Authenticity in Interviews: The Key to Landing Your Dream Job With Geo Aguas - Speak in Flow

In this episode of the Speak In Flow podcast, host Melinda Lee dives deep into the evolving landscape of talent acquisition and recruitment with expert guest Geo. Together, they uncover the impact of transformative trends like the “great resignation” and the pandemic-induced redefinition of labor dynamics.

Key Discussion Points:

1. The Great Resignation Phenomenon:

– Geo provides insights into the widespread trend of the “great resignation,” exploring its causes and implications for both job seekers and employers.

– Melinda and Geo discuss how this phenomenon has reshaped traditional job market dynamics and the strategies individuals can employ to navigate these changes effectively.

2. Authenticity in Interviews:

– Emphasizing the importance of honesty and transparency during job interviews, Geo shares practical tips for candidates to authentically communicate their skills, experiences, and potential contributions to prospective employers.

– Melinda and Geo delve into the significance of presenting one’s true self during the interview process and how authenticity can foster genuine connections between candidates and hiring managers.

3. Demonstrating Long-Term Value:

– Geo and Melinda explore strategies for candidates to showcase not only their immediate capabilities but also their potential for long-term value creation within organizations.

– They discuss the importance of aligning personal values with company goals and demonstrating a genuine interest in contributing to the organization’s mission beyond short-term objectives.

4. Strategic Communication:

– Geo advises candidates to conduct thorough research on prospective employers, understand their values and objectives, and tailor their communication to demonstrate alignment with the company’s vision.

– Melinda and Geo dissect the art of strategic communication, highlighting the power of conveying a clear understanding of how candidates can contribute to the organization’s success and meet its evolving needs.

Conclusion:

In a job market characterized by rapid change and shifting dynamics, authenticity, long-term value creation, and strategic communication emerge as indispensable tools for job seekers aiming to stand out amidst competition. Join Melinda Lee and Geo as they unravel the keys to navigating this transformative landscape with confidence and clarity.

Guest Bio:

Geo Aguas, Operations | HR | Talent Acquisition & Recruitment | Business Development | Brand Management | Occupational Safety & Health

https://www.linkedin.com/in/geoaguas15/

Transcript
Melinda Lee:

Welcome, dear listeners to the speaking flow

Melinda Lee:

Podcast. I'm so glad you're here where we share unique

Melinda Lee:

experiences to help you unleash your leadership voice. Today, I

Melinda Lee:

have an amazing leader, Gio Argos. He's the VP of JP Morgan,

Melinda Lee:

on the investment banking side for an acquisition. He's doing a

Melinda Lee:

lot of great things where he does Operations, Business

Melinda Lee:

Development, HR talent acquisition. Welcome, Geo.

Geo Aguas:

It's my big pleasure to be here. Melinda. Oh, you

Geo Aguas:

all. Great to be here.

Melinda Lee:

Yeah, let's get started. Let's just jump right

Melinda Lee:

in. I think that with your experience you, you do so much.

Melinda Lee:

And I want to really hone in, because we're here talking about

Melinda Lee:

communication. I think talent acquisition, recruiting,

Melinda Lee:

interviewing is a big hot topic, because many of our listeners

Melinda Lee:

may be transitioning to a different job, or they may be

Melinda Lee:

applying to uplevel in their career. And so I wanted to just

Melinda Lee:

hone in and narrow in on some interviewing, like, what have

Melinda Lee:

you been seeing in, in your, in your industry or in your company

Melinda Lee:

with regard to hiring? What's that been like?

Melinda Lee:

All right. So so far, in terms of recruiting in terms of talent

Melinda Lee:

acquisition, you know, it's always gonna be hot topic,

Melinda Lee:

right? I mean, everywhere you go, regardless of geography,

Melinda Lee:

regardless of whatever industry you're in. It is what it is.

Melinda Lee:

People want jobs, right. And we want career development. We want

Melinda Lee:

career opportunities, you know, growth opportunities, you name

Melinda Lee:

it. Right. And one of the more common trends that we've been

Melinda Lee:

noticing across the board is, well, you got things like the

Melinda Lee:

great, great resignation, you know, yep. Things like that.

Melinda Lee:

Right. But apart from that, we're seeing more and more of

Melinda Lee:

mismatches, what used to be when I was back in school, I mean,

Melinda Lee:

back in business school, you think of it like, it's, you

Melinda Lee:

know, taboo, right.

Melinda Lee:

So right, so tell me anyway, so tell me about the

Melinda Lee:

mismatch. You're saying that a lot. There's a lot of mismatch,

Melinda Lee:

and it has to do with maybe everything coming back online or

Melinda Lee:

is that because that the company is not as clear with what they

Melinda Lee:

need? And the applicant is also not sure of how to position

Melinda Lee:

their skills? What is the right you're saying that there's an

Melinda Lee:

increase of mismatch?

Geo Aguas:

Yeah. Absolutely. So, um, well, for one thing, I mean,

Geo Aguas:

the most organisations really, are when the pandemic hit. I

Geo Aguas:

mean, no, I don't think there's any specific organisation that

Geo Aguas:

really anticipated that the pandemic would have created that

Geo Aguas:

big of an impact away did. Right. Right. And all companies

Geo Aguas:

went under, I mean, a big percentage of companies went

Geo Aguas:

under. And there are also companies that were born out of

Geo Aguas:

that environment, right. got companies like zoom, the

Geo Aguas:

platform that we're seeing right now, we seen it go huge. When

Geo Aguas:

the pandemic started, and then Google jumped right in, you've

Geo Aguas:

seen the rise of a lot of cloud and internet based companies.

Geo Aguas:

And there's also cryptocurrencies and, yeah, a

Geo Aguas:

lot of different things, or a lot of different companies that

Geo Aguas:

also came out. And so what that translating that back to the

Geo Aguas:

mismatch, right, meet, a lot of people lost their jobs, which

Geo Aguas:

again, no one really wanted that. But at the same time, that

Geo Aguas:

gave birth to new opportunities that were out of the norm that

Geo Aguas:

people were kind of in survival mode, and they wanted to

Geo Aguas:

basically take a grasp of what was available, and what is the

Geo Aguas:

secret crap hold at that time. So right, basically, market

Geo Aguas:

fundamentals went out the window when the p&l,

Melinda Lee:

right. So but this is interesting, too, because

Melinda Lee:

there's not going to stop, because now with AI, there

Melinda Lee:

really is going to be more turnaround in terms of what is

Melinda Lee:

leaving, what positions are leaving and what will like new

Melinda Lee:

positions are gonna get filled. So what what do you think is

Melinda Lee:

going to be the solution for that? Like, what are the

Melinda Lee:

challenges that we're going to have? And also Phusion?

Geo Aguas:

Ha, yeah, I think that's a good call.

Melinda Lee:

Big question. That's a big question. Answer.

Geo Aguas:

I wish I did. From what we have a similar

Melinda Lee:

phenomenon. It's a similar phenomenon to the

Melinda Lee:

pandemic. That's similar.

Geo Aguas:

Yeah, it's basically a revolution in the sense or,

Geo Aguas:

yeah, another era is coming on. And yeah, the era of AI, And

Geo Aguas:

right now, the human element, not really replace it, but

Geo Aguas:

merely just to get it to the next level. Right. And so I

Geo Aguas:

think the common theme with the rise of AI, at least with a lot

Geo Aguas:

of experts in the field are trying to set the right message

Geo Aguas:

for is it coexistence? Right? So right, right, your to kind of

Geo Aguas:

take you out of the equation, but merely just it's a tool for

Geo Aguas:

the most part, no one can relate to human a little bit, you know?

Geo Aguas:

And so,

Melinda Lee:

right. Right. And so that makes the communication

Melinda Lee:

part even more important, because we're right, like

Melinda Lee:

meaning to connect, but then you don't do think that the some

Melinda Lee:

roles will get replaced, or new roles will get created. So how

Melinda Lee:

does the company in the midst of all this transition, find the

Melinda Lee:

right person? And how does how do I like as an applicant know

Melinda Lee:

how to communicate some of these things?

Geo Aguas:

Right. That's your question.

Melinda Lee:

So yeah,

Geo Aguas:

I think we're

Melinda Lee:

moving on let's go from the company side, when your

Melinda Lee:

company position open, puts out post a position, how often is it

Melinda Lee:

like exactly what they want and need? Like, is it pretty clear,

Melinda Lee:

or are they still trying to figure out the position?

Geo Aguas:

I think that for me, most for most organisations, you

Geo Aguas:

know, it when they open up a position like that, normally,

Geo Aguas:

they do Have those conventional job descriptions that they want

Geo Aguas:

out of it? Right. Right. So I think that the the thing that a

Geo Aguas:

lot of people tend to kind of box themselves in is that they

Geo Aguas:

tried to, you know, they try to box themselves within that, that

Geo Aguas:

description that they see on your screens, right? Ah, I guess

Geo Aguas:

I perfectly support that way to go around this use using what

Geo Aguas:

you see on the screen what, what you see as a job description,

Geo Aguas:

how can you elevate that? And how can you kind of assimilate

Geo Aguas:

the value that, you know, you could contribute? I think that's

Geo Aguas:

the best way to kind of approach when, you know, for most job

Geo Aguas:

seekers, right. I mean, if they're, if they're, if they

Geo Aguas:

really want this opportunity that they see, for instance,

Geo Aguas:

they're out there applying for a job, right? I mean, the best way

Geo Aguas:

to go around it is not really seeing that job description as

Geo Aguas:

box and, you know, seeing yourself trying to check all the

Geo Aguas:

tick boxes, which Yeah, typically will. Yeah,

Melinda Lee:

right. Right. Right. Oh, I could do this. I

Melinda Lee:

could do this. I could do this. Yeah. And then they're not

Melinda Lee:

really conveying or thinking through before the interview.

Melinda Lee:

What value does that bring to the company? Yeah. Like, okay, I

Melinda Lee:

can do word processing, or I can submit this task. And that's

Melinda Lee:

like, more of XYZ, what I can do, but then if you can

Melinda Lee:

translate it to the value, oh, when I submit my task on time,

Melinda Lee:

we will say this company or the team, a lot of headache or so we

Melinda Lee:

can do bigger things like so. Is that what I'm hearing like we

Melinda Lee:

can we need to be a better communicator of translating the

Melinda Lee:

value you bring? Yeah.

Geo Aguas:

And it's not just short term value, right. It's

Geo Aguas:

also what?

Geo Aguas:

It's also like, what can Sorry, what kind of long term

Geo Aguas:

contribution they can make with the current skill set that you

Geo Aguas:

bring to the table? Right? I mean, yeah, basically, it's a

Geo Aguas:

mole there about, you know, a lot of people that we don't

Geo Aguas:

really fit the mould that. I don't think that a lot of people

Geo Aguas:

really textbook fit. tick all the boxes, right?

Melinda Lee:

Yeah. I love that. I mean, do you have an example

Melinda Lee:

of that, like, how you can, like how someone can talk about the

Melinda Lee:

long term, like, what can they do to help them? Plan out what

Melinda Lee:

to save for the like, how I can bring value not for the short

Melinda Lee:

term, but long term? How can they prepare for that

Melinda Lee:

discussion?

Geo Aguas:

Okay. So in my experience in a lot of the

Geo Aguas:

interviews that I've done before, yeah. I think that one

Geo Aguas:

thing that you have a one way to go around, it is just genuinely

Geo Aguas:

communicate your what you have the detail on, sometimes it can

Geo Aguas:

be a double edged sword, right. I mean, you know, sometimes

Geo Aguas:

acknowledging and being completely honest about, hey, I

Geo Aguas:

really don't have a lot of experience can be or I don't

Geo Aguas:

really have I don't really know, in our case, I mean, we hire

Geo Aguas:

for, or our firm historically, what we do is data processing

Geo Aguas:

for venture capital firms. Right? And here in the

Geo Aguas:

Philippines, we don't really it, it was one of our challenges in

Geo Aguas:

recruiting at the time, because, you know, it was the venture

Geo Aguas:

capital market isn't exactly a mainstream kind of investment

Geo Aguas:

market in the Philippines. So when you say venture capital, or

Geo Aguas:

even invest in school, I went to business school in PAH and it

Geo Aguas:

was some term that you hear every so often, but it's not

Geo Aguas:

really something that pops into your mind when you first talked

Geo Aguas:

about supplements in the Philippines. And so that was

Geo Aguas:

quite the challenge for us. When we were trying to build the

Geo Aguas:

brand. The firm because that's what we shouldn't do. But I

Geo Aguas:

think, for some of our rockstar hires what they do communicated

Geo Aguas:

was the genuine interest that they had in the subject matter.

Geo Aguas:

You wanted to learn about venture capital, they

Geo Aguas:

acknowledge that weakness that, hey, I don't I really don't have

Geo Aguas:

a lot of experience in venture capital just straight up. Right.

Geo Aguas:

I think that's one of the one of the, that was definitely one

Geo Aguas:

thing that definitely caught some of us by surprise is that

Geo Aguas:

they openly admit to that, but one thing that we did appreciate

Geo Aguas:

as employers was, you know, hey, we took that as a sign that

Geo Aguas:

maybe this is a good sign of authenticity. I mean, I know

Geo Aguas:

that I can bank on this person to be honest and transparent

Geo Aguas:

about, you know, what, what they know and what they want. And I

Geo Aguas:

think that is a good piece for people, especially for

Geo Aguas:

applicants to remember, right. It may not pan out, as, you

Geo Aguas:

know, as much as you think it would, and some people are in

Geo Aguas:

the interview face, or how should we say they're trying to

Geo Aguas:

put your best foot forward? And sometimes, it can be

Geo Aguas:

counterintuitive at times. Yeah, yeah, then about weaknesses and

Geo Aguas:

what you want, but for us as, and I think it's also says a lot

Geo Aguas:

about the firm that you're applying for, you know,

Melinda Lee:

yeah, yeah.

Geo Aguas:

Yeah. You're, it's a good thing that if you're it's

Geo Aguas:

23, if you've applied to affirm that, you know, didn't really

Geo Aguas:

use that truth that you just presented as a weakness in your

Geo Aguas:

shot. I think that's, that's a sign that maybe, you know, sis,

Geo Aguas:

affirm worse considering. Right,

Melinda Lee:

right. Right. Right, right, going back to the

Melinda Lee:

idea of a mismatch, right, it's better that you tell the truth.

Melinda Lee:

But I love that. I love that. Because like you said, a lot of

Melinda Lee:

times when we're applying for a job, we're putting our best foot

Melinda Lee:

forward. And if we don't know something, we're going to think,

Melinda Lee:

oh, my gosh, we didn't look good, they're not gonna hire me.

Melinda Lee:

But then I think what you're saying is, is that these

Melinda Lee:

companies, these leaders, the good ones, are very connected,

Melinda Lee:

especially the good ones, the leaders, they're looking more

Melinda Lee:

for your, your leadership skills, like the soft skills,

Melinda Lee:

because those are harder to teach, like the hard skills of

Melinda Lee:

venture capital, like, if you don't know the language and all

Melinda Lee:

that stuff, they know that that stuff is actually easier to

Melinda Lee:

teach. Like, that's where hiring is going nowadays, I think

Melinda Lee:

before it was like, Okay, what are your hard skills? What

Melinda Lee:

certifications do you have? What is your right? Your your

Melinda Lee:

credentials, and but nowadays, leaders are good ones, I think

Melinda Lee:

are more aware that all those hard skills and that knowledge,

Melinda Lee:

it's great if you have it, but don't listen, just because you

Melinda Lee:

don't doesn't mean you're out for the job. And it's better

Melinda Lee:

that you're just being authentic. And it's better that

Melinda Lee:

you just say, Hey, I don't know a lot about this, but I do,

Melinda Lee:

maybe you could show your leadership skills. I've

Melinda Lee:

demonstrated in the past that if I didn't know it all, I'll stay

Melinda Lee:

up late, I'll work really hard to learn it. I'll ask the right

Melinda Lee:

questions like so demonstrating your passion and your

Melinda Lee:

authenticity to so it's like both your passion and work ethic

Melinda Lee:

to learn it and also like the honesty that I don't I don't

Melinda Lee:

know, a lot, but then at least you're sure you're sharing with

Melinda Lee:

that leader or the interviewer or either your future manager.

Melinda Lee:

You you have, you're honest. And and then like you said, if they

Melinda Lee:

don't appreciate it, then maybe that's not a good fit. If you

Melinda Lee:

can't be honest at the interview.

Geo Aguas:

Right. And I think that if you take a look at it

Geo Aguas:

from a big picture point of view, I mean, employers, if you

Geo Aguas:

talk about the approaches that they use you for a very

Geo Aguas:

conventional, right, I mean, I think it's a good thing that

Geo Aguas:

we've grabbed, a lot of employers have gravitated

Geo Aguas:

towards a lot of maturity in the workplace. At least from a very

Geo Aguas:

practical standpoint. I mean, you're talking about people that

Geo Aguas:

you spin, I mean, what 40 hours a week with, I mean, you'd want

Geo Aguas:

to be with people that you you're, you know, you definitely

Geo Aguas:

are on the same page with, right. So that's also I think, a

Geo Aguas:

lot of employers now, not just, you know, with, you know,

Geo Aguas:

startups in a lot of small time firms, but a lot of big

Geo Aguas:

corporations are also gravitating towards that modular

Geo Aguas:

cake. You know, it's a completely different time than

Geo Aguas:

it was before. And, you know, getting people there's a

Geo Aguas:

scarcity in that in that department, right where I'm, you

Geo Aguas:

know, people who are good at working other people or, you

Geo Aguas:

know, bringing the best out and other people, again, like what

Geo Aguas:

you said it is something that you can't teach or some real

Geo Aguas:

textbook for. Yeah, a lot of that incurs on communication in

Geo Aguas:

not just you know, verbal communication. But yeah, non

Geo Aguas:

verbal in is just really knowing how to relate to other

Geo Aguas:

individuals, right.

Melinda Lee:

Yeah, that's awesome. I'm so glad to hear

Melinda Lee:

that. I'm so glad to hear that we are evolving, organisations

Melinda Lee:

are evolving toward that. And finding that, yeah, the human

Melinda Lee:

component is more important, or it is just as important as the

Melinda Lee:

hard skills and and going back to how can a person demonstrate

Melinda Lee:

or show that I can be a value for the long term. One idea I'm

Melinda Lee:

thinking of having as before you go into your interview, looking

Melinda Lee:

at the values of the company, and maybe even seeing where the

Melinda Lee:

projects are. We're where some of the big clients are. And

Melinda Lee:

really, and then just showing examples of how you can add

Melinda Lee:

value to some of the clients in the future. Not just today. Is

Melinda Lee:

that how would that be good? Yeah,

Geo Aguas:

that's actually good. Consent. Yeah. A very subtle

Geo Aguas:

tell. If you're not a lot of people with with the market

Geo Aguas:

being a lot more, or with the labour market, being more

Geo Aguas:

globalised where it is right now. It's easy for people to

Geo Aguas:

kind of chop hop right in, right. I mean, most probably the

Geo Aguas:

Gen Z. For Gen Z listeners out there. I mean, you know what I'm

Geo Aguas:

talking about? Pretty much.

Melinda Lee:

Yeah, you're not gonna give me what I want. I'm

Melinda Lee:

leaving? I don't know. I'm just making that up.

Geo Aguas:

Yeah, I mean, big picture wise. I mean, that's

Geo Aguas:

what we're headed towards, right. And again, it's a

Geo Aguas:

different landscape now employers or kind of being

Geo Aguas:

forced to stand out as well to kind of offer their own

Geo Aguas:

competitive advantage. And so I think that's also one thing that

Geo Aguas:

one thing that in terms of going back to like the communication

Geo Aguas:

bit, right on long term value, what you've talked about let me

Geo Aguas:

kind of gather my thoughts here, if you don't think your time.

Geo Aguas:

All right. Going back to the subtle tell, right? Again, it's

Geo Aguas:

subtle tell, because again, kind of got lost their voice, it's

Geo Aguas:

easy to find new employers, and it's not a lot of. And trust me,

Geo Aguas:

a lot of interviews, employers can tell if people are actually

Geo Aguas:

interested right? In I mean, sometimes just doing your

Geo Aguas:

homework, you know, the due diligence, and like, really,

Geo Aguas:

really understanding the organisation, that you want to

Geo Aguas:

be a part of what they're headed towards, if whether or not that

Geo Aguas:

kind of ticks your personal boxes. Hey, there's some

Geo Aguas:

organisation I hung out with. And I can see that they're

Geo Aguas:

heading towards this, and I want to be part of that. Right. Yeah.

Geo Aguas:

So I think that's also something that can be done by mere

Geo Aguas:

observation, just really just trying to learn as much as you

Geo Aguas:

can about the organisation that you're interested in to, in just

Geo Aguas:

communicating a scene. Applying for your company company, I've

Geo Aguas:

seen that you guys are doing some sort of AI kind of

Geo Aguas:

technology. And, you know, I think that you're heading into a

Geo Aguas:

really great direction. I think that outlines what I want to be

Geo Aguas:

a part of in it, I think that communicating or just, you know,

Geo Aguas:

highlighting those observations with what you see online about

Geo Aguas:

that firm that you've researched with. I mean, just making that a

Geo Aguas:

part of your message. When you approach your interviewers, I

Geo Aguas:

think that really is a good indicator that hey, this is a

Geo Aguas:

person or an applicant and actually wants to be a part of

Geo Aguas:

our firm and I don't want to be a part of firms that a lot of

Geo Aguas:

smaller firms usually have a lot of challenge with.

Melinda Lee:

Right, right. Like was it like you said the Gen Z

Melinda Lee:

have a lot of opportunities and they might, they do have choices

Melinda Lee:

and so it's about like, it does take a little Get More work time

Melinda Lee:

research to to put some thought into how you can add value to

Melinda Lee:

the company. But I think if you do really want that job, taking

Melinda Lee:

the time to do that research and planning out how you can really

Melinda Lee:

contribute to the long term goals of the company can really

Melinda Lee:

make you shine. Right? Well, I think that that's so I love

Melinda Lee:

these tips and strategies, I think they're, they're easier

Melinda Lee:

said than done. But when Yeah, but when an applicant or someone

Melinda Lee:

that is trying to uplevel and go into a new position is really

Melinda Lee:

thinking through the new job or the new role, how to articulate

Melinda Lee:

it. It's not just about what you do, like you're saying not just

Melinda Lee:

about what I could do, but then also communicating the value

Melinda Lee:

that you add, not just the short term, but then also the long

Melinda Lee:

term. both Yeah, so that's really key. Thank you, Geo. So

Melinda Lee:

is there any last what last one strategy or tip? What's your

Melinda Lee:

golden tip for people that are applying for jobs right

Geo Aguas:

now? Okay, so I think that probably my most this is

Geo Aguas:

probably this is very repetative. In the sense, you

Geo Aguas:

tend to hear a lot of whenever I read an article about landing a

Geo Aguas:

job and whatnot, it probably comes up every every so often

Geo Aguas:

wanting to write, but I can't really emphasise enough about

Geo Aguas:

how true it can be. Right? Or how underrated it may seem at

Geo Aguas:

times, but really just my earlier message about you know,

Geo Aguas:

being transparent, not really in. I'm not talking about you

Geo Aguas:

know, everything, Rob. I know what you mean. Yeah, yeah, I'm

Geo Aguas:

not saying that. I mean, that's not what you're interviewing

Geo Aguas:

for. But I think that, you know, if it's an opening that you

Geo Aguas:

really want to shoot for, if it's a job that you really

Geo Aguas:

aspire to be and you really see yourself in that position, and

Geo Aguas:

you really feel like you could do it. And I think if you want

Geo Aguas:

it, usually, if you want it that much, uh, you could already kind

Geo Aguas:

of visualise how you would already stand out. Right? Like,

Geo Aguas:

if I know that, I mean, one of my hobbies, I really know how,

Geo Aguas:

or I really love playing guitar, right, for instance. And I know

Geo Aguas:

that when I in a way if I'm in a performance, or when I want to,

Geo Aguas:

you know, kind of being in that kind of situation where I'm

Geo Aguas:

about to play a song, you know, I know exactly what kind of tone

Geo Aguas:

I want to set or I want to sing what, right. I know exactly what

Geo Aguas:

song I know. I can sing, I can deliver over promise and but you

Geo Aguas:

know, I'm just gonna sing my song pretty much. I mean, that's

Geo Aguas:

probably my most quotable quote for today. I mean, yeah, we just

Geo Aguas:

sing your song. Your lyrics may, you know, not be Hall of Fame

Geo Aguas:

worthy, or, you know, sometimes people are just looking for a

Geo Aguas:

hip hop song or that idea, but right genre is, you know, you're

Geo Aguas:

in a rock and that kind of thing. I mean, it's okay, so

Geo Aguas:

long as you know, you know, it's it's your song after all, so,

Geo Aguas:

you know, just basically just sing your song. I mean, the

Geo Aguas:

musical speak for itself. Oh,

Melinda Lee:

that's so good. That was beautiful. That was

Melinda Lee:

very, that was wonderful. Thank you to I love that singer song.

Melinda Lee:

Sing your song had the intention of what you want, how you want

Melinda Lee:

people to feel, sing it. And the words and however it flows will

Melinda Lee:

come out the way it's supposed to. Love it. Thank you to you so

Melinda Lee:

much for your words of wisdom, sharing your advice for people

Melinda Lee:

that are applying for jobs looking and just being more

Melinda Lee:

aware honestly about how they add value. I think that's huge

Melinda Lee:

in terms of our leadership, so how we communicate it, so

Melinda Lee:

appreciate your time. Thank you listeners for joining. I'm sure

Melinda Lee:

you got a lot of nuggets out of this episode today, just like I

Melinda Lee:

did, until I see you next time. Take care. Much love. Bye. Bye.

Melinda Lee:

Thank you.