwhat the creators originally
intended it.
Warren (11:40):
Oh yeah, tic-tac is just grown out of this world.
I was on tic-tac, I watched alot of it.
Then I'd find myself getting tothe point where the little dude
comes on says hey, don't youhave something better to do?
You've been on tic-tac for twohours because you could just
flip oh, next, next, next andnext thing you know they're
telling you get off.
I'm like, oh yeah, I'veprobably been on two hours, that
I feel like it's been fiveminutes and and things like that
(12:02):
.
So that that was part of my owndemise.
So tic-taco helped me kicktic-tac habit.
I still have my account, I justdon't.
I've never posted anything,except for one jaded HR tic-tac
video which my daughter did forus and she moved away.
So now she doesn't do thatanymore.
Now, in in your mind, what isgoing to help?
(12:24):
You say you're this personthat's looking for a career
advice and you're looking at allof these Experts in quotes that
are offering career advice.
What would you tell someonelike, say, a Gen Z person who
has limited experience and life,the universe and everything,
(12:45):
that they don't know how to lookfor somebody that they're going
to really trust their advice?
Because, honestly, some peoplecan make a shit sandwich sound
really really good.
Dan Space (12:58):
And that's really the the the dark side of this and
how there are severalinfluencers and I hate that term
, but there's several big voicesin the millions of followers
that have no authority, nocredibility, no experience
whatsoever.
There's one in particular and Iwas looking at her videos the
other day and I'm like you'vegot to be kidding me and she was
(13:18):
the whole skit that Jade puttogether was always negotiate
your first offer.
And like she was playing outthis skit and like the person
was like, oh hey, I just gotthis offer.
And she was like, oh, you'regonna negotiate.
And she was like, oh no, Ididn't want them to think I'm
pretty.
And she was like, no, it's yourfirst job.
85% of Americans negotiate andstudies show that if you
negotiate, you'll get.
It's the difference of amillion dollars of her lifetime.
(13:38):
And I'm like, looking at thecomments, there were people that
had PhD in their title askingher questions Like it is as well
, because everyone else hasagreed this person is an expert.
Oh, they must be an expert, butthis person is in film and TV.
They have never worked one dayin an office.
They have no idea howcompensation works.
They've never worked in HR.
They never extended an offerThey've never negotiated, like
(14:01):
as someone who is representativeof the person who signs offers
and counter offers, like I'm theone you're negotiating with in
many cases, or someone like me,but to sort of see someone just
smiling and saying, yeah, takemy advice, I don't really give a
crap the fact that I'm gonnatotally ruin your finances and
get your offer pulled because Icould just monetize you for my
audience.
Warren (14:21):
Yeah, I just I don't get it.
Now, what type of services arepeople?
Because the next part of thisarticle is that people are
paying for these services and onthe article here it says most
often paying between 500 and$1,500 for services, and I I
(14:42):
know someone that I wouldabsolutely trust my pay and
trust to do my resume for me andwithout any sweetheart deals,
it wouldn't be anywhere near$1,500.
I think that that, unlessyou're starting off with just
zero or I will say I worked inthe education arena in some of
(15:03):
those educational resumes arelengthy, like maybe, if you have
one, this ten page educationalresume resumes you should talk
about all your research and yourpublishing and da da, da da.
Okay, but for the average Joe,what do you?
What do you?
Are you those people getting is?
An article actually says about11% of respondents to the
(15:26):
organization's October surveysaid they paid tiktok creators
for career coaching, most oftenpaying 500 to $1,500 for
services offered.
And Wow, wow, yeah.
So what do you think thatpeople are getting?
(15:49):
What, what?
There?
There's some.
You yourself you do careercoaching services for people,
you do some resume writing andwhat, what, what just tells us
the all the services that youoffer out there?
Dan Space (16:02):
you know it's funny is that I developed a reputation
for job search content and thereason why I got into the job
search space is just because Iknow how important it is.
People and as someone whoexperienced career nirvana being
an HR business partner forelectronic arts, like doing a
job that I love for a companythat I loved in an industry that
I loved that was something Ikind of wanted everyone to
experience.
(16:22):
And being a business partnerand knowing you, you had the
keys to the secret kingdom.
You know how all this worksbecause you're the one that
helps put it together.
And so when I started makingcontent, I wanted to talk about
the kind of the more fun thingsabout HR I want to talk about,
like workforce modeling andorganizational design and then
leadership development and likeand and how a structure starts
to move and change and how you,how to utilize compensation
(16:44):
strategy and how analytics andHR data could work.
But I had to start with jobsearch because there was so much
misinformation and it was justdisgusting.
So I hate writing resumes.
I hate doing LinkedIn reviews,but I know I'm really good at it
and I know it's important to alot of people.
But my whole pricing elementand I know I make this
needlessly complicated formyself, but like I price based
(17:06):
on the person.
So to me someone who's like a25 year experience marketing
director at Tech company in SanFrancisco for billion dollar
company, that person's gonna getmy highest rate, which I think
caps have, like seven hundreddollars an hour.
The cheapest an hour is likeseventy dollars an hour.
That's like a college studentone year out with nonprofit,
with like two years ofexperience, so that that one's
(17:28):
only gonna take me two hours.
This one's gonna take me fivehours.
But like the idea, the conceptof charging things like college
students are charging people.
I just don't know how it worksand you just manipulating them
and probably using chat, gpt andurban legends and urban myths,
you write resumes that don'treally matter because you don't.
You have no understanding ofhow these job families work.
Warren (17:46):
It just drives me nuts, oh and the thing with chat GPT
resumes and chat GPT jobdescriptions.
Honestly, they're getting kindof good.
I was working with ourrecruiter.
We picked our toughest job thatI worked for an engineering and
technology company we have somevery unique positions and we
(18:09):
took the toughest job to fill.
We said we gave it all theright prompts and it spit out a
job description, jobadvertisement that you, right
off the bat, was like 90%.
There we had to do sometweaking.
I was like whoa, this is goodand I can only imagine it gets
better for it.
And we only used it that onetime just for S's and G's to
(18:31):
figure out how does ChatGBT doeswork for recruiting and whether
it's something we want to do.
But we were both likethoroughly impressed when we
came out with a 90% of the wayfor their product.
It just needed some tweakingfor our individual business and
it was great.
And I can only imagine maybeI'll play a ChatGBT one day and
(18:52):
have it create a resume.
I don't know what sort ofprompts he would give it for
that, but I'd have to figurethat out.
But yeah, it's amazing, it'sonly getting better.
And then are we going to havesomething that, like professors
apparently have this tool nowthat they can tell whether your
papers were written by ChatGBT.
It gives you some sort oflikelihood of how my son in
(19:13):
college was telling me aboutthat.
There's this thing it gives hima likelihood from how likely it
was to be written by AI and Ithought that that was
interesting as well.
But I do think in the futuremaybe these AIs will learn your
tone and the way you write andthe way you communicate.
If it gets enough of a samplesize, it will know how to write
(19:33):
it in the way that Dan or Warrenor whomever would write it once
they have enough info to feedit in.
But that is where I think we'regetting into.
A scary.
Scary realm of things is howeasy it is going to be for
people to do very little,because I do think effort is
(19:53):
part of putting a resumetogether.
The effort, what you want toinclude, what not to include,
limiting yourself.
You worked at McDonald's forthree years.
You don't need to have thattake up six pages.
You just need to get the basicsin there that we can understand
and know and appreciate and howit's useful to us now as you're
(20:14):
looking for a new job.
So I just find that side ofthings fascinating.
If you've heard the podcast, I'mfascinated with AI and where
it's taking us in HR and it'sreally interesting stuff out
there.
So I don't know if we ever gotto the answer here.
(20:36):
What are we going to look forto determine whether somebody's
just full of shit and popular,as you said, because they've got
a million followers, so theymust be right, or to, oh, this
person really knows their stuff?
I can probably count on onehand how many people I follow,
and I probably follow morepeople through the J2HR
(20:59):
Instagram account than I followon my own personal Instagram
account.
But, like I said, I see so muchcrap it comes up in my feed and
then it's like, nope, that'sfull of crap and I just move on.
But Tosh, for someone whodoesn't know how to sift through
the noise out there, anypointers for them?
Dan Space (21:20):
My thing is this I've developed this reputation of
bullying people and people thinkthat people have blocked me or
that I'm mean to people, and Ireally don't want to come across
as negative.
I don't want to persuade anyone.
Not for making content, but asan entrepreneur for three years,
I'm really bad at it.
I have started to talk about.
Both of them failed.
Both of them went bankrupt.
(21:42):
And that was because I'm bad asan entrepreneur.
I've never done it before, sothe first few times have to be
bad.
But the one example I use isthat there was one email
marketing campaign that I did inmy first attempt at
entrepreneurship which all of asudden my open rate went from
0.8% to 37% and it actuallyconverted like nine sales and
(22:02):
I'm like I've got gold.
I have no idea what I did Like.
This is like 47 emails that Ihad sent.
I had no idea how any of thisworked and I tried something and
it worked.
Now imagine if I go on TikTokand say I'm an entrepreneur, I
can guarantee a 37% open rate.
I can guarantee one and threeconversion.
You have no idea.
(22:24):
One, why would I ever think todo that?
Because I'm not confident inthat.
Or two, if I'm thatunscrupulous, why are you
following me?
And three, you deserve to befooled if you're willing just to
take a stranger's and peoplehave a stranger's saying oh,
here's how I get this job atGoogle, here's how I got a 33%
conversion rate.
So I always encourage people.
Linkedin is an open website.
(22:45):
The first thing I do anytimeanyone's had me in a video,
anytime anyone wants me toreview information is.
I look at their experience onLinkedIn.
If they don't have experiencein HR for several companies and
it has to be like the HR thatdeals with job, family and
organization, design andresponsibilities and performance
management if they have noexperience in HR, recruiting or
hiring manager, I becomeimmediately a suspect.
(23:07):
What experience do you havethat qualifies you to be giving
career advice and, doubly so, tocharge for it?
Warren (23:17):
Exactly.
I do believe that maybe part ofit is just Darwinism.
You're going to get fooled,you're going to get fooled and
you're going to realize you'vegot a piece of crap out of your
little $1,500 services fromsomeone you found on TikTok.
I just I don't know.
But also here's another thing,and as a parent of college age
(23:39):
and adult children, listen toyour damn parents sometimes,
especially when they're in HRI'm sitting there career
coaching my daughter how to dothings.
So no, no, no, no, once a go.
Okay, well, I'll be here afterfor to help you with the
aftermath of that, but anyway,well, now do you think there I
(24:06):
hate to put the word regulationon there, but do you think that
there's a appropriate way todebunk or just disavow these bad
actors in the game, the onesthat are truly scamming folks
out there?
I mean, they get millions offollowers and it's easy.
Well, not easy.
(24:26):
I don't have a millionfollowers, but it's relatively
easy to get a million likes andfollowers if you know the right
buzzwords, if you're a cuteyoung person that has a cute
smile and is all bubbly, it's alot easier than some old bald,
gray haired guy with a go to geta million followers.
But is it is the answer tostart reporting these people?
(24:51):
Or?
But a lot of its opinion andyou can't really.
They're saying this is how theybelieve to get your foot in the
door at your favorite company orsomething like that.
How is there more people outthere debunking and tagging hey,
this, this account is just fullof shit.
Here's why here's my top fivereasons why this account is full
(25:15):
of shit.
And go on that and just do thatI, but of course that's that's
going to get likes for the wrongreasons.
Because you really, I want, Idon't, I hate to see as jaded
and cynical and awful of aperson as I can be.
I don't want to see anybodytaking advantage of or lose
their hard earned money.
Especially if you're lookingfor a job, you probably don't
(25:35):
have a lot of money to startwith, and then you, you shell
out a couple hundred dollars andyou get bad advice or I don't
know what the.
You get scammed, you get takenadvantage of, right.
Dan Space (25:48):
You know, I there's no easy way to do it and the the
the worst part was, as I saidbefore, like this is not the
most interesting part of my job,but I I started to post that I
do would do resume or LinkedInreviews as like a passive income
and whatnot.
So people started to accuse meof doing it as a way to gain
business, which was like one ofthe worst.
I'm like no, don't hire me todo resume.
(26:09):
I hate doing resumes but like Iknow how to do it and I'll
probably do it much cheaper thanthis person.
But it became oh, he's onlysaying that because he's a hater
, he's only saying that becausehe wants your business it comes
to.
Someone on LinkedIn had made acomment when I had made one of
my ranting posts saying you knowat what point is a buyer beware
, like.
At some point the buyer has toaccept responsibility and I
would like to get to a point towhere me and others like me have
(26:32):
to stop calling it out becausethey're angry clients are
feeling powered enough to saythis person's scamming out of my
money.
Do not recommend.
Warren (26:40):
Yeah, absolutely I hope.
I wonder, though, how manypeople are too embarrassed to
say, ooh, I just got scammed, orI paid $500 for this.
You know, I could have donethis myself, I could have, I
don't know.
I just I hate the thought ofthat, but I also hate the
thought of regulation.
So there's, I guess there's noreal good answer, and that's
(27:03):
sort of the answer to everythingon social media.
There's no good answer, justflame on everybody at that point
.
Well, well, dan, is thereanything else you would like to
add?
That about getting careeradvice from quote unquote
influencers on social media?
Dan Space (27:22):
The one thing I would have to.
I recommend to everyone and Ifelt like I tried to be very
transparent as possible.
When I got big enough to whereI was getting sponsorship deals
and sponsorship opportunities, Irecognized and realized and
understood that I had theability to monetize my audience
and I'm okay monetizing myaudience if they're okay with it
and provided that I'm offeringvalue.
(27:42):
So if I'm going to give youlike free resume LinkedIn
compensation how this all worksI'll start releasing digital
content whether or not they'reeGuides, courses and whatnot at
some point over the next year,but I want to make sure that
they're valuable.
But you should know that once Ihave this threshold, I can
monetize you becausecorporations now see me as the
ability to influence purchasinghabits.
(28:03):
I think me being just so upfrontabout it really helped build
trust and I feel like there's somany people, like there's one
influencer that will go unnamedbut they classify themselves as
your BFF as a way to build likea parasocial connection, and
then they will go ahead and givereally, really crappy career
advice because they feel likeyou're connected to them.
And this person again has nohiring experience.
(28:26):
What to speak of has never beenhiring manager, has never done
recruiting, has never done HR,but is happily monetizing their
audience.
Because why not?
Because she's down in eitherwhat they want to hear or what
they're afraid of.
Warren (28:39):
I like that, what they want to hear or that are afraid
of I like that.
I I haven't ever I've thoughtof what you want to hear, but I
hadn't thought about what, whatyou're afraid of I, that's.
That's what's up, that that'sgood.
So, dan, before we close outthe podcast today, what?
Where can everybody find you?
Obviously, I know very wellyour instagram.
(29:01):
Where can we all find you?
And I'm gonna put these linksin the show notes when the best
places to connect with you?
Dan Space (29:07):
It's Dan from HR across all socials.
My new tiktok is be Dan from HR, because I'm in the middle of
an appeal process and I have aDan from HR comms store coming
live in the next week or so.
Warren (29:18):
Oh, cool, cool deal, and so those notes will be.
Those links will be in the shownotes.
Be sure to check them out.
Thank you very much for joiningus today.
I like said I got a paragraphinto this.
Okay, it's only like aparagraph article, but I got
like a paragraph in.
I thought this is who's goingto speak very well to this topic
and hopefully, hopefully we canhelp some people out there not
(29:42):
get scammed, and find the rightpeople and do exactly like you
said Check them out online,check out their linkedin profile
.
Are they like I think?
Use example line is a collegekid who hasn't even graduated
yet giving career advice.
It went to found this linkedinprofile.
Andrew Quilpa (29:58):
Oh yeah.
Warren (30:02):
And it Do your homework, don't just pay oh, you know,
they're pretty faced with a nicesmile and have a million
followers.
Hey, don't just just some buyinto that.
Do your homework and and makethe best decision, uh, of what
you can.
So that's all I have got fortoday.
So once again, thank you somuch for joining us.
I think we can hope to have youback at some point if we ever
(30:24):
have a pertinent topic to this,because I think you'd be A good,
good resource for us down theroad.
And if there's anything we cando for you down the road, let us
know.
But wrapping up the show today,our intro is the voice artist,
andrew Culpa, and our introoutro music is the underscore
orchestra devil with the devil.
As always, I'm worn.
(30:46):
Thank you very much so, daniel,and we're here helping you
survive hr one.
What the fuck moment at a time.
Had you actually read the email, you would know
that the podcast you are aboutto listen to could contain
explicit language and offensivecontent.
These HR experts' views are notrepresentative of their past,
present or future employers.
If you have ever heard mymanager is unfair to me.
I need you to reset my HRportal password.
(00:23):
Or can I ride up my employeefor crying too much?
Welcome to our little safe zone.
Welcome to JDDHR.
Warren (00:50):
Welcome to JDDHR, the podcast by two HR professionals
who want to help you get throughthe workday by saying all the
things you're thinking, but saythem out loud.
Dan Space (00:58):
I'm Warren Daniel very nice to be here.
Thank you for inviting me?
Warren (01:03):
Yes, absolutely.
As you can hear, we have Danfrom Dan from HR.
That's a little bit awkward tosay Dan from Dan from me, dan
from HR.
Anyways, if you haven'tfollowed him on Instagram or all
the social medias, please do.
It's an absolute right.
Some of this stuff is just dropdead funny, but it has a tend.
You have such a tend toseriousness and funniness.
(01:26):
You mix it really really welland it's a lot of fun.
I'm not a social media guru, asany of our listeners can attest
to.
I've actually been trying sohard to break my social media
habits.
I'm doing fairly well.
I do check you out on Instagramregularly.
I won't say all the time,because I'm not on all the time
(01:47):
anymore.
I'm not good at it.
I think it was like two weeksago.
An article came out on HR Dive.
I read one paragraph into itand I said, oh, this would be
the perfect topic from Dan forHR to espound upon.
Because I'll just go tell aboutthe article.
It is HR Dive, october 27th, byCarolyn Christ, in the title of
(02:10):
Gin.
You know her.
Dan Space (02:13):
No, but I want to send her a note after this.
Warren (02:19):
Gin Z.
Millennial workers say theyturned to TikTok for career
coaching.
What made me think of you isbecause there are so many career
advisors out there on TikTok,on all the social medias.
I would conservatively say 75%of them are full of shit.
(02:40):
I think that's a conservativeestimate.
I'm just thinking how many ofthese people are just getting
taken by these HR?
Everybody wants to be HRinfluencer nowadays.
I remember my children now inadults, but I remember when they
(03:00):
were younger, oh, I wanted tobe a YouTube star.
That's what they wanted to be.
When they're growing up,Inflatworks are on TikTok.
Dan Space (03:06):
Well, he needs a pretty face in a 15-second clip
and some bad advice, some badadvice Exactly.
Warren (03:14):
I don't follow too many career advisors because once my
BS meter goes off, I unfollowand subscribe.
I'm done with them.
One of the things you've donepretty hilariously in the past
is you've bumped some of thisbad HR advice out there.
Let's start off.
Why do you?
Yeah, let me one guy, you willnot believe it.
(03:36):
Your, I am Daестre CEO.
Do you think I hesitate to usescam?
But I do think it's a scam to acertain degree?
But do you think these are justpeople who don't know enough
and know what they're speakingabout, enough to be intelligent
and helpful and they're gettingpaid for it, but they're not
really delivering a good servicebecause they're hey, I can make
(03:56):
an easy buck on social mediadoing this or do you think it's
a scam?
Or what are your thoughts onthat end of the world?
Dan Space (04:05):
I put them into three different categories Okay,
intention and knowledge.
If you don't know that you arecausing harm and your intent is
to mean well, but you don't knowwhat you're doing, you just
sort of took a $150 course tobecome a career coach, because
that's the thing.
You can pay, $150 to become acareer coach, and they tell you
how to put them in these likeLinkedIn posts and whatnot, then
(04:27):
I consider you not too harmful.
I consider you misled, Iconsider you misguided, but I
don't consider that harmful.
On the opposite side of thespectrum is you know, you do not
know what.
You know that you are not anexpert in the things that you're
talking about and you know thatyou are manipulating people and
you are an asshole and ascammer.
They're to be called out.
And that's on the far rightside.
(04:49):
I guess the one, the one in themiddle, would be the.
I've met a few people who arethey think they're doing well
but they're not really thataware, or like they're sort of
confident, like I find thatthere's a lot of people in the
middle that have ever createdthem for maybe a few years, or
like are their agency recruiting, so they they touched enough
about it.
They're not necessarily givingbad advice, but they're still
(05:10):
manipulating the that sort ofemotional drive and they're sort
of utilizing their recruitingor their two years of HR
experience say, oh no, I'm anexpert versus like to really
understand how corporate networkworks and the hierarchy and the
job family structures and allof the things that go into
promotions, development, openroles.
It just it takes feet on theground and it takes a lot of
work to understand how it allworks together.
Warren (05:32):
Absolutely, absolutely.
And and here's another thing Ifind is problem, and I've spoke
about it on the podcast beforeso many people want to get into
HRs.
They're the people, people andthey don't really understand and
know what HR is.
And then they get in and maybethey get a cush job somewhere
and they think, oh, this is soeasy.
I, I file these papers and Ihelp Susie with her benefits and
(05:56):
I help Jason do this, and theydon't get the full HR concept of
what.
Everything that is involved inHR, from the beginning to the
end, and people don't understandhow much goes into.
We're going to hire somebody.
From the time a manager says Ineed to hire somebody, there's
so many steps about what role,where they go to fit in the
(06:19):
organization, not even before weeven get talking about salary.
We need to define the role,define everything.
It's just there's so much moreto it and that could be a whole
podcast in itself, an episodeitself in talking about what
goes in, before we even postthat job on LinkedIn or Indeed
or any of your favorite otherchannels, before you even get to
(06:42):
that mark, because it's notjust like willy nilly, okay,
let's hire someone, it's not in.
And then, yes, sometimes youpost jobs if you're.
I call it fishing.
I don't necessarily intend tohire someone.
I want to see what's out thereand if I find the right thing,
yeah, we'll hire them.
If I don't, you know, I'm justfishing.
(07:02):
I'm looking seeing what'savailable and it does.
We're testing the waters, moreor less, and that happens
sometimes too, but I just Idon't know.
I think HR is just such acareer that people are drawn to
without knowing exactly what itis and it causes so many
problems that it ends up causingproblems down the road multiple
ways.
I agree.
(07:23):
So out there, what is some ofthe worst At hr advice you've
seen?
I know you get tagged on videoson tiktok and everything for it
and then you comment on them.
What are some of the just theabsolute worst, shittiest advice
you've seen?
Go out there in the theinterwebs world.
Dan Space (07:45):
Oh, my god, there's some, there's, there's me, I
think.
One is the the don't answer thesalary question when the
recruiter asks for your salaryExpectations.
Like there's so many people todon't answer the question and
said ask how much the budget islike.
Do you understand that?
You're actually screwingyourself by telling people to do
that?
Additionally, the on the resumeside, it's everything from the
(08:06):
put the job description in onepoint font.
So did that with your resumeand then in the interview to do
you have any questions about mycandidacy, as like?
Your final question.
Warren (08:19):
Yeah, yeah, I would agree.
There's the salary question andthat's probably comes up the
most of things that I see outthere and as a recruiter, I cut
my teeth in HR recruiting.
It was IT in the 90s, it wasfast and fun and it was.
It was crazy.
But I the person who mentoredme and developed me taught me
(08:43):
about pre-closing and salary isone of the things you had to
pre-close your candidates on.
You had to get them.
You didn't have to have anumber, you had to get them
within a range, and so manypeople would want to leave that
Blanket.
I and we wouldn't askspecifically ideally, what are?
The question was ideally, whatare you seeking in terms of
salary and a salary range?
That's all the question was.
(09:05):
And if you said, as long as youweren't giving me between zero
and $250,000, I was probablygoing to accept it if you gave
me a reasonable, wellthought-out range.
But the pre-close and thereason you pre-close is so you
can hold it against them asyou're trying to close them.
Hey, well, we gave you thesoftware, we'll give you 10%
more than what you said and hey,this is an awesome offer.
(09:25):
You know, sign, sign now typeof thing.
But the, the salary negotiationand then the, the last one you
mentioned.
What do you, do you have anyconcerns about my candidacy?
I that, that's like Putting awet blanket on that whole
interview.
I don't know if it's an hour,two hours, three hours that
(09:46):
you've been interviewing thatday and you just what?
What are your concerns about mykid?
Don't make them start thinkingthat, hmm, maybe I don't like
Warren as much as I liked Ithought I did.
You're opening your diggierengraved with that question.
I don't know, people are peopleare crazy with those type of
things.
Now, do you think now we have aregular section on J to HR
(10:12):
podcast where we should ongeneration Z and some of its
intentional.
Some of it is just they, theybring it on themselves and you
don't quite have as much gray inyour beard as I have in mind,
but Do you think it's more agenerational thing that they're
good that they're turning toTic-Tac and others social media
(10:35):
sites for this career advice, ordo you think that it is?
It's just easy to find andanybody it's not just generation
Z, it's, it's everybody outthere looking at these career
advice I.
Dan Space (10:49):
Would probably go with the latter.
I myself Downloaded tic-tac inlate of 2020 and I had the same
impression that everyone didthat it was a dancing app.
But, tic-tac aim like to come toyou in sensation of education.
Not only did I start makingcontent and you develop a
reputation for for makingmeaningful content there, but I
learned a ton from, from realexperts, like people.
(11:11):
It was so egalitarian, like ifyou are an expert in Mexican
cuisine, all you had to do issit in front of a computer in
Guadalajara, sit down, show off,show off some plates, and here
here's a Mexican cuisine that Imade and, like you, have just
this, immediate access to it,and I don't think we ever had
something like that before.
So I think that I thinkcertainly the intent of the
(11:33):
generations may have may havebeen different, but I think it
just became so much more thanwhat the creators originally
intended it.
Warren (11:40):
Oh yeah, tic-tac is just grown out of this world.
I was on tic-tac, I watched alot of it.
Then I'd find myself getting tothe point where the little dude
comes on says hey, don't youhave something better to do?
You've been on tic-tac for twohours because you could just
flip oh, next, next, next andnext thing you know they're
telling you get off.
I'm like, oh yeah, I'veprobably been on two hours, that
I feel like it's been fiveminutes and and things like that
(12:02):
.
So that that was part of my owndemise.
So tic-taco helped me kicktic-tac habit.
I still have my account, I justdon't.
I've never posted anything,except for one jaded HR tic-tac
video which my daughter did forus and she moved away.
So now she doesn't do thatanymore.
Now, in in your mind, what isgoing to help?
(12:24):
You say you're this personthat's looking for a career
advice and you're looking at allof these Experts in quotes that
are offering career advice.
What would you tell someonelike, say, a Gen Z person who
has limited experience and life,the universe and everything,
(12:45):
that they don't know how to lookfor somebody that they're going
to really trust their advice?
Because, honestly, some peoplecan make a shit sandwich sound
really really good.
Dan Space (12:58):
And that's really the the the dark side of this and
how there are severalinfluencers and I hate that term
, but there's several big voicesin the millions of followers
that have no authority, nocredibility, no experience
whatsoever.
There's one in particular and Iwas looking at her videos the
other day and I'm like you'vegot to be kidding me and she was
(13:18):
the whole skit that Jade puttogether was always negotiate
your first offer.
And like she was playing outthis skit and like the person
was like, oh hey, I just gotthis offer.
And she was like, oh, you'regonna negotiate.
And she was like, oh no, Ididn't want them to think I'm
pretty.
And she was like, no, it's yourfirst job.
85% of Americans negotiate andstudies show that if you
negotiate, you'll get.
It's the difference of amillion dollars of her lifetime.
(13:38):
And I'm like, looking at thecomments, there were people that
had PhD in their title askingher questions Like it is as well
, because everyone else hasagreed this person is an expert.
Oh, they must be an expert, butthis person is in film and TV.
They have never worked one dayin an office.
They have no idea howcompensation works.
They've never worked in HR.
They never extended an offerThey've never negotiated, like
(14:01):
as someone who is representativeof the person who signs offers
and counter offers, like I'm theone you're negotiating with in
many cases, or someone like me,but to sort of see someone just
smiling and saying, yeah, takemy advice, I don't really give a
crap the fact that I'm gonnatotally ruin your finances and
get your offer pulled because Icould just monetize you for my
audience.
Warren (14:21):
Yeah, I just I don't get it.
Now, what type of services arepeople?
Because the next part of thisarticle is that people are
paying for these services and onthe article here it says most
often paying between 500 and$1,500 for services, and I I
(14:42):
know someone that I wouldabsolutely trust my pay and
trust to do my resume for me andwithout any sweetheart deals,
it wouldn't be anywhere near$1,500.
I think that that, unlessyou're starting off with just
zero or I will say I worked inthe education arena in some of
(15:03):
those educational resumes arelengthy, like maybe, if you have
one, this ten page educationalresume resumes you should talk
about all your research and yourpublishing and da da, da da.
Okay, but for the average Joe,what do you?
What do you?
Are you those people getting is?
An article actually says about11% of respondents to the
(15:26):
organization's October surveysaid they paid tiktok creators
for career coaching, most oftenpaying 500 to $1,500 for
services offered.
And Wow, wow, yeah.
So what do you think thatpeople are getting?
(15:49):
What, what?
There?
There's some.
You yourself you do careercoaching services for people,
you do some resume writing andwhat, what, what just tells us
the all the services that youoffer out there?
Dan Space (16:02):
you know it's funny is that I developed a reputation
for job search content and thereason why I got into the job
search space is just because Iknow how important it is.
People and as someone whoexperienced career nirvana being
an HR business partner forelectronic arts, like doing a
job that I love for a companythat I loved in an industry that
I loved that was something Ikind of wanted everyone to
experience.
(16:22):
And being a business partnerand knowing you, you had the
keys to the secret kingdom.
You know how all this worksbecause you're the one that
helps put it together.
And so when I started makingcontent, I wanted to talk about
the kind of the more fun thingsabout HR I want to talk about,
like workforce modeling andorganizational design and then
leadership development and likeand and how a structure starts
to move and change and how you,how to utilize compensation
(16:44):
strategy and how analytics andHR data could work.
But I had to start with jobsearch because there was so much
misinformation and it was justdisgusting.
So I hate writing resumes.
I hate doing LinkedIn reviews,but I know I'm really good at it
and I know it's important to alot of people.
But my whole pricing elementand I know I make this
needlessly complicated formyself, but like I price based
(17:06):
on the person.
So to me someone who's like a25 year experience marketing
director at Tech company in SanFrancisco for billion dollar
company, that person's gonna getmy highest rate, which I think
caps have, like seven hundreddollars an hour.
The cheapest an hour is likeseventy dollars an hour.
That's like a college studentone year out with nonprofit,
with like two years ofexperience, so that that one's
(17:28):
only gonna take me two hours.
This one's gonna take me fivehours.
But like the idea, the conceptof charging things like college
students are charging people.
I just don't know how it worksand you just manipulating them
and probably using chat, gpt andurban legends and urban myths,
you write resumes that don'treally matter because you don't.
You have no understanding ofhow these job families work.
Warren (17:46):
It just drives me nuts, oh and the thing with chat GPT
resumes and chat GPT jobdescriptions.
Honestly, they're getting kindof good.
I was working with ourrecruiter.
We picked our toughest job thatI worked for an engineering and
technology company we have somevery unique positions and we
(18:09):
took the toughest job to fill.
We said we gave it all theright prompts and it spit out a
job description, jobadvertisement that you, right
off the bat, was like 90%.
There we had to do sometweaking.
I was like whoa, this is goodand I can only imagine it gets
better for it.
And we only used it that onetime just for S's and G's to
(18:31):
figure out how does ChatGBT doeswork for recruiting and whether
it's something we want to do.
But we were both likethoroughly impressed when we
came out with a 90% of the wayfor their product.
It just needed some tweakingfor our individual business and
it was great.
And I can only imagine maybeI'll play a ChatGBT one day and
(18:52):
have it create a resume.
I don't know what sort ofprompts he would give it for
that, but I'd have to figurethat out.
But yeah, it's amazing, it'sonly getting better.
And then are we going to havesomething that, like professors
apparently have this tool nowthat they can tell whether your
papers were written by ChatGBT.
It gives you some sort oflikelihood of how my son in
(19:13):
college was telling me aboutthat.
There's this thing it gives hima likelihood from how likely it
was to be written by AI and Ithought that that was
interesting as well.
But I do think in the futuremaybe these AIs will learn your
tone and the way you write andthe way you communicate.
If it gets enough of a samplesize, it will know how to write
(19:33):
it in the way that Dan or Warrenor whomever would write it once
they have enough info to feedit in.
But that is where I think we'regetting into.
A scary.
Scary realm of things is howeasy it is going to be for
people to do very little,because I do think effort is
(19:53):
part of putting a resumetogether.
The effort, what you want toinclude, what not to include,
limiting yourself.
You worked at McDonald's forthree years.
You don't need to have thattake up six pages.
You just need to get the basicsin there that we can understand
and know and appreciate and howit's useful to us now as you're
(20:14):
looking for a new job.
So I just find that side ofthings fascinating.
If you've heard the podcast, I'mfascinated with AI and where
it's taking us in HR and it'sreally interesting stuff out
there.
So I don't know if we ever gotto the answer here.
(20:36):
What are we going to look forto determine whether somebody's
just full of shit and popular,as you said, because they've got
a million followers, so theymust be right, or to, oh, this
person really knows their stuff?
I can probably count on onehand how many people I follow,
and I probably follow morepeople through the J2HR
(20:59):
Instagram account than I followon my own personal Instagram
account.
But, like I said, I see so muchcrap it comes up in my feed and
then it's like, nope, that'sfull of crap and I just move on.
But Tosh, for someone whodoesn't know how to sift through
the noise out there, anypointers for them?
Dan Space (21:20):
My thing is this I've developed this reputation of
bullying people and people thinkthat people have blocked me or
that I'm mean to people, and Ireally don't want to come across
as negative.
I don't want to persuade anyone.
Not for making content, but asan entrepreneur for three years,
I'm really bad at it.
I have started to talk about.
Both of them failed.
Both of them went bankrupt.
(21:42):
And that was because I'm bad asan entrepreneur.
I've never done it before, sothe first few times have to be
bad.
But the one example I use isthat there was one email
marketing campaign that I did inmy first attempt at
entrepreneurship which all of asudden my open rate went from
0.8% to 37% and it actuallyconverted like nine sales and
(22:02):
I'm like I've got gold.
I have no idea what I did Like.
This is like 47 emails that Ihad sent.
I had no idea how any of thisworked and I tried something and
it worked.
Now imagine if I go on TikTokand say I'm an entrepreneur, I
can guarantee a 37% open rate.
I can guarantee one and threeconversion.
You have no idea.
(22:24):
One, why would I ever think todo that?
Because I'm not confident inthat.
Or two, if I'm thatunscrupulous, why are you
following me?
And three, you deserve to befooled if you're willing just to
take a stranger's and peoplehave a stranger's saying oh,
here's how I get this job atGoogle, here's how I got a 33%
conversion rate.
So I always encourage people.
Linkedin is an open website.
(22:45):
The first thing I do anytimeanyone's had me in a video,
anytime anyone wants me toreview information is.
I look at their experience onLinkedIn.
If they don't have experiencein HR for several companies and
it has to be like the HR thatdeals with job, family and
organization, design andresponsibilities and performance
management if they have noexperience in HR, recruiting or
hiring manager, I becomeimmediately a suspect.
(23:07):
What experience do you havethat qualifies you to be giving
career advice and, doubly so, tocharge for it?
Warren (23:17):
Exactly.
I do believe that maybe part ofit is just Darwinism.
You're going to get fooled,you're going to get fooled and
you're going to realize you'vegot a piece of crap out of your
little $1,500 services fromsomeone you found on TikTok.
I just I don't know.
But also here's another thing,and as a parent of college age
(23:39):
and adult children, listen toyour damn parents sometimes,
especially when they're in HRI'm sitting there career
coaching my daughter how to dothings.
So no, no, no, no, once a go.
Okay, well, I'll be here afterfor to help you with the
aftermath of that, but anyway,well, now do you think there I
(24:06):
hate to put the word regulationon there, but do you think that
there's a appropriate way todebunk or just disavow these bad
actors in the game, the onesthat are truly scamming folks
out there?
I mean, they get millions offollowers and it's easy.
Well, not easy.
(24:26):
I don't have a millionfollowers, but it's relatively
easy to get a million likes andfollowers if you know the right
buzzwords, if you're a cuteyoung person that has a cute
smile and is all bubbly, it's alot easier than some old bald,
gray haired guy with a go to geta million followers.
But is it is the answer tostart reporting these people?
(24:51):
Or?
But a lot of its opinion andyou can't really.
They're saying this is how theybelieve to get your foot in the
door at your favorite company orsomething like that.
How is there more people outthere debunking and tagging hey,
this, this account is just fullof shit.
Here's why here's my top fivereasons why this account is full
(25:15):
of shit.
And go on that and just do thatI, but of course that's that's
going to get likes for the wrongreasons.
Because you really, I want, Idon't, I hate to see as jaded
and cynical and awful of aperson as I can be.
I don't want to see anybodytaking advantage of or lose
their hard earned money.
Especially if you're lookingfor a job, you probably don't
(25:35):
have a lot of money to startwith, and then you, you shell
out a couple hundred dollars andyou get bad advice or I don't
know what the.
You get scammed, you get takenadvantage of, right.
Dan Space (25:48):
You know, I there's no easy way to do it and the the
the worst part was, as I saidbefore, like this is not the
most interesting part of my job,but I I started to post that I
do would do resume or LinkedInreviews as like a passive income
and whatnot.
So people started to accuse meof doing it as a way to gain
business, which was like one ofthe worst.
I'm like no, don't hire me todo resume.
(26:09):
I hate doing resumes but like Iknow how to do it and I'll
probably do it much cheaper thanthis person.
But it became oh, he's onlysaying that because he's a hater
, he's only saying that becausehe wants your business it comes
to.
Someone on LinkedIn had made acomment when I had made one of
my ranting posts saying you knowat what point is a buyer beware
, like.
At some point the buyer has toaccept responsibility and I
would like to get to a point towhere me and others like me have
(26:32):
to stop calling it out becausethey're angry clients are
feeling powered enough to saythis person's scamming out of my
money.
Do not recommend.
Warren (26:40):
Yeah, absolutely I hope.
I wonder, though, how manypeople are too embarrassed to
say, ooh, I just got scammed, orI paid $500 for this.
You know, I could have donethis myself, I could have, I
don't know.
I just I hate the thought ofthat, but I also hate the
thought of regulation.
So there's, I guess there's noreal good answer, and that's
(27:03):
sort of the answer to everythingon social media.
There's no good answer, justflame on everybody at that point
.
Well, well, dan, is thereanything else you would like to
add?
That about getting careeradvice from quote unquote
influencers on social media?
Dan Space (27:22):
The one thing I would have to.
I recommend to everyone and Ifelt like I tried to be very
transparent as possible.
When I got big enough to whereI was getting sponsorship deals
and sponsorship opportunities, Irecognized and realized and
understood that I had theability to monetize my audience
and I'm okay monetizing myaudience if they're okay with it
and provided that I'm offeringvalue.
(27:42):
So if I'm going to give youlike free resume LinkedIn
compensation how this all worksI'll start releasing digital
content whether or not they'reeGuides, courses and whatnot at
some point over the next year,but I want to make sure that
they're valuable.
But you should know that once Ihave this threshold, I can
monetize you becausecorporations now see me as the
ability to influence purchasinghabits.
(28:03):
I think me being just so upfrontabout it really helped build
trust and I feel like there's somany people, like there's one
influencer that will go unnamedbut they classify themselves as
your BFF as a way to build likea parasocial connection, and
then they will go ahead and givereally, really crappy career
advice because they feel likeyou're connected to them.
And this person again has nohiring experience.
(28:26):
What to speak of has never beenhiring manager, has never done
recruiting, has never done HR,but is happily monetizing their
audience.
Because why not?
Because she's down in eitherwhat they want to hear or what
they're afraid of.
Warren (28:39):
I like that, what they want to hear or that are afraid
of I like that.
I I haven't ever I've thoughtof what you want to hear, but I
hadn't thought about what, whatyou're afraid of I, that's.
That's what's up, that that'sgood.
So, dan, before we close outthe podcast today, what?
Where can everybody find you?
Obviously, I know very wellyour instagram.
(29:01):
Where can we all find you?
And I'm gonna put these linksin the show notes when the best
places to connect with you?
Dan Space (29:07):
It's Dan from HR across all socials.
My new tiktok is be Dan from HR, because I'm in the middle of
an appeal process and I have aDan from HR comms store coming
live in the next week or so.
Warren (29:18):
Oh, cool, cool deal, and so those notes will be.
Those links will be in the shownotes.
Be sure to check them out.
Thank you very much for joiningus today.
I like said I got a paragraphinto this.
Okay, it's only like aparagraph article, but I got
like a paragraph in.
I thought this is who's goingto speak very well to this topic
and hopefully, hopefully we canhelp some people out there not
(29:42):
get scammed, and find the rightpeople and do exactly like you
said Check them out online,check out their linkedin profile
.
Are they like I think?
Use example line is a collegekid who hasn't even graduated
yet giving career advice.
It went to found this linkedinprofile.
Andrew Quilpa (29:58):
Oh yeah.
Warren (30:02):
And it Do your homework, don't just pay oh, you know,
they're pretty faced with a nicesmile and have a million
followers.
Hey, don't just just some buyinto that.
Do your homework and and makethe best decision, uh, of what
you can.
So that's all I have got fortoday.
So once again, thank you somuch for joining us.
I think we can hope to have youback at some point if we ever
(30:24):
have a pertinent topic to this,because I think you'd be A good,
good resource for us down theroad.
And if there's anything we cando for you down the road, let us
know.
But wrapping up the show today,our intro is the voice artist,
andrew Culpa, and our introoutro music is the underscore
orchestra devil with the devil.
As always, I'm worn.
(30:46):
Thank you very much so, daniel,and we're here helping you
survive hr one.
What the fuck moment at a time.
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