Warren and CeeCee Think About HR Way Too Much... At Least It Has Paid Off For One of Us (and that one isn't Warren)

Ever found yourself in the midst of a workplace networking event, drink in hand, and pondering if genuine connections are even possible amidst all the business card swapping? CeCe and I, Warren, are shaking up our fourth-anniversary episode with a blend of humor and real talk, as we tackle the cringe and charm of office mingling and talent wrangling. We'll peel back the layers on LinkedIn's lurking issues and the sometimes uncomfortable spotlight that comes with Women's History Month, all while sharing a story of how an unexpected crisis at work proved the daily heroics of unsung HR managers.

Could you imagine walking into a termination meeting only to find out the axe had fallen without your knowledge? We've got that tale from Cloudflare and more, served up with a side of laughter and lessons learned. Join us as we venture beyond the boardroom and back in time to our restaurant days, where the culture was as rich as the food was greasy, and the HR nightmares were as real as the camaraderie. It's a rollercoaster ride through viral videos, wild nicknames, and the indelible marks they leave on our professional personas.

As we toast to the memories and mishaps that have shaped us, we're not just reminiscing; we're offering a glimpse into the reality of job recruitment and the curious case of modern-day ghosting. So, pull up a chair and lend us your ears—whether you're an HR student like Brandon, a listener tuning in from sunny Barbados, or anyone in between—this AMA special is all about connecting with you. We're serving up the behind-the-scenes scoop on professional do's and don'ts, all while celebrating the community that keeps our podcast's heart beating.

Chapters

• 0:02 HR Podcast Anniversary Celebration and Updates
• 4:59 Workplace Networking and Talent Management
• 16:13 Professionalism in Job Recruitment
• 31:56 Restaurant Memories and HR Nightmares

Transcript

Speaker 1: 0:02

Had you actually read the email, you would know that the podcast you are about to listen to could contain explicit language and offensive content. These HR experts' views are not representative of their past, present or future employers. If you have ever heard my manager is unfair to me. I need you to reset my HR portal password, or can I ride up my employee for crying too much? Welcome to our little safe zone. Welcome to JDHR.

Speaker 2: 0:51

Welcome to JDHR, the podcast by two HR professionals who want to help you get through the workday by saying all the things you are thinking, but say them out loud. I'm Warren, I'm CeCe, all right? Well, I did not mention at the top or any part of the last episode. We're doing the AMA for our fourth anniversary special. We're going to have a special guest involved, so please send us your information and in the show notes there's actually going to be a phone number you can call to leave us a text or voicemail of your question. If you leave us a voicemail, it comes to me in MP3 format. I can play your voice on the line and things like that. So, yeah, I definitely want to get your questions in. We're trying to do some social media posts for the AMA. Get your questions in here, but that's just a couple of weeks away, two episodes or three episodes away, I can't even count right now. But also, as always, we have to thank Hallie, the original JDHR rock star, and we'll thank Bill, our other Patreon supporter. It can be like them, support us on Patreon. The link is in the show notes, but it's been had some exciting things going on.

Speaker 2: 2:00

Also, I want to apologize for the poor audio quality. I'm recording in the worst possible environment. I'm in a new room, new house, and there's nothing on the walls, new carpet, nothing and I can hear even with the headphones in the echoing, so hopefully some good editing can take care of that. But we had some other cool things happen since we were last on air. We got another review on Apple and I'm sorry to have not checked the international reviews in a very, very long time, but Brandon NB wrote on Apple funny and informational. Now that line that's actually the goal here. I want to be funny, I want to inform people. I want to. You know I don't want to be a lecture podcast. I listen to enough of those on my own but Brandon writes as a student majoring in HR and I don't know why the hell you're doing that. We haven't convinced you not to do that yet Save yourself.

Speaker 2: 2:58

Brandon, it is still time. Turn back, do not go towards the light. But as a student majoring in HR and about to go into the workforce, this podcast has given me an idea of what situations I might run into while working in HR, as well as making me laugh. Nearly every episode Only nearly come on. I hope we will try and improve upon that, but no, thank you, brandon, for leaving us for you. That is so helpful. It helps us be seen by others in the downloads and so they can find us and also rate and review us. So go on your favorite podcast app and rate review us that helps, us that helps us?

Speaker 2: 3:40

It definitely does. And then Feathers and I talked forever about us being ranked as high as number two under a comedy podcast in Swaziland. Well, we've got a new contender we're in the top 100. We're actually currently 73 under Apple Podcast Comedy for the country of Barbados. So thank you from Barbados. While it's cold and nasty out here, let's plan a visit. We're going to Barbados to visit our download that our friend there is enjoying the show. So thank you very much for downloading us out there in Barbados.

Speaker 3: 4:22

Does that mean we can go and do a live happy hour in Barbados?

Speaker 2: 4:27

Exactly that's what I want to do A meet and greet Live happy hour of meet and greet there.

Speaker 3: 4:32

So I'm down.

Speaker 2: 4:35

Yeah, so somebody's going to need to sponsor that trip, because I cannot afford that we are looking for sponsors to sponsor this trip.

Speaker 2: 4:47

Yes, and we are not too proud to beg for that. So, okay, well, I've got a couple of other things to follow-ups from our last episode. In the last episode we talked about your friends asking you about your former position. Well, a friend of mine who listens to the podcast and refused to come on the air so I should out you by name and all that sort of fun stuff, but I won't. But they said they told me a story. They had a person follow up, saw they had a position in Lake Wisconsin, contacting them on LinkedIn and all their social media channels to find out oh, you were this position at this company. How tell me about that?

Speaker 2: 5:30

I'm like that just gets weird. What you're asking for information about someone's former employer from someone you don't know at all. I mean wow. But they said they looked up and their former position was hiring or they were hiring for a position they held once upon a time again and he told me that he basically knows why because the job sucked. But to be like hounded on Facebook and LinkedIn about this job is like okay, that's called stalking people. It's a different thing than what we do.

Speaker 3: 6:08

So I think of like two things. One, I don't know, you so.

Speaker 3: 6:14

I'm gonna like probably give you the most PC answer and like I'm not gonna as if it was a friend. Like if a friend of mine came up to me, I'm like let me tell you what's really going on behind closed doors. If it's just some person on LinkedIn, I'm probably gonna be like well, like any organization, it does have its challenges. But then, like the other piece of it is, I kind of feel like this is some networking advice that someone's been given along the way. Like open the door on LinkedIn by like talking to someone and reaching out to them and asking them because in reality, like you probably don't know that purse, like I don't know. I'm just thinking like it's a way to get your foot in the door. So then at some point, after a few back and forth to be a DM, you can like be like you know why you seem cool. I can definitely put you in contact with the right person. So that's what I kind of feel like.

Speaker 3: 7:08

I feel like it's inauthentic yeah.

Speaker 2: 7:13

One of those awful career coaches out there that Dan from HR likes to bust, so giving some information like that. Yeah, stalk someone on LinkedIn for who used to work there. But anyways, I thought that was really, really weird. My friend said they did not respond at all to the Facebook messages or the LinkedIn messages.

Speaker 3: 7:35

I don't know, I probably would stop for the date. I would because the only thing I get on LinkedIn now are just like sponsored messages. If I get something from someone who's legit, wants to know something from me, I'd be like let's be friends forever.

Speaker 2: 7:54

Oh, your LinkedIn has just exploded.

Speaker 3: 7:57

I know right.

Speaker 2: 7:59

I don't post on LinkedIn. I do a lot of liking and thumbs up and things very rarely even come. I'm on there constantly.

Speaker 3: 8:07

LinkedIn has kind of become a little bit of a school. So I do say off of it.

Speaker 2: 8:11

It has. It's gone downhill a lot, especially we're getting a political season and I don't go to LinkedIn for political crap and, yeah, I don't want to say that my favorite right now because we're in Women's History Month is when someone posts something about Women's History Month or women in the workplace, there's always the people who feel the need to comment.

Speaker 3: 8:34

They're like and like slightly sexist use on things and I'm like oh, who are you? Because I want to make sure I'm never going to work with you, buddy.

Speaker 2: 8:46

And the thing is, these people you do that all the time. They make these especially LinkedIn stupid comments on Facebook or a dime a dozen. But LinkedIn is supposed to be the business networking place and people are just so flipping stupid with the comments they put in there. I'm like really, oh, I would follow that law. Okay, Nice that you published to the whole world. I saw someone say that on one of the lawyers. I follow a lot of employment law lawyers and oh, I just wouldn't do that. You just send a big red flag to anybody down the road that when they have a problem with you they're going to look at this post. Now which other laws are you choosing not to follow? I think so.

Speaker 2: 9:30

Well, the other follow up from last episode was we talked really briefly, just passing, about being prepared to take time off from work. So that's when you find where the bodies are buried. So I tried to take some time off last week and it didn't work out. I mean, I took the time off but I was on the phone constantly or on the computer doing things, just because of the nature of the beast. But it did result one of those things that hit the fan while I'm out, which actually I was talking to my boss and she was apologizing I'm sorry we had to bug you so much on your time off and she was so nice about things like that and I'm like well, it just shows you what I'm doing when that you don't always know what I'm doing. When I'm here, I'm managing these things without anybody else being in the loop.

Speaker 2: 10:18

But one of these issues resulted in a termination, which happened, and so I'm in my office before termination meeting. I want the manager to do a lot of the work, but I'm there for to give them all the benefits. So your benefits will run out then the month and da, da, da, da. And this is how it's going to happen. The COBER administrator is this and I just give all the other things. Well, I'm typing my notes to make sure I have everything ready for this. I don't want to look like the people from what was it Cloudflare? That weren't prepared to termination meeting at all. I'm prepared. I have a little bullet points of anything I need to do. But I got an instant message from the manager. He said I already let them know. I'm under the assumption she's getting a written warning, but you changed your mind. I'm like oh, here comes the bus, Beep, beep. Wait, what their message? I copied and pasted it into my notes here. I already let them know that I'm under assumption that they're getting a written warning, but you changed your mind.

Speaker 3: 11:23

Oh my gosh yeah.

Speaker 2: 11:26

So I'm the decision maker, the end-all be-all of that. I'm like this is going to be weird, but yeah, I like this manager. They're a real up and comer, but they just don't have a lot of experience and we are going to have a discussion about that.

Speaker 3: 11:42

That's fantastic, and in writing too.

Speaker 2: 11:44

Hopefully there's not a next time. So, anyways, that was part of my fun stuff. But noob is this you had a couple things, so where do you want to start?

Speaker 3: 11:56

I don't even know anymore. So kind of I'm going to piggyback on the prepping to leave. I am about six weeks away from my due date, so super excited, super horrified all at the same time. And now we're looking at our organ talent review for 2024, which doesn't happen until October. But now, about six weeks before I leave, there's a push to redesign the process. So I'm working on that right now. No pressure at all. Just have six weeks to figure it out Cool, but yeah, so that was the Along with everything else.

Speaker 3: 12:33

Along with everything else too. And now, on top of that, I just want everyone to know that you are now in the presence of a talent management award winner. So I have Look congrats on that. Thank you. Thank you, I have won my first industry award, so I am a 2023 trailblazer, according to chief talent officer magazine Alrighty.

Speaker 2: 13:04

So Now, well, we were discussing online. There are some awards that are just political, pay-to-play type awards hey, give us here 150 bucks and fill out this form and you're going to get an award. And this, obviously, is not one of those, but they're good awards, and there are some not so good awards and then it sounds like a really good one. I think, hey, good job, you should be proud.

Speaker 3: 13:33

So I have not won an award since the middle school science fair, so super stoked.

Speaker 2: 13:42

Now don't let anybody know that you co-host the podcast, because they might come.

Speaker 3: 13:47

we changed our mind, no right, they'll be like, oh God, we're done, rescended. But it is kind of exciting to get a little ner-. I basically redesigned our performance management process so I did crazy things like we went from a five point scale to a three point scale. We also got rid of a forced distribution, so we gave managers-.

Speaker 2: 14:10

Oh, I hate forced distribution.

Speaker 3: 14:12

The autonomy to actually make decisions.

Speaker 2: 14:15

To manage and do their job. You mean.

Speaker 3: 14:17

Which the managers loved to be honest.

Speaker 3: 14:20

And if anyone is thinking about getting rid of forced distribution out there, just to let you know, our natural distribution is the same, exact same curve. So I just don't let you know it's possible and you trust your managers to do the right thing, they'll do the right thing. So anyway, super excited about that, I get a sweet trophy and life is good. It's going to be behind me in my I'm going to call it a trophy case. Now. There's not one trophy in there, but there will be one trophy.

Speaker 2: 14:53

There's a GroGoo though.

Speaker 3: 14:54

Yes, it'll be next to GroGoo, so yeah.

Speaker 2: 14:59

Oh no, congrats, that's so exciting.

Speaker 3: 15:02

I will say I do want to quote Ronald Ulysses Swanson here for those Parks and Recreation fans.

Speaker 2: 15:07

Oh.

Speaker 3: 15:08

Awards are stupid, but they'd be less stupid if they were given to the right people.

Speaker 2: 15:12

So thank you, yes.

Speaker 3: 15:14

Chief Talent Officer publications.

Speaker 2: 15:18

Sweet. Yeah, I'm a huge Ron Swanson fan. I like a lot of his memes in there, so HR inappropriate, which makes them just so awesome across the board. Actually, this wasn't on my show notes, but I think it was last week. I had texted you in Feathers about a situation that I found myself in, a little gotcha journalism coming up, though. We all know my stance on solicitors, how they are a scum of the world, but right next to them are bad journalists, are right there.

Speaker 2: 15:58

And so I got a phone call and it was a journalist from a newspaper, an out of town newspaper, and they told me their name and I've already forgotten it in their publication, which I've also. I forgot immediately. I was trying to tell you what it was and I didn't know. But anyways, she wanted a statement from me about a situation that had made some national news and it was with a company that has a similar name to my company, but not the same name, and I'm like I have no. I said I'd have no clue at all what you're speaking about. So you're saying that this didn't happen? I'm saying I said no, I'm saying I don't have the first clue what you're talking about. And she was like trying to egg me into saying something stupid and like I don't know who you think you're calling or what company, and I said I'm with this company. I don't know who you think you're calling. I have no clue. I had to go Google the situation and then I found an article on it and it's a similar company was, if you've done that much homework to find who I am, to try and get me to get a statement, at least try the right company. I mean, oh, it was just lazy, bad journal. Well, I wouldn't say lazy if you can do that type of homework. I was just bad journalism trying to badger me into saying something stupid. I just come on. And he was. That was that was insuited. So anyhow. But speaking of journalism article I read I read it on Yahoo Finance, but they attribute it to Fortune magazine. The author is Orianna Rousseau. Royale.

Speaker 2: 17:42

Royal indeed surveyed 1500 businesses and 1500 working people in the United Kingdom and found that job ghosting is rife 75% of workers saying they've ignored prospective employer in the last year. And I was like 75% and then I would have to think. I think that's awfully high, but I think they need to define their premise a little bit more, as I think I don't know. I'd like to talk to you about this job on LinkedIn all the time, which is probably nothing even.

Speaker 2: 18:16

Oh, I got a few months ago a customer service job. We want to use your customer service experience and I'm like, okay, yeah, I'm a really good customer facing person, but those I ignore. So if you're contacting me for something legit, I probably wouldn't even answer that. I love our Matt anyway. But anyways, 93% of Gen Z's told global recruitment platform, indeed, that they've flaked out on the interview. And then 87% have said they managed to charm their way through interviews to secure a job, sign on and then leave their new boss stranded on the very first day. And they say that. Gen Zers say this makes them feel in charge of their career.

Speaker 3: 19:08

Wait, where'd they get that quote from?

Speaker 2: 19:13

I don't know Fortune magazine, so it's, I considered, a legitimate source.

Speaker 3: 19:18

Oh, I was going to say I have questions because there is a piece of me, like I think Gen Z feels a little justified because, about, I want to say about two years ago, when I was looking for a job, do you know how many recruiters ghosted me? And not to say, like I, I wouldn't ghost someone, because I feel like I do have a little bit of the professional maturity to be like I don't want to be the one to ghost, but I think I think Gen Z has probably been ghosted a lot and they're probably like done, like, if you can ghost me, I'll ghost you Like, is this the language we're talking?

Speaker 2: 19:59

OK, Well, two things on that. The article later on goes to say that more than half think that since employers ghost job seekers, it's OK to do it back, and a third of companies agreed with that sentiment. But here's why I think when does it become ghosting? If you just apply for job and you don't hear anything, is that ghosting? Or do you have to actually have some human contact first for it to be considered ghosting? Where does the ghosting fall in and play for what counts as ghosting?

Speaker 3: 20:33

Yeah, see my definition if I've had at least a phone screen with you and you then say that you're going to call me back, but I never hear from you again until I get an automated rejection letter. That is a ghost.

Speaker 2: 20:49

Yeah, that's why I think too. I think you have to have some human interaction first before you can say you're ghosted with that. So, anyways, that was that Almost half of those surveyed say they plan on pulling a disappearing act again, and a third of them deemed it acceptable to do so before an interview.

Speaker 3: 21:09

So ditching an interview, oh no, that's where I'm like there has to be that professional maturity, Because if I had the interview I'm not going to just ghost Like. If something else comes up, like a better job offer or something, I'm at least going to write you an email. So I'm not wasting your time, because at that point that's just disrespect.

Speaker 2: 21:32

I told my daughter when she was a teenager. She was working, trying to find a retail job. She interviewed and got offered a job on the spot with one retail place, but they paid like 25 cents over a minimum wage and then she accepted. And then later that day another retail called and said that they were going to offer like $4 an hour more. And she's like what do I do? I said okay, well, take the $4, but call the other person and say hey, I do want to think.

Speaker 2: 22:01

I said I never know when you're going to run into them again. They may leave that company and they'll be somewhere else. They could be a coworker of yours down the line. I said just don't burn. And I said they will remember you if you do something like that. And she did, thankfully, one of the few times she listens to me. I said just call them and say hey, I want to thank you, but I've got another job offer and accept and that's all you have to say. And she did but yeah, there's yeah, but she did not want to do it. I basically twisted her arm.

Speaker 3: 22:35

You got to do it. You got to do it. I will say do you never know when people are going to pop back up in your life again? Because I had left a company and then I tried to interview for a different role within the company a couple years later and I had a horrendous interview with the hiring manager who was just really condescending and really just like so glad I honestly did pull out of that role. I threw an email, but year like a year after that I was in my new role and I was in the position of the recruiter and this guy like pops back up. I mean he's, he's whistling a different tune because now he's the one being interviewed and all I can remember was like.

Speaker 3: 23:21

I don't like. My feedback was I've had experience with this person. My experience wasn't really positive. He was a little condescending XYZ and he didn't move on to the next round. So you really need to be aware of how you come off to people, because you don't know when you're going to face them again later in your career.

Speaker 2: 23:42

Exactly, and HR is a small world. You're in a larger metropolitan area than I am, but I see names all the time of people I either know or at least recognize the name. I was like oh, you know, I can do that six degrees of Kevin Bacon with virtually any name I hear out there because I've been in it. Maybe it's a little different in a larger area, but I don't think so. It's HR. There's only, you know, there's someone only so much.

Speaker 2: 24:11

Well, the final takeaways I took from this article were that Gen Zers, as I mentioned, say they feel boldened by ghosting their companies, but older workers who do it say they instantly regret it, and more than half of Gen Zers are repeat offenders. Companies once again. One in five workers complained that prospective employers failed to show up for a phone interview. 23% have been provided with a verbal offer and then been left hanging. So employers do it too, but I just not. It can't be at the same level that the employees are, and unless there's just a lot of really, really bad Readers out there, I mean, how hard is it to hit the decline button and All ATS's have the consent automatic email soon as you hit that decline Move. Dear Warren, thank you for applying, but we've decided to go another direction. Wish you all the best of the future. So I know, so I don't, I don't know.

Speaker 3: 25:11

I would love to send. This is so course the nerd in me.

Speaker 3: 25:13

I would love to see the breakdown. I'm gonna guess if it's Gen Z, it's mostly entry-level jobs like, or early career roles. But I'm just, I want to see what the With the distribution that is, of the no-call-no show on the first day after an offer, because that horrifies, I guess, someone who used to recruit, the job posting, the pre-screening, the interviewing, the getting the offer through the having that like those steps for you not to show up, like your name, is gonna be ingrained in my memory forever forever forever I Remember back in.

Speaker 2: 25:57

But no, I, absolutely I. I can only count on a handful times when somebody has no showed to a job on their first day Without any calling or anything like that. It's happened a few times, but not not that often. Well, I had one more thing and you sort of segwayed into it, being an HR nerd. So I mentioned I've moved. I bought some new furniture. I'm too cheap to have it delivered, so because they wanted like something stupid like $900 to deliver where I live, so I rented a truck.

Speaker 2: 26:30

Anyways, go to the warehouse to pick up my furniture and you go in and you have to check in and give them your name and they tell you whether you know that they have all the stuff and things like that. But there's these signs like computer, printed like eight and a half by eleven white piece of paper, signs all over, like I can see through the glass window where I check in. And then these emails say per guido, no food in the front area. Per guido, do not front park in front of the building. Per guido, you must clock out for your brakes. You know Just all these signs. And I'm sitting there thinking myself Is this like an inside joke? I'm not getting, because it there were so many of them and they all started per guido and I was like, is this some sort of slurish thing? I thought I'm my, my curiosity is going all over the place and I I wanted to ask and I didn't ask, but as I well, anyways, one of the one of the posters were per guido Do you cannot accept tips from our customers? That? And then on the outside, the building where you go to, actually, after you check in and say I'm here to pick up this, that and the other thing, you go around to pick it up and there's signs like all over I'm not kidding either must have been six or eight signs no tipping. Our employees, our two employees, are not allowed to be tipped.

Speaker 2: 27:51

But while I was out there behind the warehouse waiting to form to load up my truck, I Saw a guido. I was. I was halfway relieved because it wasn't some sort of slurish type thing or anything, as he had his name tag on, and I was halfway relieved, I was also halfway. So you have to put all these signs up everywhere to tell your employees little, little stupid, stupid things. Don't park in front of the building or no tip, they do not accept tips and and things like that. I'm like that's, that's really really weird. But I didn't talk to guido, I just saw him. I saw his name tag on his shirt there.

Speaker 2: 28:35

But as I'm waiting, one of their employees came back from, I'm assuming, a break or a lunch or something like that, and as he walked, that employee walked by me I could have gotten high off the the fumes he was propagating there and walked between me and Guido. So Guido definitely had as I'm like the HR nerd me once again my brain. I was like, oh god, I hope he's not doing something like driving a forklift or doing something like Dangerous work. You know, if he's just pulling boxes out, okay, fine, probably still not smart, but Not as dangerous as driving a forklift or anything else out there. It was just, it was really. It was just a really weird thing All these times per Guido.

Speaker 3: 29:20

We don't, as my, my, my, we don't want you to accept these. Totally okay with you token up in the parking lot.

Speaker 2: 29:27

Yeah, if you tip your guys, well, they can buy an extra dickle bag and have more fun.

Speaker 3: 29:33

But anyways, you know, just don't cause any reasonable suspicion issues oh.

Speaker 2: 29:43

Man, it was, it was fine. But yeah, it's weird how, being an HR, so long you you think we're out in public about HR related issues like you know they they shouldn't be doing that, or all sorts of Weird stuff, or how they can away with that, I wonder oh yeah.

Speaker 3: 30:04

It's interesting on the same way because I worked all through college and grad school. I was in a restaurant or the restaurant industry and there every to this day, if I go out to eat, I'm always looking around me to see what servers are doing, how they're giving guest services. Like guests good service and yeah, the other. I'll be like, oh, you know, they didn't check back at a table within two minutes or two bites Like this stuff, like training from those days still rolls in my head as a customer and yeah, like that never shakes and I'm always dishes. I'm always also trying to eavesdrop on server conversations in the side stand if I'm close enough, because half those conversations are never HR appropriate and I love to hear them.

Speaker 2: 30:48

Oh, they're juicy. Well, you see, another thing I I've worked in the back. That was, I was in the kitchen through my, my restaurant time and the Contentious relationship between the front of house, in the back of house, entire plates of food being thrown one way or the other, it didn't matter Cussing sexual harassment like on a level that you couldn't even imagine unless you've been in that type of environment. And of course I was doing this in the early 90s, early mid 90s, and nobody cared about sexual harassment. Really, it was just so awful. And I'm thinking, wow, how do people get away that? Restaurants are such? You know, we, we shit on Chipotle all the time, but restaurants are such hotbeds for HR problems, especially the local mom and pop over operated ones, the privately owned ones. But then again we're talking. We always talk about Chipotle, which is an a national organization. I think they'd have their stuff together a little bit more.

Speaker 3: 31:56

So I have a very distinct memory of working in a restaurant and this was like probably like 2005 to 2011 is when I was like working in restaurants and I don't. Who do you remember? There is like that viral video of the two girls one cup.

Speaker 2: 32:15

Oh gosh.

Speaker 3: 32:17

I would say, google it, but please don't do not Google that just please don't, especially not at work.

Speaker 2: 32:23

Don't you've been warned.

Speaker 3: 32:25

Do not, but anyway, I just remember when that video came out, I was cashing out in the manager's office and there's two managers and a bartender males and they're like oh, this video got watched, this video, totally forgetting that I'm there, and they're like close the door, we got to watch it. I am locked in this office with these three dudes forced to watch this video and like now looking back on it, I'm like hilarious, by the way, but I was just like no, this is, this is not HR approved.

Speaker 2: 32:57

Well, the things I said, the things I did in restaurants, I just, you know, as a teenager I basically worked at the same restaurant from the time I was in 10th grade to the year I graduated from college and up until recently was the longest job I ever held. I'd go away for school and I'd come back on winter break and summer break and still work there. But just the stuff we did and the names, and there I mean we and Nick and, oh gosh, Nick, names like yeah, we should all be in jail.

Speaker 3: 33:37

I had one. We're just not going to repeat it, but there was definitely one.

Speaker 2: 33:42

Oh well, I think that's a good place to lay into playing, where we're not going to discuss your nickname. Maybe, maybe someone, our AMA can get you to beg you to twist your arm to the reveal the nickname that you, that you had.

Speaker 3: 33:59

Oh my gosh.

Speaker 2: 33:59

But our best practice of the day is per Warren, leave us a review, get online, tell us and give us a review. We need those reviews and, as always, want to thank our Patreon supporters. And then the intro and outro music is the underscore orchestra their song double the devil, and Andrew Colpa does our is our voice artist who does our intro? So, as always, I'm Warren and we're here helping you survive HR one. What the fuck moment at a time.