u/32rings

Hi all! I've been weight training for 10 years. Around 6 months ago, I started running following 4 of my 5 weight training days per week.

Even after all this time and getting my mile time down to 8 minutes, I dread it. It's not nearly as enjoyable as lifting (probably because I can't rest between 30 seconds of intensity)

I really want to improve my VO2 max. But I already spend 45ish minutes 5 days a week on weight lifting. I looked into Norwegian 4x4 but I really don't want be in the gym for more than an hour…

Does anyone know of anyway to increase this without simply running nonstop for 30 minutes? Maybe I'm being unrealistic.

Been in recruiting for awhile and asked a few others who have been in recruiting for awhile…

I always see people online complaining about getting “auto rejected” but as far as I understand, that’s not a thing, even with all the fancy AI add ons you can buy (not referring to knock out questions- I am referring to system that’s kicks out candidates).

Has anyone actually USED this kind of feature? Because I’m pretty sure it doesn’t exist. I’m familiar with hirescore on workday, which grades candidates, but it still requires a person to go in and reject them.

Something like hirescore is super expensive and even my 50B company was in no way going to approve the price for it ($150k/year, 175k implementation cost) but I’m sure a Fortune100 wouldn’t bat an eye.

Edit: people seem to be confused, I am not referring to knock out questions or the feature on LinkedIn that doesn’t allow you to apply if you answer the knock out questions incorrectly. I am referring to resumes once they’re in the ATS, that the ATS removes them, not a recruiter.

For context, I hire retail bankers across 5 states. The new hires in the DMV region seem to have this pattern of backing out the day before they start or midway through onboarding. It’s very unique to this area, and these roles aren’t entry level either. These are seasoned professionals that are backing out either because they got a counter from their employer or an offer from another financial institution (and these same people are telling me they aren’t interviewing elsewhere or say they’re looking to leave their employer for reasons that aren’t compensation related)

I don’t give out offer letters unless they verbally accept and start the onboarding on their side (like initiating their background check).

I also go over their motivations during the first call. Why are they looking to leave their current employer? Why have they left others in the past? Why is the candidate interested in my financial institution in particular? Compensation expectations? Commute?

I’ve been recruiting for 3+ years both internally and in staffing. I’d like think I’m pretty thorough and creative, but my hiring managers are getting very discouraged having to rehire the same role over and over again. They’ve got goals to meet. Time is getting lost. It’s expensive to onboard. And I don’t want to assume every person is going to lie to me from the get-go.

We make sure we create a multi step process that gives people plenty of opportunities to fall off if they’re not fully invested, yet this still happens. We have a thorough documentation process, so when people do this, they’re blacklisting themselves.

What else can I add during the interviewing/hiring process to be proactive about this behavior? There’s got to be a way to get around this.