Colleen Pelly

I think like anything you can work on it, but I definitely think it's something that you have or you don't. In a strong way. Like I think some people think they're self-aware and have no idea what's going on. Yeah, right.

Do you agree? Yeah, 100%. And I think if you take that into what hiring looks like or the recruitment process, we focus so much on a technical requirement for roles. So you're hiring a software engineer, like, What's their coding experience? But if you're ignoring, I love how to read a room. That's one of my favorite ones.

Do you agree? Yeah, 100%. And I think if you take that into what hiring looks like or the recruitment process, we focus so much on a technical requirement for roles. So you're hiring a software engineer, like, What's their coding experience? But if you're ignoring, I love how to read a room. That's one of my favorite ones.

Do you agree? Yeah, 100%. And I think if you take that into what hiring looks like or the recruitment process, we focus so much on a technical requirement for roles. So you're hiring a software engineer, like, What's their coding experience? But if you're ignoring, I love how to read a room. That's one of my favorite ones.

If you're ignoring that and you're ignoring your ability to regulate emotion and have clear conversations and give and receive feedback, they're not going to be successful in the role regardless if they can do the technical skill or not.

If you're ignoring that and you're ignoring your ability to regulate emotion and have clear conversations and give and receive feedback, they're not going to be successful in the role regardless if they can do the technical skill or not.

If you're ignoring that and you're ignoring your ability to regulate emotion and have clear conversations and give and receive feedback, they're not going to be successful in the role regardless if they can do the technical skill or not.

Yeah, and it's tricky because there's a bias that can come into play where we like, we want to hire people like us.

Yeah, and it's tricky because there's a bias that can come into play where we like, we want to hire people like us.

Yeah, and it's tricky because there's a bias that can come into play where we like, we want to hire people like us.

So if you're vibing with someone when you're interviewing them, it's so easy to be like, this is amazing. I could absolutely hang out with this person. Yeah. But it's less about like the likability or it's not like, like I think a few years ago, like Google, it would be like, oh, can I have a beer with this person? And it's like, it's not that.

So if you're vibing with someone when you're interviewing them, it's so easy to be like, this is amazing. I could absolutely hang out with this person. Yeah. But it's less about like the likability or it's not like, like I think a few years ago, like Google, it would be like, oh, can I have a beer with this person? And it's like, it's not that.

So if you're vibing with someone when you're interviewing them, it's so easy to be like, this is amazing. I could absolutely hang out with this person. Yeah. But it's less about like the likability or it's not like, like I think a few years ago, like Google, it would be like, oh, can I have a beer with this person? And it's like, it's not that.

Because you may not necessarily like them as a friend, but do I like their energy and their vibe and their ability to, like, hold a conversation with me? And can I see myself partnering with them? So likability in that way, 100%. And I think part of that, too, is, like, if you're a clear communicator, that likability comes through. So, like, if you're, like…

Because you may not necessarily like them as a friend, but do I like their energy and their vibe and their ability to, like, hold a conversation with me? And can I see myself partnering with them? So likability in that way, 100%. And I think part of that, too, is, like, if you're a clear communicator, that likability comes through. So, like, if you're, like…

Because you may not necessarily like them as a friend, but do I like their energy and their vibe and their ability to, like, hold a conversation with me? And can I see myself partnering with them? So likability in that way, 100%. And I think part of that, too, is, like, if you're a clear communicator, that likability comes through. So, like, if you're, like…

And I've talked about this before, but I think it's like if there's two people who are the exact same and they have the exact same experience and they bring the exact same energy, but somebody is a better communicator or they have like a higher sense of urgency in the way they communicate, I'm going to pick them every time because they're going to perform better for you.

And I've talked about this before, but I think it's like if there's two people who are the exact same and they have the exact same experience and they bring the exact same energy, but somebody is a better communicator or they have like a higher sense of urgency in the way they communicate, I'm going to pick them every time because they're going to perform better for you.

And I've talked about this before, but I think it's like if there's two people who are the exact same and they have the exact same experience and they bring the exact same energy, but somebody is a better communicator or they have like a higher sense of urgency in the way they communicate, I'm going to pick them every time because they're going to perform better for you.

Probably my most, I mean, I think I have actually do it to a fault. Like I'm so quick in the way I communicate. I almost think I have expectations of everyone. And I'm like, what do you mean you haven't responded in seven minutes? I'm the same way. And people think I'm crazy.