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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.

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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.