the Offer with Michael Glinter

Special Guest: Lester Young

 

I admit it. I have been one of those people reluctant to work with ex-offenders under the assumption that once trouble, always trouble. However, my mindset has changed over the years.  I am pleased to have Lester Young on my show today to humanize people on the other side and explain why we need to recognize the value of those who have chosen to become productive members of society.
 
 I’ve realized that our society often sets up those released from prison for failure through a myriad of barriers to re-entry. These barriers include employers unwilling to take on those with criminal records and landlords reluctant to make housing available. On the regulatory side, many professions, from hair stylist to massage therapist to tattoo/piercing artist, have licensing requirements that prevent those with a criminal record from obtaining them.
 
 On top of this, many people with a criminal background have a significant debt load in the form of Legal Financial Obligations (LFOs), which impacts their ability to pay for rent, transportation, child support or other basic necessities. It is no wonder that we have such a high recidivism rate.
 
 We need to realize and recognize the need for change! 

GUEST INFORMATION
Lester Young
[email protected]
https://www.linkedin.com/in/lester-young-b1b6a0106/
https://path2redemption.org/

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

 The most common thing that happens when a candidate gets turned down for a job or passed over as a candidate is that they blame the company.  This episode looks back at how candidates need to reflect on what they are doing. 

From a Staffing/Talent Acquisition professional perspective, we get 100s of resumes a day.  For candidates who don't get calls, they often blame the staffing professional rather than themselves.  If they are lucky enough to get a call, if they don't get the job, they blame the process, the market, or the hiring people.  This episode is focused on what job seekers need to know to change the results. 

• Listener response - blaming companies, lack of jobs, and recruiters for people not getting jobs
• Understanding the market today - recap
• The worst thing a candidate can do
• Reasons why people don't get callbacks and don't get selected
• Ways to change things - taking control and getting results.

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

This is a hot topic on social media, so let's reflect on this episode to give people an idea of why they don't hear back from people. 

Special Guest: Chris Merida, Global Search Network (Staffing Company)
 
Every day, I get people contacting me to ask why they are not getting calls or replies to their resumes.  I try to explain why, and oftentimes it is met with anger or defensiveness.  I decided to bring in another staffing professional to help solidify some of the issues with candidates' resumes and why they hear nothing back.
  
SYNOPSIS

• Top 10 Resumes Mistakes
• Chris Merida - Who he is and what he does
• Bad Resumes - what do recruiters do?
• Why don't recruiters tell people why?
• Generic Posting - reason why candidates don't get a response
• Resume Mistakes! What is missing
• What recruiters and companies look for
• Job changes / trying to deceive the companies
• Ageism - why it doesn't matter and why you may make it obvious
• Certifications - They should be on your resume

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

It is a forbidden topic that few people want to talk about.  People lie.  Candidates, Companies, and Recruiters.  A lot of times, it is not with malicious intent.  But it happens.  This episode reveals the unfiltered, unwritten truth about lies in the industry.

• Why do people lie
• Candidates - What do they lie about
• Companies - Why do they lie to candidates, and what is their reasoning
• Recruiters - Friend or Foe? While recruiters can be your biggest advocate, remember they have motivations too.
• How do you catch people in a lie

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Season 1: This was one of the most listened to podcasts.  

Everyone at some point in their career have dealt with difficult or bad bosses.  Often times we have them, but we fear to talk about them or confront them because of possible retaliation.  This episode talks about the characteristics of the 5 worst types of bosses and how to deal with them.

• Micromanager
• Unskilled
• Narcissist
• Busy Bee
• Angry

This will allow you to better understand the boss you are dealing with, but I hope it will enable you to find ways to better your environment.

SOCIAL MEDIA AND CONTACT INFO

[email protected] (Email)

https://michaelglinter.com/podcast/ (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)

#MichaelAGlinter (Twitter)

http://www.facebook.com/michael.glinter (Facebook)

https://www.youtube.com/c/MichaelGlinter (YouTube)

www.michaelglinter.com (Website) 

In the 122 episodes of "the Offer" podcast, this was the most listened to podcast of all time. 

Special Guest - Caterina Gooch 

Every work environment has toxic and difficult employees.  Unfortunately, we cannot screen this out during the interview process.  While we can make attempts to keep them out of the workplace, once they are in the workplace we have to manage through the challenges.  In this episode we will talk to those challenges and how to overcome them. 

• Toxic Employees and how they impact our organization
• Catching toxic and difficult employees during the hiring process
• Special Guest - Caterina Gooch - Staffing Leader discussing managing workplace challenges with toxic and difficult employees.
• How does toxic and difficult employees ultimately affect the work place. 
• Steps you can take to manage through these types of challenging employees

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

The #1 Rule any company should live by is if a customer complains, let them.  It doesn't necessarily make them right because they are complaining and trying to tell you how to do things. However, the last thing you should do is tell them they are wrong!
 
 I recently had a bad experience with a big retail corporation.  This episode will open your eyes to a lot of things. Most importantly, how do the people where you spend your money treat you!  I realized from this experience that sometimes you need to look at the other guys like Sam's Club, BJs, or even Amazon to realize you aren't getting the best prices, value, and customer experience!
 
 Hold on to your hats; this one is a doozy!

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Lester Young

I admit it. I have been one of those people reluctant to work with ex-offenders under the assumption that once trouble – always trouble. However, my mindset has changed over the years.  I am pleased to have Lester Young on my show today to humanize people on the other side and why we need to realize the value of people that have decided to head down the path of being a productive members of society

I’ve realized that our society often sets up those released from prison for failure through a myriad of barriers to re-entry. These barriers include employers that are unwilling to take risks on those with criminal records and landlords who are reluctant to make housing available. On the regulatory side, many professions from hair stylist to massage therapist to tattoo/piercing artist have licensing requirements that prevent those with a criminal record to obtain them.

On top of this, many people with a criminal background have a significant debt load in the form of Legal Financial Obligations (LFOs), which impacts their ability to pay for rent, transportation, child support or other basic necessities. It is no wonder that we have such a high recidivism rate.

We need to realize and recognize the need for change!

GUEST INFORMATION
Lester Young
[email protected]
https://www.linkedin.com/in/lester-young-b1b6a0106/
https://path2redemption.org/

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Special Guest - Edward Turner

We are desperate for drivers.  However, are we really using the right approach to solve this problem?
 
Edward is a MILLENIAL who became a BUS DRIVER, and Now he is a Transportation Leader paving the way on the next generation of drivers!   We as a country have to re-think the way we approach the transportation industry.  For over 50 years it's been an old school white male-dominated industry that on average is between 57-63 years old.  This HAS to change. 

Edward takes a look at both the Bus Driving industry, but also drivers, in general, to help us see a new way of thinking to get these roles filled.  Edward will walk us through several approaches on hiring, retaining, and growing younger people to be the Transportation LEADERS of tomorrow.

GUEST INFORMATION
Edward Turner
[email protected]
https://www.linkedin.com/in/edward-turner-b5bbb2b7/

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Special Guest - Victor Holove
 
 People are quitting at the highest rate in decades, even when they don’t have other employment options.  If we do not start trying to understand why this is happening, what employees are unhappy with, and what we can do to change the workplace culture – it will continue.

Victor Holove joins the podcast today to bring solutions to the workplace turnover issue.   He has employed employee-centric engagement strategies to address the very issues driving our employees to up and quit!  His focus on giving employees will help employers handle what they are doing wrong and what they can do better.

Guest Information
Victor C. Holove, PHR
https://www.linkedin.com/in/victorcholove/

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)