# Where the Disconnect Comes From — and Why Managers Aren't Trained

- **Episode:** [161](https://agents.truthliesandwork.com/episodes/161.md) (2025-01-09)
- **Type:** interview
- **Tags:** disconnect, managers, training, leadership
- **Time:** 13:38–16:01 (start 818s)
- **Listen:** [https://truthliesandwork.com/161?t=818](https://truthliesandwork.com/161?t=818)

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[13:38] Nora Burns: I think there's 2 big things. One is, as important as it is that we— and if you ask a group of managers and hiring managers and leaders about the importance of hiring, They will all agree it's radically important. And then you ask, how much time do they spend on that? It's 15 minutes of preparation for an interview. And that's just a huge disconnect. And part of it is, I think they don't know where the tools are and the resources are to become really much better at it. And a lot of organizations don't train their managers on hiring. They assume— danger, danger— that because they have been managers at previous jobs, that they have already learned those skills. And it's a default mechanism. We assume people have the skills even though we've proven time and time again that it doesn't exist in the market. The other is people assume that they're good at hiring because they have been hired. Like, oh, I've participated in an interview. I know what interviewing is. And so they then ask the same questions that they were asked when they were in the hiring process. The problem is, if I'm asking questions that I was asked when I first joined the workforce, I, I was 17. That was more than a few moons ago. And things have changed quite a bit. We shouldn't be asking people what they do for fun and what their spouse would think about this job and if they have kids and things like that that aren't relevant to the job. But we're asking the same questions that we were asked. So, of course I can hire. I've been hired. We wouldn't do that for a vast majority of responsibilities in our world, but somehow we feel okay doing it with hiring
[15:34] Leanne Elliott: If the recruitment process starts out pretty weak and we're just replicating that when we're in the the position to hire, then that best practice doesn't, doesn't progress in any way, does it? I mean, in terms of— you said, you know, there's unethical things you can do, questionable things you can do, ask a candidate. But as you said, there are also things that legally you shouldn't be doing. What's the most shocking thing that perhaps you've seen consistently with your experience that employers are actually illegal?