Talent Acquisition in a Time of Layoffs: Leveraging Reputation Management and Interviews to Find the Right Fit.

Jason and Bart are discussing reputation management, a key component of running a successful company. They point out that it is important to hire the right people, as they are a huge part of any company. They also mention their respective football teams, the Giants and Eagles, and how they manage their friendship when the two teams play each other. They also mention the Rangers and Devils, and how they found a common enemy in the Devils when Jason brought Bart to a game. They end the conversation by noting the importance of reputation management in a successful company.

This conversation is about the importance of pay attention to public comments about a company's reputation. The speaker believes that more attention should be given to what is written in articles and other public spaces, rather than rely on Glassdoor as it is seen as a joke. They believe that companies should pay more attention to what is being said in the public, rather than focus on rebuttals. They also mention that the public may have a strong opinion about the company due to layoffs that may have been poorly handled. In conclusion, it is important to pay attention to public comments in order to manage the company's reputation.

This conversation is about the usefulness of Glassdoor when researching a potential employer. The speaker believes that Glassdoor is overhyped and often used as a joke, and he wonders if it can be used to research larger companies. The other speaker agrees, stating that it is important to do your due diligence and research a company before applying. They both agree that if the reviews on Glassdoor are all one-sided, then it is an indication that something is going on. However, they also agree that there is an opportunity to further vet candidates based on their experiences from Glassdoor reviews.

The conversation is about how conflict resolution and expectation alignment are important components of professional and client services. The speaker mentions the three truths theory where there are three perspectives on any given situation and the actual truth is likely somewhere in the middle. They discuss how user reviews and ratings on sites like Yelp and Glassdoor can be subjective and skewed, and provide no context for the situation in which the comment was made. The speaker advises to not spend too much emotional energy on managing online reputation and to focus on living the company's values. Lastly, they mention that they like it when job applicants ask more questions of the company than the company has for them.