Should You Hire Someone with a Black Mark on Their Record

“AI is a tool, not a shortcut. It still needs your curiosity, judgment, and responsibility to work well.” Notable Moments [03:09]  How AI overviews are spreading inaccurate information [05:09]  The danger of AI hallucinations and misleading research results [08:21]  How applicant tracking systems use AI-like keyword filtering [12:37]  Risks of sharing confidential data with open-source AI tools [15:31]  How to “challenge” AI results and verify sources [19:29]  Using closed-source tools like Microsoft Copilot safely [22:17]  Why AI is here to stay and how to build responsible guardrails AI is showing up everywhere in the workplace, from job applications to research tools. Using it well requires more than just a good prompt. In this episode, Tim Dyck unpacks the opportunities and pitfalls of AI in the workplace. He shares how organizations can embrace its potential without sacrificing accuracy, confidentiality, or human judgment. From the risks of relying on flawed data to the importance of verifying sources, setting guardrails, and choosing secure platforms like Microsoft Copilot, this conversation offers practical strategies for using AI responsibly while keeping the human edge that makes great workplaces thrive. Read the Best Culture Solutions blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

"You hire them right, you train them right, and you treat them right. If you don’t start with hiring the right person, you can’t afford to move forward." Notable Moments [02:01] The best move to make if no candidate wins the interview [02:59] The danger of not focusing on quality of hire [04:13] Turnover costs: 30–35% of annual salary [05:20] How rushing hires led to predictable turnover [06:34] “Pay now or pay later...with interest”: the long-term cost of a bad hire [09:10] Defining what “winning the interview” actually means [12:04] How patience led to long-term employee success [12:43] The simple hiring formula: hire right, train right, treat right What do you do when nobody wins the interview? In this episode, we dig into why rushing to fill a seat can be one of the most expensive mistakes a leader makes. We discuss the true cost of turnover, how to balance speed with quality, and why patience in hiring can transform your team for years to come. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

“If someone isn’t motivated, it doesn’t matter how much skill they have, they won’t apply themselves.” Notable Moments [02:47] Why hiring for experience alone can be a mistake [04:05] The three qualities every high performer shares [05:28] Why motivation matters more than raw skill [09:54] The Disney story that proves skills can be taught [12:57] Using motivation-based interviews to find true fit [15:41] Resource: Learn more about motivation-based interviewing [15:57] How Best Culture Solutions applies this method for clients Too often, leaders hire based on experience or by looking for a specific skillset. Unfortunately, it doesn’t take long to discover that experience or skill without motivation and passion doesn’t add up to performance. In this conversation, we dig into the three components that make someone a true high achiever, why motivation-based interviewing is a game-changer, and how leaders can better evaluate fit in any role. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]    

"The more time you give for something to happen, the greater the scope creep that occurs." Notable Moments [00:01:34] Mike introduces the common misconception that fractional leadership always takes a long time. [00:02:52] Rethinking six-to-twelve-month agreements—asking “what if” it could be faster. [00:05:22] How two-week sprints provide structure, focus, and accountability. [00:07:36] Using sprints to continually assess fit between leader and organization. [00:09:44] Why a beginner’s mind is critical to avoid assumptions. [00:11:42] The difference between sprint-based work and traditional retainer models. [00:12:17] Tim shares his first experience at Buc-ee’s—and connects it to designing for customer needs. [00:14:44] Resources from Mike: FindMyCatalyst.com/fractional and the Find My Catalyst podcast. Fractional leadership often carries the assumption that meaningful progress requires six to twelve months. In this episode, Tim Dyck and Mike Simmons explore why that belief can hold organizations back. They discuss the benefits of short, focused sprints, how to prevent scope creep, and why continually assessing fit between leaders and organizations leads to better outcomes. Along the way, they share practical frameworks, reflections on leadership assumptions, and even a surprising Buc-ee’s story. Read the blog for more from this episode.  Connect with Mike Simmons: FindMyCatalyst.com Find My Catalyst podcast Fractional Resources Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

"If it has nothing to do with the workplace, it’s not your place to address it as an employer."  Notable Moments 00:03:05 – How to handle allegations unrelated to the workplace 00:04:54 – Using proper legal channels for non-work issues 00:07:59 – When a code of conduct changes your responsibility 00:10:46 – Offering EAP support without enforcing consequences 00:13:44 – Why uniforms and name tags come off after hours Tim Dyck discusses how employers should handle allegations about an employee’s behavior outside of work. He explains when such concerns warrant action, how a code of conduct can change the rules, and why offering support without enforcement can make a difference. From legal considerations to protecting workplace trust, Tim outlines a thoughtful, practical approach. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

"It's not about what you did yesterday. It’s about what you’ve learned and the skills you bring to tomorrow." Notable Moments 00:01:28 – Story of a candidate held back by a past mistake. 00:02:31 – Why second chances matter in hiring. 00:05:21 – Asking about black marks during interviews. 00:09:21 – Concerns managers have about hiring someone with a record. 00:13:55 – Handling internal team perceptions after a promotion. 00:15:59 – Overcoming past mistakes and moving forward. Everyone makes mistakes, so should a past “black mark” keep someone from being hired or promoted? Second chances can lead to your strongest hires. In this episode, Tim Dyck and Jody Maberry discuss hiring candidates who have past mistakes or “black marks” on their record. They explore why it’s crucial to look beyond past errors, how to assess whether someone has truly learned from those experiences, and strategies for addressing concerns within a team when hiring or promoting someone with a complicated history. The conversation emphasizes resilience, accountability, and growth as key factors that often turn past missteps into future strengths. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

“It’s not a silver bullet, but every little bit helps when you’re navigating a tough transition. It’s about doing the right thing, with empathy and intention.” Notable Moments [01:27] – What are career transition services? [03:40] – The step-by-step support offered to exiting employees [05:45] – Why organizations should invest in transition services [08:29] – How empathy improves difficult conversations [13:53] – The role of decency and dignity in terminations [16:09] – Why support changes everything for the departing employee [17:45] – How transition services benefit long-term organizational reputation [19:20] – Reframing job loss as an opportunity In this episode, Tim Dyck explains the value and process of career transition services. These services help organizations plan respectful and effective offboarding while supporting former employees in their next steps. From mitigating legal risk to boosting company reputation and showing genuine care for people, Tim outlines why leaders need to rethink how they handle tough departures and how Best Culture Solutions can help them do it right. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

“Don’t let fear of being misunderstood stop you from doing the right thing. Just show up, follow through, and the trust will follow.” In this episode, Tim Dyck explores how leaders can become more visible in the workplace without unintentionally undermining team members. He shares strategies for building trust, communicating intentions clearly, and handling the challenges of being seen, especially if leadership visibility is new for your team. Learn why patience, consistency, and active listening are your most powerful tools in those early months of leading from the front lines. Read the blog for more from this episode. Notable Moments: [01:00] Why visible leadership can feel uncomfortable [03:30] Addressing skepticism and building trust [05:00] Avoiding the perception of undermining managers [07:10] The 90-day no-sweeping-changes rule [09:55] What to do when your visibility causes tension [11:35] Healthy turnover and leadership alignment [14:00] How to point out the good and make it stick Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

“There’s no other leadership tool that builds trust, reveals blind spots, and improves decisions better than walking your business.” Notable Moments [00:03:48] – Buc-ees experience leads into leadership visibility discussion [00:05:27] – Lee Cockerell quote: “Get off the carpet and onto the concrete” [00:07:48] – Why most leaders nod… but don’t follow through [00:10:55] – Three reasons visible leadership matters [00:13:09] – The irreplaceable value of experiencing your own product [00:16:23] – Push past the awkwardness: consistency builds trust [00:17:33] – Do the frontline job: respect comes from effort, not titles [00:19:09] – Why walking your business reduces constant interruptions In this episode, Tim Dyck and co-host Katie Currens explore the importance of “visible leadership” by getting off the carpet and onto the concrete. After Tim’s recent experience at Buc-ees, they unpack how leaders who regularly interact with frontline teams gain deeper trust, uncover blind spots, and make smarter decisions. Disney’s guest-first culture includes leadership visibility, which they both experienced as Cast Members. Tim breaks it down into three key benefits: building trust, understanding the real impact of your decisions, and identifying what the business actually needs. The episode wraps with practical ways to start small, stay consistent, and overcome the initial awkwardness of being more present with your team. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

"Rate results, not personality. Measurable goals create clarity and eliminate the drama." Notable Moments 02:03 – Common complaints about performance evaluations 04:15 – Why rating personality traits is subjective and flawed 06:54 – Jody’s real-world example of objective goal-setting 09:59 – The value of goal-based evaluations 13:35 – Why tardiness and similar issues must be addressed in real-time 14:59 – The power of evaluation discussions 17:49 – A clear framework for monthly check-ins and progress 18:42 – How to introduce a new review system to your team 20:10 – Getting help with building your evaluation system Performance reviews don’t have to be awkward or ineffective. In this episode, Tim and Jody unpack the flaws of traditional evaluation models, especially those based on subjective personality ratings. They investigate the better alternative of goal-based evaluations. Tim explains why focusing on measurable objectives improves clarity and eliminates unnecessary conflict. The episode covers how to structure and roll out a new evaluation process, what to communicate with your team, and how leaders can make reviews a helpful conversation rather than a dreaded formality. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]