Get Talent!

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.