Latest / Luke's English Podcast / He Faked a _1M Offer Letter to Get a Raise

Transcript

He Faked a _1M Offer Letter to Get a Raise · Luke's English Podcast

• 0:00
  Speaker 1: He actually manually edited the salary from sixty thousand a
• 0:03
  Speaker 1: year to one million dollars a year.
• 0:05
  Speaker 2: I'm going to cross departmental strategic initiative.
• 0:07
  Speaker 1: Top secrets, top secret stuff.
• 0:09
  Speaker 2: It turns out there was no project.
• 0:11
  Speaker 3: He admitted he wasn't smoking. He was helping a friend.
• 0:14
  Speaker 2: Stuff. This is the Bad Hire, the show with the
• 0:17
  Speaker 2: best stories about the worst employees.
• 0:20
  Speaker 3: We fired him.
• 0:21
  Speaker 2: Of course, people are crazy.
• 0:22
  Speaker 1: It's like an HR nightmare.
• 0:24
  Speaker 2: Right, one Bad Hire stole all of.
• 0:27
  Speaker 1: It crazy stuff. She got what she deserved.
• 0:30
  Speaker 2: Oh, I'm your host, Ken Monroe, and every week we
• 0:34
  Speaker 2: dive into real life stories from the wild world of
• 0:38
  Speaker 2: work and what can happen when the wrong person gets
• 0:41
  Speaker 2: the job. These stories aren't just crazy when they are
• 0:44
  Speaker 2: cautionary tales about lessons learned the hard way. Let's get started,
• 0:51
  Speaker 2: all right, Welcome everyone, Welcome back to the Bad Hire. Well,
• 0:54
  Speaker 2: as you recall this as the show with the worst
• 0:58
  Speaker 2: stories about the worst are the best stories about the
• 1:00
  Speaker 2: worst employees? I guess so I know it's I know
• 1:03
  Speaker 2: it's a lot of fun. Welcome, what's up em? Welcome
• 1:06
  Speaker 2: hilly guys. Ready to go?
• 1:09
  Speaker 3: Yeah?
• 1:10
  Speaker 1: Oh I'm ready. The energy and here is off the charts.
• 1:13
  Speaker 1: We're ready to go.
• 1:14
  Speaker 2: Yeah, we got Marcus in the corner. It's like post lunch.
• 1:17
  Speaker 2: We just we've been videoing all day long.
• 1:20
  Speaker 1: It's two o'clock right now. We're going to record a ten.
• 1:23
  Speaker 1: We've been busy.
• 1:24
  Speaker 2: Yeah. See, we can't get the energy level up all right.
• 1:28
  Speaker 2: So you know the drill. Every week we dive it.
• 1:31
  Speaker 2: We dive into the kind of wildest, weirdest stories. I've
• 1:33
  Speaker 2: actually enjoyed it. We've heard so many stories actually that
• 1:36
  Speaker 2: I've forgotten about. The freaking stories Like I see them
• 1:40
  Speaker 2: on we post them like, we post them weeks later
• 1:43
  Speaker 2: after the show, and I'll see, I'll see something.
• 1:46
  Speaker 3: I'll be like, sometimes they start to run together too, Yeah,
• 1:50
  Speaker 3: like have I read this one already?
• 1:51
  Speaker 1: So many, so many bad hires. Yeah, it's hard to
• 1:55
  Speaker 1: keep tack. But we literally, like, I think we're putting
• 1:58
  Speaker 1: out one this week that we're recorded two or three
• 2:00
  Speaker 1: months ago.
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  Speaker 2: Oh really.
• 2:01
  Speaker 1: And so whenever I talked to somebody about being a
• 2:03
  Speaker 1: guest on, they're like, oh, when I'm what am I
• 2:05
  Speaker 1: going to be on?
• 2:06
  Speaker 2: I'm like, sometimes, well we started doing something new too,
• 2:09
  Speaker 2: so you we started we're doing a lot more proactive
• 2:13
  Speaker 2: reach out to find guests and to get into the
• 2:16
  Speaker 2: HR space and recruiting space to talk to people about
• 2:19
  Speaker 2: their stories. And I know that we've got a big
• 2:22
  Speaker 2: email program going and we schedule and then we interview them.
• 2:26
  Speaker 2: We basically record a segment with them, right one of
• 2:30
  Speaker 2: you guys recorded, maybe I'll record it sometimes. But you
• 2:32
  Speaker 2: record a segment with them and you and you get
• 2:35
  Speaker 2: stories from it. And how's that coming along? Because I
• 2:38
  Speaker 2: I've seen a couple I think there. I think it's
• 2:40
  Speaker 2: really cool. Yeah, it seems like a nice way to
• 2:43
  Speaker 2: intertwined stories in here instead of trying to go through
• 2:46
  Speaker 2: the logist having everybody get here, you know, like hey,
• 2:49
  Speaker 2: they got to fly in or we got to meet exactly,
• 2:52
  Speaker 2: Like today would have been a disaster because we went
• 2:54
  Speaker 2: over and it started, you know, we were supposed to
• 2:57
  Speaker 2: be doing this hard level. Yeah, and there's so now
• 3:00
  Speaker 2: you can just do your segment with them exactly. You'll
• 3:03
  Speaker 2: get their stories and then we can intertwine them and
• 3:05
  Speaker 2: then they're part of you know, they get to tell
• 3:06
  Speaker 2: the story. I think it's kind of cool.
• 3:08
  Speaker 1: And there's just there's there's bad hires all over the country.
• 3:11
  Speaker 2: Good if you if you have you've done an interview yet,
• 3:13
  Speaker 2: it's been.
• 3:13
  Speaker 3: Mostly name I haven't yet, but I've like watched them
• 3:16
  Speaker 3: and they seem to be going pretty good.
• 3:18
  Speaker 2: Yeah, yeah, so enjoying it.
• 3:20
  Speaker 1: It's fun. It's just like, yeah, so there's there's bad
• 3:22
  Speaker 1: hires all over the countries. Like you said, we're reaching
• 3:24
  Speaker 1: we're reaching out, and so it's hard when we find
• 3:27
  Speaker 1: somebody who's like a recruiter or hiring manager and there
• 3:30
  Speaker 1: in Oregon or California or or whatever, or even even
• 3:33
  Speaker 1: if they're just down the street. It's hard planning because
• 3:35
  Speaker 1: we record here in the Charlotte area, and so now
• 3:38
  Speaker 1: just so we can have way more stories that we're
• 3:40
  Speaker 1: going to even feature on the on the show, we
• 3:42
  Speaker 1: we just kind of record the actual episode and it
• 3:44
  Speaker 1: becomes a segment of the show. So I think as well, if.
• 3:46
  Speaker 2: You want to tell a story, respond to an email,
• 3:49
  Speaker 2: reach out, do whatever. You might end up on a
• 3:52
  Speaker 2: segment talking to Nathan. Everybody likes Nathan, they like hanging
• 3:56
  Speaker 2: out with You can.
• 3:57
  Speaker 3: Also visit the badhire dot com and.
• 3:59
  Speaker 1: Just MIT's story.
• 4:01
  Speaker 2: Yeah.
• 4:01
  Speaker 1: There really, we're just trying to get to the point
• 4:04
  Speaker 1: where there's just no excuse you if you have any
• 4:07
  Speaker 1: way of getting on the show, and it's here for
• 4:09
  Speaker 1: you now. You can come in if.
• 4:10
  Speaker 2: You've ever wanted to be on a podcast. Yeah, the
• 4:16
  Speaker 2: stories have actually been the stories have a pretty good
• 4:18
  Speaker 2: I watched some of the clips from the interviews and
• 4:20
  Speaker 2: there I try not to like pre watch them because
• 4:23
  Speaker 2: I want to like watch them and like react to them.
• 4:25
  Speaker 2: So it's kind of it's kind of real time for me.
• 4:28
  Speaker 2: But it's hard not to see some of them, you know,
• 4:31
  Speaker 2: and when you guys are working on them and we're
• 4:34
  Speaker 2: approving them. So yeah, it's fun. It's been fun, all right. Well,
• 4:37
  Speaker 2: you know, don't forget you know. One of the reasons
• 4:40
  Speaker 2: we want everybody is is to uh, you know, do
• 4:43
  Speaker 2: you want to do this because you want to win
• 4:45
  Speaker 2: ten thousand dollars? I mean, my gosh, we want we
• 4:47
  Speaker 2: want to hear great stories so much. We want to
• 4:49
  Speaker 2: hear from recruiters and HR leaders and business owners about
• 4:53
  Speaker 2: hiring is so hard and HR folks and recruiters are
• 4:59
  Speaker 2: such warriors, and so you know, we're not really making
• 5:02
  Speaker 2: fun of people. It's really just about understanding that sometimes
• 5:07
  Speaker 2: it just doesn't go right. Every employee can have a
• 5:09
  Speaker 2: bad day, and we've heard bad day stories, and then
• 5:13
  Speaker 2: there can just be you know, bad employees and then uh,
• 5:17
  Speaker 2: you know, but what what HR has to put up with?
• 5:19
  Speaker 2: Sometimes and you hear these stories, you're like, wow, you know,
• 5:21
  Speaker 2: whether you're a business own, our manager, recruiter, HR, sometimes
• 5:26
  Speaker 2: just you know people. Uh maybe that's part of it
• 5:30
  Speaker 2: is when you get around these folks who spend their
• 5:33
  Speaker 2: life around the people with aspect of the business, they
• 5:36
  Speaker 2: totally are never surprised. Yeah right, They just they're just
• 5:41
  Speaker 2: like it's I've been there, yeah, yeah, oh yeah.
• 5:44
  Speaker 1: It's kind of like with other things in life. It's
• 5:46
  Speaker 1: like you don't really need the training or the encouragement
• 5:48
  Speaker 1: when everything's going great, you know, but it's like you
• 5:50
  Speaker 1: need to know how to handle when stuff is bad.
• 5:53
  Speaker 1: It goes off the hand, it goes off the rails
• 5:55
  Speaker 1: and things like that. And so that's what's been so
• 5:58
  Speaker 1: relatable about the show is you just get the stories
• 6:00
  Speaker 1: for the people and they're like, oh, yeah, okay, I
• 6:02
  Speaker 1: had a crazy experience. I thought I was the only one.
• 6:05
  Speaker 1: And I guess there's people all around the country who
• 6:07
  Speaker 1: are trying to build a team and they have something
• 6:10
  Speaker 1: go way like offline or something crazy, some kind of
• 6:13
  Speaker 1: bad hire or bad interview, and okay, I'm not alone,
• 6:16
  Speaker 1: and here's what somebody else can learn from it.
• 6:18
  Speaker 2: Well, I'm happy. Yeah, the show's doing good. We keep
• 6:21
  Speaker 2: getting traction. And you know, if people don't go to
• 6:23
  Speaker 2: the show and watch it on YouTube, I don't think
• 6:25
  Speaker 2: is like what you hope you do. But I mean
• 6:28
  Speaker 2: that's I think. Really the purpose for us is to
• 6:30
  Speaker 2: create a lot of the social media, and we are
• 6:32
  Speaker 2: getting a lot of traction with social media and it
• 6:33
  Speaker 2: continues to great job, Emma.
• 6:36
  Speaker 1: Yeah, every runs our social on our socials, so if
• 6:40
  Speaker 1: you see our viral clips, it's all because of all.
• 6:42
  Speaker 2: Right, here we go, this story, this story of the
• 6:45
  Speaker 2: guy who's always really busy on high priority projects. All right.
• 6:52
  Speaker 2: The new guy at my job started telling everyone he
• 6:55
  Speaker 2: was working on a confidential project with upper management. Confidential.
• 6:59
  Speaker 2: Anytime someone asks him to help with something, he'd say,
• 7:02
  Speaker 2: can't right now, and I'm going to cross department strategic initiative,
• 7:07
  Speaker 2: top secret stuff, right And honestly, everyone, you know, they
• 7:12
  Speaker 2: just let it go. When you use words like strategic initiatives.
• 7:15
  Speaker 2: Yeah sounds good, right, people stop asking questions clearly sent
• 7:19
  Speaker 2: from the CEO. This went on for months. He wasn't
• 7:22
  Speaker 2: doing any of the normal day to day stuff, no updates,
• 7:25
  Speaker 2: no reports, nothing, just walking around looking important. Then one
• 7:29
  Speaker 2: day a director asks why he hasn't updated a shared
• 7:31
  Speaker 2: tracker in ages and the guy goes, oh, I'm leading
• 7:35
  Speaker 2: a new data integration up pilot. The director just stares
• 7:38
  Speaker 2: at him and says, what pilot?
• 7:42
  Speaker 1: What are you talking about?
• 7:42
  Speaker 2: It turns out there was no project he made up.
• 7:46
  Speaker 2: Why would you tell you, director that there was no point?
• 7:49
  Speaker 2: He made up the fact that he had these top
• 7:51
  Speaker 2: parity projects to get out of doing any actual work. HR.
• 7:55
  Speaker 2: It's it's a it's a it's amazing he didn't get promoted. Yeah, right,
• 8:00
  Speaker 2: John's always look at this dude, He's always on these
• 8:02
  Speaker 2: top prize we should be Later, yeah, HR found out
• 8:05
  Speaker 2: and now he's on a performance okay, performance plan or
• 8:10
  Speaker 2: something like, well, this is the reason you need HR
• 8:11
  Speaker 2: because they you know, they would have saved me because
• 8:14
  Speaker 2: that kicked him out. Yeah, they're like, oh no, we
• 8:16
  Speaker 2: got to put him on a performance improvement plan. But
• 8:18
  Speaker 2: apparently he's been telling people he's been strategically reassigned.
• 8:22
  Speaker 1: Okay, okay, using his own language.
• 8:24
  Speaker 2: Not sure if that's entirely true.
• 8:26
  Speaker 1: That's good. Well, yeah, there's this one. I don't if
• 8:29
  Speaker 1: you see much like Conan O'Brien before, Like he's had
• 8:33
  Speaker 1: a bunch of late eight stuff for a while, and
• 8:34
  Speaker 1: he has a couple of videos where he's doing stuff
• 8:37
  Speaker 1: with his staff that you know, quote unquote manages right,
• 8:39
  Speaker 1: And there's one or two guys who he'll get on
• 8:43
  Speaker 1: because when he asked, what do you actually do here
• 8:45
  Speaker 1: at the office, they always say, oh, I have like
• 8:47
  Speaker 1: various duties and responsibilities. And he's always like, I've noticed
• 8:50
  Speaker 1: that the more people use various responsibilities and vague terminology
• 8:54
  Speaker 1: like that, the less they actually do. I have no responsibility, Like,
• 8:58
  Speaker 1: oh I do a bunch of stuff. It's all strategy
• 9:00
  Speaker 1: and that's all these various projects.
• 9:01
  Speaker 2: Well, I used to work I used to work with
• 9:03
  Speaker 2: this guy who had two kind of two bosses. You know.
• 9:07
  Speaker 2: He had Tod you know, work over here, and he
• 9:09
  Speaker 2: had work over here, and I was one of them.
• 9:13
  Speaker 2: And whatever I would try to get something wrong, he
• 9:16
  Speaker 2: was always like, and you know, I just got so
• 9:19
  Speaker 2: many projects this separate task list over here that's confidential,
• 9:25
  Speaker 2: and so uh, nothing would ever get done. And then
• 9:29
  Speaker 2: he would and then he would do this other stuff, right,
• 9:32
  Speaker 2: and and then and then then I later found out
• 9:34
  Speaker 2: he was telling the other person, Oh, I'm really busy
• 9:37
  Speaker 2: doing you know, this other stuff for for for me,
• 9:41
  Speaker 2: and you know, he was just really not getting a
• 9:44
  Speaker 2: lot of stuff done altogether. So I think this strategic
• 9:47
  Speaker 2: initiatives approach here, I think this is I think I
• 9:51
  Speaker 2: think this is like it's got to be in some
• 9:54
  Speaker 2: codebooks somewhere for people at the house for me.
• 9:56
  Speaker 3: It also kind of sounds like the way that he's
• 9:59
  Speaker 3: worried it he wants to make himself sound super important
• 10:02
  Speaker 3: so that people will like ask more questions about what
• 10:04
  Speaker 3: he's doing, like, oh, I'm working on this super top
• 10:07
  Speaker 3: secret confidential which is project because he wants somebody to
• 10:10
  Speaker 3: be like, oh, what is it that it is?
• 10:13
  Speaker 2: Basically doesn't lead to it and.
• 10:14
  Speaker 1: Being promoted, And that's an okay plan up until you're
• 10:17
  Speaker 1: telling the guy who's above you, it's like it's really
• 10:23
  Speaker 1: important to everybody.
• 10:26
  Speaker 3: Doing something super important, Like it's really really.
• 10:30
  Speaker 1: I'm in charge of your responsibilities, I can tell you.
• 10:32
  Speaker 2: Before we dive back into the chaos on the bad Hire.
• 10:35
  Speaker 2: This episode is brought to you by b Checks. Hiring
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  Speaker 2: dot io. That's BC. All right. Next story, We've been
• 11:20
  Speaker 2: going on for a long time, so y'all focus in on.
• 11:22
  Speaker 2: Try to find your favorite story today.
• 11:23
  Speaker 1: I want to talk about it.
• 11:25
  Speaker 2: I've got this co worker who's who's always had access
• 11:28
  Speaker 2: to the company. Oh no, who's always has access to
• 11:31
  Speaker 2: the company's finances. Super friendly, super dependable, or at least
• 11:36
  Speaker 2: that's what everyone thought. This isn't this isn't going to
• 11:41
  Speaker 2: go how every story just like eh? And then one
• 11:45
  Speaker 2: day my boss pulls me aside and says a client's
• 11:47
  Speaker 2: missing some money. He asked me to look into it.
• 11:50
  Speaker 2: So I start digging invoices, receiveds and logs, all the
• 11:54
  Speaker 2: details I can dig up, and the deeper I go,
• 11:56
  Speaker 2: the more things stop, you know, they just don't add
• 11:58
  Speaker 2: up the money, move in at odd hours and duplicate
• 12:00
  Speaker 2: charges transfer labeled, there's some fake vendor names or something.
• 12:04
  Speaker 2: You know. I put it all together in a fold
• 12:05
  Speaker 2: or every piece of proof, and when I finally bring
• 12:08
  Speaker 2: it to my boss, he just sits there silently, and
• 12:09
  Speaker 2: then he looks at me and says, hey, you know
• 12:11
  Speaker 2: all this stuff, it looks like it points back to you.
• 12:14
  Speaker 2: Like apparently the guy was using this person signus is
• 12:19
  Speaker 2: his like credentials to get into something, which, wow, okay,
• 12:23
  Speaker 2: sure incredentials. Turns out every log and I used to
• 12:26
  Speaker 2: check her work was already compromised sketchy. So when they
• 12:31
  Speaker 2: confronted her, she started crying and admitted she had a
• 12:34
  Speaker 2: gambling problem. Instead of being let go, they let her stay.
• 12:38
  Speaker 2: I'm this is this is clearly a boss like me.
• 12:45
  Speaker 2: It just got a heart for you. I'm a boss
• 12:47
  Speaker 2: like me. He's got a heart for Miles. Right, It's
• 12:50
  Speaker 2: hit home.
• 12:51
  Speaker 1: Yeah, we all know that.
• 12:53
  Speaker 2: When confronted she started crying and admitted she had a
• 12:56
  Speaker 2: gambling problem. Instead of being let go, they let her
• 13:01
  Speaker 2: stay and hired her mom to help her.
• 13:07
  Speaker 1: Strategically reassigned mother was yeah, oh my gosh, man, that's crazy.
• 13:13
  Speaker 1: Why the mom that was?
• 13:15
  Speaker 2: I don't know, I just it sounds like someone that
• 13:17
  Speaker 2: I would do. Is like I feel I'm such the
• 13:20
  Speaker 2: soft heart for people who got challenges and like, no, man,
• 13:23
  Speaker 2: we can help you. You know.
• 13:25
  Speaker 1: That is good. Yeah, and it's good to like offer
• 13:27
  Speaker 1: second chances. But that's that's crazy because it's like, you know,
• 13:31
  Speaker 1: starting to be like fraud and theft and things like
• 13:33
  Speaker 1: that and uncovering a problem.
• 13:35
  Speaker 3: You know, I'm sorry, I can't help what something's funny.
• 13:38
  Speaker 2: That's a lot that stuff gets me though. I mean,
• 13:40
  Speaker 2: like we put if we put like I remember when
• 13:45
  Speaker 2: company had like today we get all the foods for
• 13:47
  Speaker 2: a here, right, But it used to be, you know
• 13:49
  Speaker 2: and y'all before your time, there used to be like
• 13:52
  Speaker 2: honor boxes. Have you ever seen one of those? Okay,
• 13:55
  Speaker 2: so it's like an honor box system. Some company come
• 13:59
  Speaker 2: in and put a bunch of and your snacks or
• 14:01
  Speaker 2: whatever and this thing, and when you took one, you
• 14:02
  Speaker 2: had to put some money in a little box. Then
• 14:04
  Speaker 2: they would come by pick it up, right, and then
• 14:06
  Speaker 2: they would they would you know, they let you know, hey,
• 14:09
  Speaker 2: there was you know, forty two dollars worth of stuff
• 14:12
  Speaker 2: gone and there was fifteen cents in the box, so
• 14:17
  Speaker 2: you would have to make up the differences, you know,
• 14:19
  Speaker 2: you just say okay, and it was you know, it's
• 14:21
  Speaker 2: like it was like it was like somehow like this
• 14:24
  Speaker 2: measure of like the company's like culture, like how good
• 14:30
  Speaker 2: is the culture?
• 14:31
  Speaker 1: Like how many how much are people actually paying for
• 14:32
  Speaker 1: the chips when they could.
• 14:34
  Speaker 2: Be as a relative to how much it's like ninety
• 14:36
  Speaker 2: did they get ninety percent? I think it could probably
• 14:39
  Speaker 2: do a whole study on that is just like I
• 14:41
  Speaker 2: don't know what what what company had the best employees?
• 14:43
  Speaker 1: Yeah, that's interesting, Nathan.
• 14:44
  Speaker 2: What do you got have you got one cooking up here?
• 14:47
  Speaker 1: Yeah? Okay, So I have a short one which I
• 14:50
  Speaker 1: thought was funny. I don't know if you guys have
• 14:52
  Speaker 1: actually read it yet. As we've been preparing these stories,
• 14:54
  Speaker 1: this one was actually submitted. So here's another reminder that
• 14:58
  Speaker 1: you can submit stories. And so this person's already entered
• 15:01
  Speaker 1: for our ten thousand dollars contest. So here it is.
• 15:04
  Speaker 1: We interviewed a guy who seemed perfect for this job.
• 15:08
  Speaker 1: We had a great interview, he had solid experience, no
• 15:12
  Speaker 1: red flags, and it was one of those moments where
• 15:14
  Speaker 1: we all look at each other and we say, yeah,
• 15:15
  Speaker 1: this guy, this guy's the one double thumbs up. So
• 15:18
  Speaker 1: we actually gave him the verbal offer on site and
• 15:21
  Speaker 1: he accepted. Then things moved along. We sent him the
• 15:25
  Speaker 1: written offer over I guess over email for him to sign,
• 15:28
  Speaker 1: very standard stuff. The offer was for sixty thousand dollars
• 15:31
  Speaker 1: a year. The next day we got the offer letter
• 15:33
  Speaker 1: back and it was signed, but we noticed that there
• 15:36
  Speaker 1: was one small change. He actually manually edited the salary
• 15:40
  Speaker 1: from sixty thousand a year to one million dollars a year.
• 15:47
  Speaker 3: Because I remember the story, like right when you got into.
• 15:49
  Speaker 1: That part, let me just let me just make this
• 15:53
  Speaker 1: one man. They'll never know on Adobe. The fact that
• 15:57
  Speaker 1: it's not sixty two and.
• 15:58
  Speaker 2: I'm going to hold him accountable.
• 16:00
  Speaker 1: Yeah right, Just the fact that it's not sixty two
• 16:02
  Speaker 1: or sixty three, that he went from sixty too, Yeah,
• 16:05
  Speaker 1: it just kills me. Uh So, after a couple of
• 16:07
  Speaker 1: calls back and forth, we were we decided to rescind
• 16:09
  Speaker 1: the offer. And that's how he went from zero dollars
• 16:12
  Speaker 1: a year to sixty thousand to one million and a
• 16:14
  Speaker 1: back down zero. So that's funny. That's not very subtle
• 16:18
  Speaker 1: of the change, but he went for it.
• 16:21
  Speaker 2: That's funny.
• 16:21
  Speaker 1: Yeah, So that's that's my story, guarantee.
• 16:24
  Speaker 2: This is that the first time this happened to someone
• 16:25
  Speaker 2: in recruiting.
• 16:26
  Speaker 1: What made him.
• 16:27
  Speaker 3: Think that, like a million dollars was the right amount
• 16:32
  Speaker 3: to change it to a lot, like like if it
• 16:35
  Speaker 3: were me, like if I were to do that, which
• 16:36
  Speaker 3: I wouldn't, by the way, but if I were, I would,
• 16:39
  Speaker 3: I would up it by like not that much. Yeah,
• 16:43
  Speaker 3: immediately to a million dollars.
• 16:48
  Speaker 2: About how she would commit this crime.
• 16:50
  Speaker 1: I would commit.
• 16:51
  Speaker 2: I wouldn't. I wouldn't commit a big crime. I mean
• 16:54
  Speaker 2: it was to be a million dollars, maybe like ten thousand, lack.
• 16:57
  Speaker 3: Of a better word.
• 16:58
  Speaker 1: You have to be strategy, Yes, you got there. You go.
• 17:01
  Speaker 1: You gotta physically reassign that salary. It's like, you can't
• 17:04
  Speaker 1: just go from sixty to a million. You got to
• 17:05
  Speaker 1: make one sixty at most sixty sixty seven.
• 17:09
  Speaker 2: I don't know.
• 17:09
  Speaker 1: That's yeah, not very smart. But anyways, jeez, that's that's
• 17:13
  Speaker 1: my only story.
• 17:14
  Speaker 2: I loved it.
• 17:16
  Speaker 3: That was it.
• 17:17
  Speaker 2: You got. If you got another one you want to do.
• 17:19
  Speaker 1: I'll see mine for next time, Okay, Okay, Yeah, I got.
• 17:22
  Speaker 1: I got a bunch of random ones that have been submitted.
• 17:24
  Speaker 3: But for the next time, I think I have two
• 17:29
  Speaker 3: fun They're super short though, but these were also submitted
• 17:33
  Speaker 3: to us. So these are also submissions. I think they
• 17:37
  Speaker 3: submitted it through the form on our website.
• 17:39
  Speaker 1: So oh nice, thanks for submitting.
• 17:41
  Speaker 3: All right, So here's the first thank you.
• 17:43
  Speaker 2: Yeah, your name's in the pod for ten thousand dollars.
• 17:46
  Speaker 2: I hope this is good.
• 17:48
  Speaker 3: All right, here's the first one. A few years ago,
• 17:50
  Speaker 3: as a store manager, I hired college students for early
• 17:53
  Speaker 3: shifts unloading trucks. One day, a seasoned employee came to
• 17:57
  Speaker 3: me and said, your new guy just offered me a
• 17:59
  Speaker 3: joint on bright. I called him into my office. Yo,
• 18:04
  Speaker 3: I called him into my office. He told me he
• 18:06
  Speaker 3: was a psychology student. When I asked about the incident
• 18:09
  Speaker 3: and reminded him of our drug free workplace policy, he
• 18:12
  Speaker 3: admitted he wasn't smoking. He was helping a friend.
• 18:18
  Speaker 1: He's not doing it.
• 18:19
  Speaker 3: Then, with a straight face, he said it was teaching
• 18:21
  Speaker 3: him people's skills, how to approach strangers, sell products, and
• 18:25
  Speaker 3: be more outgoing. I can't believe that.
• 18:26
  Speaker 2: I love that on the job training.
• 18:29
  Speaker 3: I told him he was fired. Immediately, he exploded, stood up,
• 18:33
  Speaker 3: got in my face, begged for another chance. I stayed calm,
• 18:36
  Speaker 3: asked him to sit down, and eventually he did, then
• 18:39
  Speaker 3: started crying, insisting losing his job would ruin his life.
• 18:43
  Speaker 3: I encouraged him to speak with a school counselor and
• 18:45
  Speaker 3: escorted him out.
• 18:46
  Speaker 1: This guy's a roller coach, so he got in his face.
• 18:49
  Speaker 1: Clearly he bage for his job back. I could change
• 18:52
  Speaker 1: up him down.
• 18:54
  Speaker 2: Clearly wasn't smoking. Because he got all our rate and
• 18:56
  Speaker 2: got in the guy's face. He wasn't very chilling. It
• 18:59
  Speaker 2: wasn't very chill.
• 19:00
  Speaker 3: Usually relax, I'm drug dealing to work on my people skills. Yeah,
• 19:04
  Speaker 3: this is helping me learn strangers himself and.
• 19:08
  Speaker 1: Yeah you should be in sale and so yeah, wow,
• 19:11
  Speaker 1: that's crazy. Well, just took him the first day. There's
• 19:14
  Speaker 1: a lot of first day, first day behavior in the podcast.
• 19:18
  Speaker 1: He was he's real young, right, the college students. Yeah, so, yeah,
• 19:23
  Speaker 1: a little bit young.
• 19:24
  Speaker 2: I've never really hired a bunch of hired a bunch
• 19:27
  Speaker 2: of people after for your first job kind of stuff,
• 19:30
  Speaker 2: but not in college and and younger. So that's a
• 19:34
  Speaker 2: I think that's a whole nother another level. I did
• 19:37
  Speaker 2: own a business one time that employed up some some
• 19:41
  Speaker 2: seventeen year olds that work there in a little retail store.
• 19:46
  Speaker 2: And yeah, it was that was that was the disaster. Yeah,
• 19:50
  Speaker 2: like the it was just just constantly fixing whatever you know,
• 19:55
  Speaker 2: drama they created.
• 19:56
  Speaker 1: Well, Like the maturity difference between age eighteen and age
• 19:58
  Speaker 1: twenty two is like a the big gap, I guess, yeah,
• 20:01
  Speaker 1: especially in a workplace.
• 20:02
  Speaker 2: But God bless those who have to hire those on
• 20:04
  Speaker 2: the regular who have to hire like that on a
• 20:06
  Speaker 2: regular basis to fill lots of spots. Yeah, it's kind
• 20:08
  Speaker 2: of managers who because it's just it's not it's not
• 20:11
  Speaker 2: that they're like bad people. It's like clearly the kid just.
• 20:15
  Speaker 1: Yeah, it.
• 20:17
  Speaker 2: Sounds like it's smart. Got some really good comeback.
• 20:20
  Speaker 3: So yeah you had some good points.
• 20:23
  Speaker 2: Yeah yeah, yeah, all right.
• 20:26
  Speaker 3: This would be my last one for today probably this
• 20:29
  Speaker 3: one is super super short, but I had to do
• 20:33
  Speaker 3: a little bit of research going into this one because
• 20:36
  Speaker 3: I was unfamiliar. Do y'all know what a true Colors
• 20:38
  Speaker 3: personality test is?
• 20:40
  Speaker 1: I don't done that one.
• 20:41
  Speaker 3: I've done similar I've done like, uh, there's one that's
• 20:45
  Speaker 3: like numbers, Okay, I don't remember what it's called, but
• 20:48
  Speaker 3: I've done that one. But this one is called True
• 20:51
  Speaker 3: Colors personality tests. Okay, for those that are listening and
• 20:55
  Speaker 3: don't know what that is. It's a test you can
• 20:57
  Speaker 3: take that asks you questions to help identify people traits
• 21:00
  Speaker 3: and understand their personality. Is more in depth than at
• 21:03
  Speaker 3: the end, it gives you a color, and each one
• 21:05
  Speaker 3: represents a different collection of overall traits. So like there's
• 21:09
  Speaker 3: four of them. Gold means you're loyalty driven, you're punctual, organized,
• 21:13
  Speaker 3: all that stuff. Blue is means you're emotionally driven, empathetic, compassionate,
• 21:19
  Speaker 3: those types of things. Green is logically driven, you're analytical,
• 21:23
  Speaker 3: you're intuitive. And then the bottom one is orange your
• 21:28
  Speaker 3: short term your short term driven, energetic, spontaneous, like I guess,
• 21:33
  Speaker 3: typically not the color that a leader, like a big
• 21:38
  Speaker 3: leader would have a when taking this test. And so
• 21:42
  Speaker 3: now knowing that, let me get into.
• 21:44
  Speaker 2: The story like that i'd liked. I love that you
• 21:48
  Speaker 2: went out and did research, and that's really awesome. Nice
• 21:50
  Speaker 2: work help because otherwise we did just I don't even
• 21:54
  Speaker 2: know what that is, so it made more sense.
• 21:57
  Speaker 3: I'm sure I'm not the only one that doesn't know
• 21:58
  Speaker 3: what that is.
• 22:00
  Speaker 1: I don't know which color I would be or any
• 22:02
  Speaker 1: of us. It's hard to like assessed. I feel like
• 22:03
  Speaker 1: I'm always in between.
• 22:04
  Speaker 3: I guess after the other.
• 22:06
  Speaker 1: With all those tests, I guess.
• 22:07
  Speaker 3: After this, we all need to go take this test.
• 22:11
  Speaker 3: So this was sent to us as well. This person
• 22:14
  Speaker 3: hired a strong tech person who did a great job
• 22:17
  Speaker 3: at school, and they did the True Colors personality test
• 22:20
  Speaker 3: on them and they were an orange, but they moved
• 22:25
  Speaker 3: him them into the job of a.
• 22:27
  Speaker 1: Principle and orange of the non leader.
• 22:30
  Speaker 2: One. Yes, that's what you said. Great short term.
• 22:33
  Speaker 3: Yes, you're you're spontaneous, you're competitive, like not like you're
• 22:37
  Speaker 3: very energetic, just not very calculated.
• 22:41
  Speaker 2: Yes, yes, I'm waiting for the comments for people who
• 22:44
  Speaker 2: know this thing. We're just going to come back and go,
• 22:46
  Speaker 2: that's totally wrong. Great leaders. Yeah, you know we're gonna get.
• 22:53
  Speaker 3: Orange and either right right to be in the comment
• 22:56
  Speaker 3: saying great.
• 22:59
  Speaker 2: Sorry it made it made the story funny.
• 23:03
  Speaker 3: Okay, But what's funny about this story is that they
• 23:06
  Speaker 3: capitalized the certain words. So orange is all capitalized, train
• 23:12
  Speaker 3: and train wreck is capitalized, and then orange is capitalized again.
• 23:16
  Speaker 3: So it says an orange personality just could not lead
• 23:19
  Speaker 3: a group of golds and gold is in all.
• 23:22
  Speaker 1: This person's a gold.
• 23:24
  Speaker 3: Clearly, they don't go into any they don't go into
• 23:28
  Speaker 3: any detail about what they did or like how they
• 23:32
  Speaker 3: showed this orange personality. But apparently it was so bad
• 23:36
  Speaker 3: that the color orange just gave them PTSD. So every
• 23:39
  Speaker 3: time somebody would just walk in wearing orange, it would just.
• 23:42
  Speaker 1: Remind them of thee.
• 23:46
  Speaker 3: But yeah, so that person said, I have the degree,
• 23:50
  Speaker 3: but that taught us that paper.
• 23:51
  Speaker 2: Does not lead. There you go, I love it.
• 23:54
  Speaker 1: So they're pretty much just like basing all their decisions
• 23:56
  Speaker 1: on this one color personality test.
• 23:58
  Speaker 3: And I guess so I don't I don't know why
• 24:01
  Speaker 3: the true colors personality test would be something you would
• 24:05
  Speaker 3: take for the position of a principle. Yeah, but you know,
• 24:09
  Speaker 3: everybody has their ways.
• 24:11
  Speaker 2: I like, well, I'm a big fan of assessments that
• 24:14
  Speaker 2: I like personality deals, but it's not about like setting
• 24:18
  Speaker 2: the thing like who can do what, like you can
• 24:21
  Speaker 2: do this, don't because everybody can do everything.
• 24:24
  Speaker 3: And maybe don't base your whole decision of hiring that
• 24:27
  Speaker 3: person off of that personality.
• 24:29
  Speaker 1: That's what I don't like about assessments like that is.
• 24:31
  Speaker 1: I feel like sometimes people get boxed in. They're like, oh,
• 24:34
  Speaker 1: I'm only gold and that's who I am, and I
• 24:36
  Speaker 1: can't have behavior outside that. And there's you know.
• 24:39
  Speaker 2: You get drivers expressives. You know, it's just like kind
• 24:42
  Speaker 2: of like they're all different types. Yeah, and the training
• 24:47
  Speaker 2: for all that is like how to work with the
• 24:50
  Speaker 2: other ones, not like you can't lead them or you're incapable,
• 24:53
  Speaker 2: it's just understanding them. So yeah, but I think they're
• 24:56
  Speaker 2: cool tools. Clearly. This one is can imagine having PTSD
• 25:01
  Speaker 2: from seeing you know, can you imagine like all the
• 25:03
  Speaker 2: bad people you associate with the color every time I
• 25:06
  Speaker 2: see blue, I.
• 25:06
  Speaker 1: Just over with a gold shirt, kick it off.
• 25:09
  Speaker 2: That's funny. I love it. All right, that's it for today.
• 25:15
  Speaker 2: So I mean enjoyed it. That was good stuff. You know,
• 25:18
  Speaker 2: thanks for listening to the Bad Hire. You know, subscribe, rate,
• 25:21
  Speaker 2: review share, Uh, you know, we've had really good engagement
• 25:25
  Speaker 2: actually with our engagement rates with our with our post.
• 25:28
  Speaker 2: I think our bad Hire posts are some of our
• 25:31
  Speaker 2: more interactive posts. We encourage it, comment on it, talk
• 25:35
  Speaker 2: to us about it. We loved it. Find it not funny,
• 25:37
  Speaker 2: tell us find it funny. Tell us.
• 25:39
  Speaker 1: It's been a lot of fun recording all the like
• 25:41
  Speaker 1: the virtual segments, which I think we're premiering like the
• 25:43
  Speaker 1: first clip on the show next episode. And so yeah,
• 25:46
  Speaker 1: if you want to come and talk to one of us,
• 25:48
  Speaker 1: one of the producers.
• 25:49
  Speaker 2: Hopefully after seeing a couple of them, people see it
• 25:51
  Speaker 2: and go, yeah, that'd be cool.
• 25:52
  Speaker 1: Yeah yeah.
• 25:54
  Speaker 2: So and and don't forget your story could win ten
• 25:57
  Speaker 2: thousand bucks. Yeah, exactly right, we'll give away ten scam.
• 26:01
  Speaker 1: We are real people, we really are.
• 26:03
  Speaker 2: We should bring the ten thousand in just leave it
• 26:05
  Speaker 2: on the table or something decoration. So, you know, submit
• 26:08
  Speaker 2: your bad submit your bad Hire story at the badhire
• 26:10
  Speaker 2: dot com and uh, you know, we'll get it featured
• 26:13
  Speaker 2: on the show and see that next next episode. It'll
• 26:15
  Speaker 2: be cool. So if you want to be a guest
• 26:17
  Speaker 2: that that's how you do it. You can also email
• 26:20
  Speaker 2: producers at the Bad Hire. All right, we appreciate you guys, Thanks,
• 26:24
  Speaker 2: thanks for listening.
• 26:25
  Speaker 1: Thanks everybody. Bye bye
• 26:31
  Speaker 3: M