Episoder
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🎙️ Expert advice from the Resilient Recruiter!
Our guest this week is a big deal! Are you a new recruiter wondering how to break into the industry? Or an experienced professional honing your recruiting practices? Maybe your company is figuring out how to work with a recruiting agency. Whether you’re deep in the recruiting world or adjacent to it, our special guest this week is for you!
We are so excited to feature the influential Mark Whitby, creator of The Resilient Recruiter Podcast and Executive Coach at RecruitmentCoach.com. Mark brings his decades of recruitment coaching to the table and shares the best insider advice for both recruiters and the companies who use them. Mark’s wisdom helped make GLOMO what it is. Now he’s on our podcast to help you too!
00:25 Guest introduction: Mark Whitby
01:36 Resources for new recruiters
02:07 Podcasts
02:27 Joining industry associations
04:06 Mark’s recommendations for recruitment associations
04:43 RecruitmentCoach summit in Florida
06:46 The advantages of split-fee networks
07:45 Do recruiters revise resumes?
09:40 Coping with rejection in recruiting
11:08 Benefits of LinkedIn recommendations
12:06 Optimizing resumes for scanning software
12:48 How many resumes accurately reflect applicant skills?
13:57 How Mark became a recruitment coach
15:28 Six pillars of a successful recruitment business
16:21 Do recruiters get a bad rap?
17:26 Criticism from candidates about recruiting
18:05 Why it’s not a good practice to use multiple recruiters
21:25 Recruiters need to be experts in their niche
22:52 The future of external agency recruiters
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: https://glomo.com/newsletter/
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
Do candidates value PTO 🏖️ more than compensation 💵?
Who doesn’t love paid time off? It’s critical to employee happiness and an essential benefit of any job offer. But do candidates have the power to ask for more vacation?
Ben and Danny are here with the essential guide to PTO in the modern workplace. How does your company’s PTO stack up against today’s standards? Learn whether PTO is negotiable, how to balance unlimited vacation with workplace efficiency, and some expert advice for candidates considering job offers. Tune in to level up your work-life harmony!
00:53 Asking about PTO during the interview
01:57 The average PTO days given by U.S employers
03:24 PTO is a benefit
04:00 How many days do modern candidates request?
05:11 The trade-off of unlimited PTO
05:35 Listener comments
06:06 Is PTO more important than cash?
06:43 Ben’s stance on sick days
07:46 U.S. standards compared to European
09:18 PTO in hiring negotiations
10:33 Advice for candidates who are negotiating
11:09 Danny’s estimate of when PTO is negotiable for non-execs
11:42 When candidates get ghosted
13:23 How recruiters keep good candidates from falling through the cracks
14:14 Paid holidays, according to Forbes
14:31 How GLOMO chose their paid holidays
16:23 The Harris Poll: 74% of Gen Z want unlimited PTO
17:05 Can unlimited be too much?
17:47 How PTO varies by industry and worker type
18:38 Final thoughts on PTO and culture
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: https://glomo.com/newsletter/
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business and our true purpose. -
Mangler du episoder?
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It’s the #1 reason people leave their jobs! 👀
It’s everyone’s favorite love-to-hate character: the Bad Boss. They’re lurking around the cubicle corner in movies, tv shows, and maybe your own office. Nothing hurts a company’s reputation or creates high employee turnover like a poor manager. As leadership expert John Maxwell said: “People quit people, not companies.”
Ben and Danny get into the juicy details of what makes a bad boss, their own experiences under ill-intentioned (and, in contrast, good) management, and how employees can foster positive relationships with the head honcho. Whether you are a boss or work under one, you can’t miss this episode!
#badboss #leadership #employeeretention
Show Notes:
It’s the #1 reason people leave their jobs! 👀
It’s everyone’s favorite love-to-hate character: the Bad Boss. They’re lurking around the cubicle corner in movies, tv shows, and maybe your own office. Nothing hurts a company’s reputation or creates high employee turnover like a poor manager. As leadership expert John Maxwell said: “People quit people, not companies.”
Ben and Danny get into the juicy details of what makes a bad boss, their own experiences under ill-intentioned (and, in contrast, good) management, and how employees can foster positive relationships with the head honcho. Whether you are a boss or work under one, you can’t miss this episode!
00:54 Everyone’s favorite topic: Bad Bosses
01:41 John Maxwell: “People quit people”
02:07 Is blaming leadership just a way to avoid responsibility?
03:08 Top 3 bad boss traits
03:13 Micromanagement
04:15 How accountability supports employees
04:41 Ben’s experience with micromanagement
05:46 Study: Lack of empathy is the reason why 54% of employees leave
06:56 Lack of recognition
07:40 How bosses forget to share positive feedback
09:00 Recommendations for how to give recognition
09:19 Should employees give recognition to their boss?
10:25 Fostering appreciation between employees and bosses
11:20 The effects of bad bosses
11:36 Negative market reputation
12:23 Good Hire study: 82% of employees would quit because of a bad manager
12:44 Why bad bosses don’t hire A players
14:33 Looking at intention
15:08 The days of malicious bosses are numbered
16:14 How good bosses transform people
17:03 A two-way street
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: https://glomo.com/newsletter/
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
Would you take the risk? 😱
It’s human nature to fear change. For risk-averse candidates, leaving a sure thing for an unknown company may seem like a bad idea. Is it possible to sway even the most steadfast employees with the right opportunity and offer?
As a former risk-adverse candidate, Danny shares his first-hand experience making big career leap and convincing the others to do the same. Join him and Ben as they discuss how to recruit these valuable employees! Learn how recruiters gain trust, the factors that make candidates leave their current jobs, and how to balance risk and reward for a potential hire.
01:08 What makes risk-averse candidates different?
03:20 How do hiring managers convince candidates to take opportunities?
03:48 Transparent communication
04:36 How to get people to trust you
06:47 Convincing candidates to leave a company they’re happy with
07:43 When employees should stay put
08:22 Three reasons risk-averse people leave their jobs
09:20 Alignment with company vision
10:25 Bad management
11:14 Lack of growth opportunities
11:42 Are older professionals more risk-averse than younger professionals?
13:10 How to recruit risk-averse candidates
13:46 Study: 72% of people comfortable reducing risks even at the cost of lower returns
14:16 Danny’s experience with risk-averse candidates
15:55 The risk of a hiring company that violates candidate trust
16:38 Making the jump worthwhile
18:34 Gross vs net compensation increase
19:36 How Danny made the leap to GLOMO
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: https://glomo.com/newsletter/
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
❓ Why do employees work at your company? Your company’s culture and strengths may seem obvious to you, but if you’re not passionately telling that story to your candidates, why should they be excited to join?
According to a Gartner survey, 65% of candidates drop out of the hiring process due to an unattractive Employer Value Proposition, so it’s crucial to get it right!
Ben and Danny explain the difference between EVP and marketing, how to avoid raising red flags, and how to authentically relate to your candidates. Before you start your next recruiting search, learn how to share an EVP that attracts top talent!
00:44 Employer Value Proposition vs. employer brand
01:47 When is it time to use an EVP?
02:10 SHRM EVP definition
03:14 Why EVP is important for a hiring company
04:25 Gartner survey: 65% of candidates drop out of the hiring process due to unattractive EVP
05:15 The “red flags” that make up poor EVP
07:04 Gartner stat: A strong EVP increases new hire commitment by 30%
07:58 The importance of always selling your EVP
09:12 Why the hiring power balance has changed
10:15 How important is unlimited PTO?
10:52 Feast or famine in the talent pool
11:48 Edelman study: 60% of job seekers want alignment with their beliefs and behaviors
12:10 Clearly define EVP
12:36 Understand and address candidate motivations
13:29 Use storytelling to illustrate EVP
13:48 Use every touchpoint with the candidate to share EVP
14:16 Be authentic, genuine, and passionate
14:55 The EVP is not obvious
15:36 Have selling bullet points for an interview
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: https://glomo.com/newsletter/
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
The art of what happens AFTER the deal! 🤝 M&A (Mergers & Acquisitions) are happening in every industry around the globe. But how does M&A impact existing talent, the executive team, and the brand companies work so hard to build?
Ben and Danny have experienced M&As from every angle. They share their wisdom on seamlessly integrating company cultures, retaining top talent, and establishing a compelling vision to inspire a newly acquired team. Whether you’re considering an M&A or are experiencing one, you’ll want this perspective!
00:29 Why are M&As relevant right now?
01:51 McKinsey & Co stat: More than half of polled companies plan to increase M&A activity
02:24 Shifttowards consolidation
02:52 What is the difference between a merger and an acquisition?
03:45 How M&A impacts talent and recruitment strategy
05:13 How M&A affects culture
06:10 Deloitte study: Executive loss after a merger
06:41 Three reasons executives leave
06:45 Founder/owner looking for an exit
07:09 The acquiring company installs its own people to execute the business strategy
07:30 Acquiring companies brings in people they trust
07:45 How to keep the employer brand attractive
08:00 Empathy and respect
09:33 The roles that stem out of M&A
10:30 Preventing acquisition issues
11:17 Bain & Co’s report: Establishing a vision
12:19 Message for the acquiring party
13:18 The importance of soft skills
13:48 GLOMO’s position as a talent partner
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: https://glomo.com/newsletter/
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
🐺 The era of the lone wolf salesperson is over! Highly individualistic salespeople claim the glory, but are they really the best for your business? According to the Aberdeen Group, when teams work together on sales, they see a 23% increase in annual revenue compared to individual sales.
Ben and Danny argue for the value of team selling and address objections to this strategy. Tune in to find out how to double your billing and halve your sales failure rate!
#teamwork #salestrategy #salestips
00:31 What is team selling?
02:27 Aberdeen Group study: 23% increase in revenue
02:49 Advantages of team selling
03:41 Multiple touchpoints
04:56 Downsides of team selling
05:57 Managing accountability
06:45 Hiring team players vs. lone wolves
07:37 Listener feedback
08:08 How GLOMO handles group calls
09:58 Is it possible to have a team without competition?
11:28 Using inter-competition as an advantage
12:11 Best practices for team selling
13:31 The importance of building trust
14:54 Difference in individual vs. team results
16:18 Leading individual salespeople vs. a team
17:30 Ben's final argument to try team selling
18:44 Reach out to GLOMO about their experience
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: https://glomo.com/newsletter/
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
What’s the hottest job that nobody knows about? Growth hacking! Your business needs to hire someone to manage experimental marketing and find shortcuts to scale.
Are those all just confusing buzzwords? Not to worry, we thought so at first, too. Ben and Danny break down exactly how this role uses cutting-edge technology to supercharge sales and marketing. Growth hacking is about to take over global mobility, so listen and learn how your business can utilize this role first.
01:20 The hottest job that nobody knows about
02:36 What is a growth hacker?
03:09 What is experimental marketing?
04:08 Growth hacking & global mobility
05:10 Shortcuts to scale
06:40 Two kinds of marketing
08:10 Checking in with the audience
08:34 Why should a company hire a growth hacker?
09:09 Growth hacking for business to consumer
09:39 Growth hacking for business to business
11:35 Importance of informed, quality leads
14:00 Get in front of leads before the RFP
14:33 Should all companies hire a growth hacker?
15:48 When to prioritize traditional marketing
16:55 When it’s time to hire a growth hacker
18:26 A successful growth hacker’s skills
19:25 Tools growth hackers use
21:29 A successful growth hacker’s soft skills
22:35 What’s a growth hacker’s ROI?
24:46 What businesses should be thinking about
26:20 Reach out to GLOMO about hiring growth hackers
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: https://glomo.com/newsletter/
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
📃✒️ GLOMO’s clients are shocked to learn that our recruiting contract is only one page long! However, that’s all we require to sign off on the most important contract takeaway: trust.
Ben and Danny break down GLOMO’s five key recruiting contract elements to set the stage for successful relationships and placements. From replacement guarantees to non-solicitations to the elephant in the room, recruiting fee percentages, they explain the philosophy that informs fair contracts for both parties.
00:55 Why are recruiting contracts topical?
01:48 GLOMO’s contracts philosophy
02:20 Simple + clear contracts
03:32 Trust fills the void in contract disputes
05:05 Five key contract elements
05:56 Why include a commencement fee
07:32 The fee drives recruiters to do their best work
09:54 Payment terms demonstrate value in the partnership
11:03 The value behind the recruiting fee percentage
13:33 What is a replacement period guarantee?
13:50 What’s a fair replacement guarantee?
15:25 Why GLOMO specifies one-time replacement
17:12 Non-solicitation clause in a contract
17:58 The reasons behind the contract terms
18:24 Fair for both parties
18:56 Consistent communication
19:33 Being on the same page
20:20 Open to topic suggestions
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: https://glomo.com/newsletter/
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
How to find candidates with the skills to make a startup's vision 💭 a reality 🏢
Startups are known for their fast-paced environments, disruptive ideas, and ambitious goals. Those qualities can make the recruitment process a unique and ambiguous experience. From selling the company’s brand to providing a much-needed outsider’s perspective, recruiting for a startup is no simple task!
Ben and Danny reminisce about GLOMO’s own startup journey and how building their own team taught them how to source candidates who are best suited to a startup’s vision. Learn how to expose a company's challenges and which hiring qualities to seek out. You’ll walk away with the knowledge to successfully hire right out of the gate!
00:27 Why we’re discussing hiring for startups
00:57 Is recruiting for startups different from established companies?
01:25 Client personas
02:15 Adapting to a changing market
02:55 The unique challenges of working with startups
03:12 Ambiguity
04:52 High urgency
05:47 Compassion is required
06:57 The need for a decision-making recruitment partner
07:31 GLOMO client example
09:09 How recruiters sell
09:46 The story of the startup
10:43 How can hiring managers get the most from their budget?
11:07 Money myths around startups
11:29 Ben’s experience using external recruiters
13:55 Startup success through business models
15:11 Value from external hiring experts
15:36 Danny’s success working with ambiguity
16:49 What to ask a hiring startup
18:41 Uncovering a company’s problems
19:18 How can a hiring manager evaluate candidate qualities?
19:59 Asking the right questions
20:56 Entrepreneurs vs. integrators
21:49 Importance of coachability
23:25 Looking for coachability while hiring
24:34 Receptiveness in candidates
25:37 Diversity from a third party
27:59 GLOMO’s diverse strengths
28:33 Three ways to be successful with the initial hire
28:45 Understand what hiring need is
29:20 Craft attractive employer brand
29:56 Implement an effective recruitment process
30:43 Free consulting
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
1 in 6 job offers is rejected. Here’s how to not let yours be one of them.
Rejections - they always hurt. Whether you’re a recruiter or a hiring company, having a job offer declined by a candidate will leave you wondering where it went wrong. Sometimes a rejection is a dodged bullet, but more often than not, companies need to reevaluate their approach and reputation to save themselves from future heartache.
Ben and Danny share the top reasons candidates reject offers and give tips to recover and move on. The biggest barrier to hiring A-Player candidates is something most companies aren’t talking about. If you want to succeed in the current market confidence in your next recruiting search, don’t miss this episode!
00:54 An increase in job offer rejections
01:20 Glassdoor study: 17% of offers are declined
01:49 The most common reasons offers get rejected
01:56 Time kills all deals
02:44 How A-player candidates end up at B companies
04:16 Avoiding the wrong path as a candidate
05:18 JobStreet Report: Competing opportunities
05:55 The risk of using an offer to raise your current pay
06:44 Below market value compensation
07:21 Unclear career paths
08:51 Employer branding issues
09:49 The biggest problem for hiring companies
10:26 Being unknown is worse than a bad reputation
11:20 GLOMO’s own struggles with being unknown
12:12 How unknown companies can market their brand
13:10 Why a recruiter would turn down business
14:23 The next steps after an offer rejection
15:43 Can an offer ever be saved?
16:52 Giving feedback to client companies
19:25 Coming away with a new plan
20:13 Ben’s advice to hiring managers
21:26 Rejections are going to happen
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
According to Zippia, 91% of customers are willing to switch companies after one bad experience. So when a search goes awry, it’s critical to take the right steps to earn back your client's trust and get the next candidate right.
Danny and Ben get vulnerable in this episode. They share some of their past mistakes and the lessons they learned along the way. Learn about radical accountability and how GLOMO uses it to improve continually. Whether you want to learn how to revive a dead-end recruiting search or provide better client services, you will want to tune in!
01:28 A candidate search is like a relationship
02:54 Challenges that come up during a search
03:20 Non-existent candidate profiles
03:50 No-show candidates
04:31 Bad interviews
05:12 The concept of candidate control
05:57 When offers get rejected
06:46 Hubspot survey: Only 3% of people trust salespeople
07:10 55% of customers don’t trust companies
08:17 Zippia study: 91% of customers willing to switch companies after one bad incident
09:27 How to recover from a bad experience
10:44 Unearthing miscommunications
12:11 Radical accountability
14:17 Make a new mutual plan of action
14:49 GLOMO case studies
18:29 How clients can improve their own experience
19:32 Danny’s past mistakes
20:14 The value of a recruiting team
20:47 Ben’s advice to hiring companies
21:41 Learning from other’s mistakes
22:04 How to keep a search on track
23:23 Let GLOMO help you
23:58 Future guest teaser
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
Do you know what your IT department does? Does every word on a technical resume look like a foreign language? No matter your industry, IT can feel like a whole other world. If a company needs to fill one of these crucial roles, a technical recruiter is worth their weight in gold.
This episode gets into the nitty gritty as Danny is joined by one of GLOMO’s newest recruiters, Tyler Eschle. He gives us the inside scoop on IT hires. Learn how specialization in technical recruiting can help screen and hire the right candidates, save time, and improve any business in the long run.
00:43 The complexities of technical recruiting
01:13 What is technical/IT recruiting?
02:55 IT recruiting in the global mobility industry vs. others
04:16 Tyler’s background as a full-desk recruiter
05:35 Advantages of full-desk recruiting
06:58 The hottest positions in IT
08:25 How does specialization help in IT recruiting?
09:50 Recruiting in an industry you understand
10:41 Combining culture with expertise
11:21 Be an information broker
12:50 The right questions to ask candidates
13:38 Top 3 things to do when working with a technical recruiter
13:48 Provide a holistic picture of the role
14:24 Keep the process short
16:57 Ask for feedback on the interview process
17:58 Technical recruiters save time
19:18 Handling foreign candidates and visas
20:02 Closing candidates on the offer
21:05 Tyler’s shoutout to his mentors
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
How do you even begin to hire the leader of a company? It takes a lot of discretion, trust, and time…and you almost NEVER get a resume! You definitely don’t want to tackle this type of hiring by yourself!
In this episode, Ben and Danny share their executive recruiter magic, including how they provide role clarity to hiring clients, keep both sides confidential, and convince candidates who aren’t even job hunting to take an interview.
Don’t leave this critical role to chance! Find out what it takes to bring in an A-player leader to lead a company.
01:12 What is executive search?
02:15 What makes an executive search more challenging?
03:22 The key to a successful search
04:03 Nuances of job intake conversations
05:11 Providing clarity to a hiring vision
06:41 The qualities needed to do an executive search
08:12 How do you start an executive search?
09:17 Transparency in retained searches
10:38 Can you do an executive search by yourself?
11:08 Keeping a search discrete
11:34 A unique, time-consuming process
12:09 Avoiding an interim leader
13:55 Use an executive recruiter from your industry
14:15 The risk for the candidates
15:30 Cultivating trust on both sides
16:25 Ben’s experience recommending a candidate
17:36 Hireability of your recruiter
18:26 Learning why you need an executive recruiter the hard way
19:07 When bad companies get good talent
20:11 Getting ahead of the game
21:32 Courting a candidate who’s not looking
21:49 Hiring without resumes
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
There are three kinds of business development hires. Which type is right for your business?
Business development is critical, but aligning this role with a business’s goals is difficult. How do you find the right salesperson for your company? The last thing you want is to spend thousands on a hire who can’t return that investment.
As sales and recruitment pros, Ben and Danny break down the three types of business development candidates. They explain which biz dev style suits each company type, business cycle point, and budget. You can’t miss this episode - it’s business strategy gold!
01:24 Hiring business development candidates
02:25 What is business development?
03:23 Different positions in business development
04:23 The “rainmaker”
06:03 The “influencer”
06:51 The “up-and-comer”
07:13 When do you hire each type of salesperson?
07:38 For mature businesses in a commoditized industry
08:47 For new, disrupter businesses
10:41 Pros and cons of influencers
11:22 Pros and cons of up-and-comers
12:13 For mature businesses with mentorship opportunities
13:46 Pairing the types of business developers
14:43 Identifying what client companies need
17:03 Timing business cycles
18:28 How to be realistic in the marketplace
19:44 Steps to succeed with your recruiter
21:00 Client case study
23:05 The importance of business strategy
23:10 Hiring within your industry
23:51 Balancing sales ego
24:15 Questions to ask the hiring company
25:20 When is industry experience needed?
27:35 Understanding hiring timelines
28:20 Sell the candidate on the company
30:29 Don’t overextend the budget
32:02 Find a good recruitment partner
33:26 Ben’s experience in each phase
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
What’s the top reason people fail in a new role?
‘Coachability’ may sound like business jargon, but this trait just might be the most important thing to hire for! According to a Leadership IQ study, company leaders said that 46% of newly hired employees failed within 18 months due to lack of coachability.
Ben and Danny share how critical coachability is to individual and team success. You’ll learn a great technique for figuring out if your candidates have this trait, interview green flags, and how to give back to your team as a leader.
00:53 What is coachability?
01:07 Forbes article: coachability definition
01:52 How bravery is a crucial factor
02:50 Managing openness throughout life
04:02 How do we maintain coachability as we grow?
04:23 Coworkers you respect and trust
05:09 Leadership IQ study: Top reason newly hired employees fail
06:30 Consequences of a non-coachable employee
06:43 Impacting the culture
08:10 Coachability from a leadership perspective
09:13 Negative effects on the team
10:26 The difference of a coachable team member
10:42 Innovation requires openness
11:25 Coachability invites change
12:10 Lateral team teaching
13:06 Keys to creating a coachable environment
13:48 Taking risks
15:28 Coachability in potential candidates
16:55 How do you hire for coachability?
17:59 Candidate responses to feedback
19:10 Building on feedback
20:14 Taking ownership
21:57 Recognizing mentorship
23:17 Balancing between confidence and ego
23:53 Not passing the buck
24:46 Coaching is different from delegating
25:08 The two way street of coaching
26:33 Coaching at high levels of success
28:57 Ben’s closing coaching advice
30:05 Care about other people first
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
You only get one chance to make a first impression!
According to The Society for Human Resource Management, 75% of employees don’t have a clear understanding of what to expect on their first day of work. How can we expect employees to do a good job when we haven’t shown them the job?
Onboarding isn’t just about paperwork (though that’s an important part!). Ben & Danny outline an employee training process that fosters confidence and personal connection and creates a deeper company culture for the entire workplace. Plus, they share their own new job experiences - including one horror story & one onboarding fit for VIPs!
Before you bring on your new hires, catch this super-important episode!
01:20 Is onboarding important?
01:51 SHRM study: 75% of employees aren’t clear on what to expect their first day
02:08 Leadership’s role in providing clarity
02:23 Ben’s ‘first-day’ experiences
03:37 Danny’s first day of recruiting
05:10 Positive onboarding details
05:58 Showing the company cares
06:20 Thoughtful, simple gestures
07:21 What is pre-boarding?
07:44 Start at the interview process
07:52 Selling to the family
09:52 Pre-boarding paperwork
10:18 Communicating expectations with new employees
11:00 Setting up payment processes
11:38 Forbes study: 59% of workers claim to have received no training
12:34 An over-reliance on shadowing
13:16 Top performers aren’t always great trainers
13:52 Lessons from expert trainers
15:06 Is it possible to train someone too well?
15:43 Intangible training aspects
16:42 Using conversations in training
17:02 How do you create a positive onboarding experience?
17:13 SHRM’s 4 Cs of onboarding
17:20 Compliance
17:40 Clarification
18:09 Culture
19:17 Connection
19:53 Wonder as a tool for remote communication
20:27 Collaboration improves company performance
21:08 Keep onboarding light
22:06 Getting together outside of the office
23:31 A company’s most important resource
24:10 Don’t overlook your first impression
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
Whether you’re a recent grad or seeking a new opportunity, this is how to nail a job interview & take control of your career!
Rhiannon & Jillian, recruiters extraordinaire & Gen Z trailblazers, are hosting this first all-woman episode of Get Talent! They are insiders to both the interviewer's & interviewee's experiences and share crucial advice for recent grads searching for their first full-time job.
From the best company research tools to taking the stress out of interviews, the job search won’t seem scary after you hear these tips. Plus - they tell us why recruiting is the perfect first job (though they may be a bit biased!).
The next generation of wisdom is hitting the market, so tune in to get ready!
01:00 Linkedin topic poll: How to find the right company
01:27 What kind of workplace culture and values are important to you?
02:36 Research each company you apply to
04:05 Get involved on Linkedin
05:24 Get a personal feel for the company
07:36 Utilize contact with hiring managers
08:09 The fear of starting a first full-time job
08:33 How to approach an interview
10:21 Interviews are a two-way street
11:02 Keep interviews natural
12:24 The most memorable interviews
13:40 Professional standards to keep
14:40 Tips for interviewing online
16:30 Advice for in-person interviews
17:41 During the interview
19:38 Rhiannon’s top interview tip
19:57 Jill’s experience of being nervous during an interview
21:30 It’s okay to mess up
23:00 Express appreciation and gratitude
24:05 Stand out with thank you note
25:03 Use Linkedin after your interview
26:25 The takeaway about interviews
27:19 Show your adaptability
28:01 One of the biggest things employers are looking for
28:57 Why recent grads should learn recruiting
29:24 Recruit differently
30:00 Recruiting is a great first job
32:34 Learn about multiple industries
35:01 Build your own self-confidence and knowledge
35:34 Make an impact in the market
37:49 Create an active network
39:59 Form your life path through multiple careers
40:29 Recruiters are here to help
41:02 Learn by trial and error
41:31 Choose GLOMO for the recruitment experience
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
Are you ready to fall in love? 💖 But what if your candidate is just not that into you? 💔
The wooing, the butterflies, the future planning, the heartbreak…you don’t need dating apps to experience the emotional rollercoaster of finding a perfect match. It happens all the time in the hiring process!
If a company falls in love with a candidate that turns down the job, time, energy, and emotional investments can be a major setback. Ben and Danny (and Ben’s grandma?!) offer sage advice. Avoid getting overly attached to the first or A+ candidates, evaluate candidate interest, and make sure they’re in it for the long haul. If you like it, you better put a ring on it…after some due diligence and perspective!
01:56 How hiring is like dating
02:50 What does falling in love with a candidate look like?
05:04 Why getting too attached to a candidate can cause problems
06:12 A+ players have options
07:16 ‘Beauty contests’ between candidates and companies
08:05 Confirmation bias
09:57 Desperation to fill a role
11:09 The emotional side of hiring
13:00 Ben’s experiences with candidates and clients falling in love
16:09 Playing the professional field
16:44 Warning signs that a candidate doesn’t reciprocate feelings
17:11 Not engaging with future plans
17:39 Revealing that they’re still interviewing with others
18:52 Match their commitment level
19:59 When is it appropriate to hire a candidate you love right away?
21:18 When there is conviction in both parties
22:14 How a recruiter can determine the candidate’s seriousness
22:58 External vs. internal recruiters
24:17 How to avoid getting attached to one candidate
24:22 Interviewing with at least two people
25:22 Using predictive and cultural index assessments correctly
26:44 Reference checks
28:40 New York Times article: share a nice meal
30:18 Observe your candidate in an informal environment
31:14 Don’t overvalue likeability
32:15 Get candid and vulnerable
32:56 Compare candidate’s values to core company values
33:54 Make it personal
34:59 How candidates can learn more about the hiring company
35:48 It’s okay to fall in love…with perspective
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. -
The topic of this week’s episode is top secret!
The majority of jobs, especially executive roles, are filled through confidential searches. No, this isn’t top-secret spy stuff, but it is vital if you're trying to avoid alerting the marketplace or your team to a new role. Some things just need to stay on the down low!
Learn from Ben and Danny about their experiences helping top mobility CEOs with confidential searches. They discuss how to fill these strategic roles and why a recruiting agency is beneficial to this process. As a bonus, hear tips for battling networking biases, talking to recruiters, and NDA alternatives. The secret is out: this is an episode you won’t want to miss.
01:46 What is a confidential search?
02:58 CNBC study: 70% of jobs aren’t published publicly
03:48 Reasons to conduct a confidential search
04:01 Replacing a current employee
05:12 Avoid alerting competitors
05:47 Creating a new role outside existing internal talent
07:10 Restructuring without scaring employees
07:34 The seniority level of most confidential search roles
08:49 How are these confidential jobs filled?
09:01 Networking and its bias
10:48 How executives assess for strategic roles
13:45 Why should a company use a recruiting agency for a confidential search?
13:56 Unbiased screening
14:14 Ability to sell the role confidentially
14:38 Objective evaluation of the role for the candidate
16:52 Expedite the hiring process
19:16 The power of specialism
20:37 How recruiters help close the candidates
21:43 Indeed study: Average of 24 days to respond to candidate
24:07 Ben’s experience with confidential searches
27:33 Feedback from GLOMO’s strategic hires
28:50 Rethinking client roles and the best fits
29:30 The extra steps in executive sourcing
30:40 Best recruiting tips for confidential searches
30:58 Get as much information as possible
32:43 Put together a clear and detailed job description
33:45 Coordinate confidentiality with a recruiter
34:07 What are the pros and cons of NDAs?
35:44 An alternative to NDAs
38:20 Talk to a recruiter about your next confidential search
WORK WITH GLOMO TALENT:
🔎 Seeking the talent to transform your business? Email [email protected]
💼 Ready for a new opportunity? Check out our open positions at https://glomo.com/talent/
GET RECRUITING NEWS & JOB ALERTS:
Subscribe to our email newsletter: http://eepurl.com/hrc5-5
FOLLOW US ON SOCIAL:
https://www.linkedin.com/company/glomoagency/
https://www.instagram.com/glomo_consulting/
GLOMO is dedicated to scaling global mobility companies through sales, recruitment, and acquisitions. We love helping businesses and entrepreneurs achieve their destinies! At the same time, we believe that doing good is good for business, and our true purpose. - Se mer
