🎙️ 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. 

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

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.