[00:00:00] [00:00:00] Welcome to another episode of PandaVision. I'm your host Rob Winters and today I am joined by Tony Valenti, who is our talent interview. no, that is not right. who is our selection interview specialist, and that just made the blooper reel. All right, Tony, thank you so much for being here. [00:00:20] Thanks for having me. And for fixing my flub. Oh, God. [00:00:25] So we share an office hallway, so I kind of get to listen in a little bit on, you know, what goes on day to day. You definitely have what I would consider a job I can't do, but you seem very passionate about it, which I love. A lot of people I don't think get to see, you know, you behind the kind of behind the magic or behind the curtain. [00:00:54] So what's something that, you know, maybe other pandas would be surprised to learn about you. Well, I mean, I guess one kind of fun factoid, I'm a twin. I'm a twin sister named Tiffany. [00:01:08] She's two and a half minutes older and I was actually born with a tooth. So it's kind of like a fun fact that tends to either make people go interesting or hopefully not freak them out. That is kind of interesting that you actually were born with a tooth. [00:01:28] So I like that you came out biting. See, they thought I was going to be a twin, but I was just born really fat. So my poor mother. [00:01:39] OK, so you are the first point of contact for almost everybody coming into Panda. What is the secret or what is it that it takes for somebody to actually get through you and, you know, make it onto the team. Well, they have to have the drive for sales and the passion for sales and obviously wanting to really help people because that's what Panda is about is helping people. [00:02:08] So they have to check those boxes. They have to communicate well, present well. Would I open my door to this person I'm talking to. [00:02:18] And then through a series of interview questions, I peel away some layers. But one that I, you know, really look for someone who's an ideal team player. They're humble, they're hungry, they're people smart and they're coachable and even enthusiastic because we need to kind of have all those inside of one embodied in one person. [00:02:40] And I think they would probably be a really great fit if they can check all those boxes. Got it. And for a selection interview specialist, what does that all encompass. [00:02:53] Is it just the interviews or are you also having to go through the resumes and what does it all entail. Great question. It's going through the ATS or applicant system, Breezy, looking at resumes. [00:03:07] It's also doing some outsourcing on Indeed via Boolean searches and mining Indeed for some diamonds that might be out there in the rough. So that's usually like the first part of the process is that then reaching out and scheduling a phone screen or getting them on the phone and screening them right there to kind of make sure they're okay with the pay, responsibilities, day in the life, what it's like to be a BDR rep. And then from there, we schedule a video interview. [00:03:42] And that's when I get to really see the person, see how they present, how they're coming off vibe wise. And then just through the interview, be able to kind of deduce, is this person a panda or is this person not a panda. And of course, those who are not pandas, we refer to our competitors, I'm sure. [00:04:05] No, just kidding. Very good. So I know you guys have recently added some AI tools to your process, which I think is very cool. [00:04:15] Is that enhancing the process overall, making it easier or harder. What's that been like. Well, it's making it a lot easier, actually. [00:04:24] It's been pretty cool. They apply, they get pinged to sign up for the webinar. Ryan does an incredible webinar for them, great slides. [00:04:34] Then they're pinged to schedule an interview with me on video, schedule the interview on video, take them through it. And then at the end of the interview, have them meet with one of our directors and then see about bringing them on board to the team. It's been great because when it comes to the interview, they're texted about the interview being scheduled. [00:05:00] They're texted the morning of the interview, an hour before the interview, 30 minutes before the interview, 10 minutes, and then five minutes. So the constant reminders have been a huge help for people actually showing up to the interview. Pre the AI system, Camilla and myself and Oscar, we would text the candidates in the morning, hey, can't wait to meet with you, see you around this time or right before the interview just to confirm they would show. [00:05:31] And we were having some success with that, but we were still having a lot more, I think, people not show up. But with the new system, I've already seen a difference of people showing up for the interview. That's awesome. [00:05:47] Yeah, you can't really use the excuse, I didn't get the message. And if you did, it's like, well, you know, that's somebody who's not going to be a candidate. Exactly. [00:06:00] I like that. I also love automation. OK, so you are seeing a huge swath of people who I imagine come through from the good, the bad to the ugly. [00:06:12] What would be somebody who maybe you're talking to for the first time. Is there something that would stand out to be like, wow, this is somebody who's going to be a superstar. Like, is there a trait that you can identify or that you just kind of have a sixth sense for. [00:06:33] It's just since I've been doing this since 02 and recruiting in TA, and I think it's just it helps hearing them. I can hear things in their voice. So I know when someone's interest goes from 100 to zero. [00:06:48] So there's certain things I can pick up with my ears. It's even better when you're in front of the person because that's when it's raw. It's organic and there's no hiding. [00:07:01] And there have been some pretty interesting situations of me watching people on camera. In fact, I signed on to the video and I had a candidate. She was in the middle of cleaning her bathroom. [00:07:15] I'm not sure why it was an opportune time to clean the bathroom. But, yeah, I mean, when you get situations like that, you're like, OK, this is not going to work out. But usually upon first glance, if I don't see them smile, it's already kind of a red flag. [00:07:36] And then just see how they are through the cadence of the interview. And I can usually tell by how they answer certain questions. Like someone even who has no experience at all today, in fact, comes from the health care arena, was a CNA. [00:07:53] He's going to be great for North Carolina. He's going to be amazing. Definitely leader qualities. [00:08:00] Someone asked him, what are you doing at the door. And someone says, no. How do you continue the conversation. [00:08:08] And he crushed the answer. For someone that's never been in this world, his answer was perfect. The only thing that I fine-tuned was, you did great. [00:08:19] Just pose those questions and it's going to happen. So when you get someone and they can answer a question and you can feel the click, this is going to be a great fit. And I have to go back to the person cleaning their bathroom because I'm never going to get the opportunity ever again to make this joke. [00:08:43] But what a s****y interview. I've got to take the opportunity. You're welcome. [00:08:48] Thank you. That just made my whole day. Well done. [00:08:52] Yeah, we can end the day now and cut it out from here. But kind of going on that theme, when you meet somebody, is there ever a time where you're like, this is just a candidate that we need to kind of end this interview now and I'm going to move on to the next. What are those traits that maybe pop out. [00:09:17] Yeah, well, and not to discount the person too much because it's a bit of a heartbreaker. Because at the end of the day, I like helping people and getting people jobs because bills and children. And that's the sad thing. [00:09:34] And when you have situations like the one I explained, it's like, oh boy, here we go moment. But then it's also, when I think about it, it's almost a parenting fail because their parents or parents or whoever's raising them didn't go, hey, this is what you do for an interview. Because my parents instilled that in me. [00:09:57] So it is kind of a sad moment when you just see it just go right down because it's like there's no recovering from it. Sure. But what you had asked me, yeah, I mean, there's usually just there's things that will happen that when someone doesn't give me enough context, if they're giving me an answer and I'm only getting like eight words out of them, I'm like, oh boy. [00:10:26] So that's one right there. Another one could be where just kind of the appearance. You know, again, it goes back to just that sad, you know, systematic breakdown in society where someone will show up with a white, just a white T-shirt you wear under a dress shirt. [00:10:45] And it's just, it's things like that. It's like, and we tell people, hey, listen, it's an interview or business casual dress. So think of that for the interview and think of that when you're out there, if we hire you. [00:11:02] And even conveying that, it just, and when you're at the other, and then it's like, well, you know, it's not going to probably work out. So there's social takes more than kind of anything else. But the physical does kind of come in because you want to be able to open the door to Tony and go, yeah, I want to talk to this guy. [00:11:28] Right. You know what I mean. So there's a few things, but not many, because usually it just takes one thing. [00:11:37] And that's what's kind of sa
