the Offer with Michael Glinter

From a Staffing/Talent Acquisition professional perspective, we get 100s of resumes a day.  For those candidates that don't get calls, many times, they 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, the hiring people.  This episode is focused on what job seekers need to know about what they can do 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.

SOCIAL MEDIAL AND CONTACT INFO

[email protected] (Email)

https://www.michaelglinter.com/podcast-1 (Podcast)

http://www.linkedin.com/in/michaelglinter2 (Linked In)

#MichaelAGlinter (Twitter)

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

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

www.michaelglinter.com (Website)

Season 1 has ended, and Season 2 is coming!   We  celebrate some of the hottest episodes of the last season
 
 Special Guest - Joel Howell
 
 Joel Howell, MBA, "Living Life Full on Purpose," brings 20+ years of industry experience along with 15 years of working for PWC.  Joel brings a level of creativity, innovation, and style to everyone that crosses his path.  He has an array of talent and expertise in HR leadership, employee engagement, talent development, diversity & inclusion (local/global), coaching for high performance, motivational speaking, and advanced facilitation.  His goal in life is to live a full-on purpose and to pass that energy on to everyone that he comes in contact with.  Today Joel will introduce our new series on my podcast around Inclusion and Diversity in the workplace.  Joel brings a tremendous track record of excellence in this area and will add significant value in laying the foundation for our new ongoing 
 
 Highlights from Today's Podcast

• Difference between Inclusion and Diversity Initiatives (NOT Programs)
• You can't separate Diversity and Inclusion - you must have both.
• How can you drive a successful Diversity and Inclusion Initiative when you have all white males at the top of your organization
• Getting executives engaged
• Starting an inclusion or diversity program
• Focus groups and people being comfortable to speak
• Government views on diversity and inclusion and how it affects our abilities to drive these programs
• What has PWC done, right?
• Are these Initiatives keeping stereotypes and discrimination alive?
• Mentors in the workplace helping drive inclusion
• Just because someone looks a certain way doesn't mean they identify a certain way
• Are the EEO Questionnaire's people fill out - outdated?
• Generational gaps are holding us back.

 Special Guest - Joel Howell
 https://www.linkedin.com/in/joel-howell-phr-5a55414/
 
GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Season 1 has ended.  As we wait for Season 2 - We revisit some of the hottest episodes from the first season!
 
 Everyone, at some point in their career, has 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 understand better the boss you are dealing with, but I hope it will enable you to find ways to better your environment.
 
 SOCIAL MEDIAL\ AND CONTACT INFO
 [email protected] (Email)

https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)

#MichaelAGlinter (Twitter)

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

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

www.michaelglinter.com (Website)

Season 2 is Coming... in the meantime - enjoy some of the Hottest Episodes of Season 1!
 
 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 malice intent.  But it happens.  This episode tells you the unfiltered unwritten topic of 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 most prominent advocate, remember they have motivations too.
• How do you catch people in a lie

CONTACT INFORMATION/SOCIAL MEDIA
 [email protected] (Email)

https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)

#MichaelAGlinter (Twitter)

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

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

www.michaelglinter.com (Website)

Season 1 kicked off on January 2, 2020 with the most downloaded episode “Bad Bosses”.   After a very successful first season, it is important to reflect back on the many great episodes that made this season a success. It is also very important to thank everyone that took part in the success of the season.

Please take time over the break to listen to some of the past episodes including replays of the top episodes of the season the next two weeks.

Have a safe and happy Fourth of July

Special Guest: Natasha Williams
  
 Natasha brings over 20 years human resources and diversity & inclusion leadership experience.  Completed her MBA with Jack Welch Institute. Natasha brings a diverse perspective from small and large organizations on building an inclusive environment including sitting on the local board of her chamber of commerce.  Join us as we talk about how companies can create programs to bring inclusion to their organization.
    
 Breakdown of today’s podcast:

• Companies lack the best practices on truly having inclusive environments
• Empowering the Front-Line Employees
• Employee resource groups
• Giving people the ability to come together with like-minded or dissimilar people to talk about topics
• Establishing communication channels for employees to discuss issues
• What it means to be your most authentic self
• Everything can fall apart if you don't equip people with the tools and education
• What is an employee resource group?
• How do we encourage people to go to groups dissimilar to them?
•  Try to join 3 groups - one that you identify with, one that you are an ally, one you are curious and you want to learn
• How do you get the older generation to embrace and get involved?
• Resource groups need to lead programming that draws people to their group
• When senior leaders are involved in the groups then it draws people to those groups
• Diversity is more than race and gender
• If you don't have people from a community in your organization to lead or start a group then it often times gets forgotten
• Bringing people in from outside to help educate
• How does someone having trouble with their boss given their "cultural background" handle bringing up the issue
• Try having a mentor to help guide you through the process, or even up in the organization in a different department to get guidance.
• Is it appropriate to hand pick people for projects in an effort to diversify a group?
• Make sure as the hiring decision is made you hiring from a diverse plate.  Have a hiring team and interview team that is diverse as to target the most qualified eliminate stereotypes
• What about tokenism of the D&I role, how do we prevent companies simply throwing someone in a D&I role just to say they have the initiatives
• How do applicants tell the difference between a truly diverse organization vs one that is pretending to be one

Guest Info
 Natasha Williams
https://www.linkedin.com/in/natashamillerwilliams/
 
GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Tim Spiker
  
 Tim Spiker is the founder of The Aperio and the Who* Not What Principle, a profound research-based truth that has powered 15 years of leadership development success. Tim’s book, The Only Leaders Worth* Following, reveals that 77% of leadership effectiveness comes from who a leader is and not what they do. Using this principle, Tim helps people become, be, and stay leaders who are actually worth following. Tim’s work includes delivering keynote talks, creating unique and customized learning experiences, and guiding long-term development journeys. Tim has worked with leadership teams in North America, Australia, and Asia. He currently lives in Atlanta, Georgia with his wife and four children. 
     
  Breakdown of today’s podcast:

• Tim introduces himself and what his experience brings to the table
• How has leadership changed with the different generations
• Core qualities of effectively leaders have stayed the same.
• Key Qualities - Inwardly Sound, Others Focused, Emotionally Mature
• Inwardly Sound - Comfortable with Who they are
• Others Focused - Attentive to others
• Emotionally Mature
• The top two qualities are Inwardly Sound and Others Focused - account for 77% of leaders’ effectiveness
• Worst qualities Insecurity and big Egos
• What about Management Development; do companies wear the blame
• Finding alternatives if your boss is an ineffective leader
• No matter what, always seek out different perspectives
• Selecting a good mentor
• Leaders can change - Tim talks about a great example
• Managers and Leaders have to be set up for success
• Who are some of the people can seek out for mentorship?
• Tim talks about his book "The Only Leaders Worth Following"

Guest Info
 Tim Spiker
[email protected].
https://theonlyleaders.com
https://www.linkedin.com/in/timspiker/
 
 
GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Gina Duncan

US Supreme Court a week ago handed down what of the most powerful decisions in favor of the LGBTQ community.  It is important to empower people to understand and embrace all people.  Gina, is a national corporate trainer and speaker specializing in LGBTQ dynamics in the workplace. She has worked with major corporations, elected officials, school boards, colleges, universities and non-profits to improve knowledge and understanding of the transgender journey and the development of competencies in supporting transgender people in the workplace, educational environments and in various organizations.

Breakdown of today’s podcast:

Special Guest: Gina Duncan

US Supreme Court a week ago handed down what of the most powerful decisions in favor of the LGBTQ community.  It is important to empower people to understand and embrace all people.  Gina, is a national corporate trainer and speaker specializing in LGBTQ dynamics in the workplace. She has worked with major corporations, elected officials, school boards, colleges, universities and non-profits to improve knowledge and understanding of the transgender journey and the development of competencies in supporting transgender people in the workplace, educational environments and in various organizations.

Breakdown of today’s podcast:

• How do some in the transgender community feel about applying for positions
• Companies are find hiring transgender but they do not get applicants
• Are companies really LGBTQ friendly, or just LGB (Not TQ)
• Major corporations do a lot, but a lot of time their reputations don't hit the street
• Our Community has been the challenge for companies to get it right
• How do companies change their way of getting people to come and feel comfortable?
• What does the company’s nondiscrimination policy and what companies should have?
• How does a company engage the community?
• Does your company’s paperwork reflect openness to Transgender people?
• Gender references and identities
• Pictures even can matter when people walk in company offices
• Tokenism happens too much
• C-Suite getting involved in LGBTQ events - not just sending a representative
• Gina mentions several companies including her previous employer Wells Fargo as leading edge in this area.
• Companies supporting people as they transition on the job
• When do you tell an employer you are transgender in the hiring process?
• Just because a company has D&I doesn't mean they are transgender friendly
• If you being Transgender is not obvious, do you say anything?
• How you decide to represent yourself
• Most of the time the issues smaller companies
• What can companies do to show support?
• Companies should have all people to events to support the community and show unity.

Guest Info

Gina Duncan
Diversity Trainer
https://www.linkedin.com/in/ginaduncandiversitytrainer/

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Logan Marsh
 
 SYNOPSIS

• How does a company get started 
• Determining the company needs
• Identifying the resources needed to build the infrastructure
• Remote vs On site
• Building Teams
• Identifying strong recruiters - what to look for
• Good recruiter profiles
• TA's focus on candidate experience
• Value and Challenges with automated resume screening programs
• Building a pipeline and employee branding
• Hiring Manager's need to be more involved with the search
• Companies posting fake roles - ongoing recruitment

 Logan Marsh
 https://www.linkedin.com/in/loganmarsh/
 [email protected]
 
 GLINTER SOCIAL MEDIA AND CONTACT INFO
 [email protected] (Email)
 https://www.michaelglinter.com/podcast-1 (Podcast)
 http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)

Special Guest: Valentina Crosson

Age has been used as a crutch for many people when it comes to not getting a job or being involved or comfortable in the workplace for many years.  However the argument can be made there are a lot of other factors that come into play beyond age. Today we will explore the dynamics of age and how even older people can have more opportunities to get hired than younger people, and do better in the work place if they are included in the day to day.  

Breakdown of today’s podcast:

• Stating age in a job interview
• Most of the time it is about other things
• Understanding technology can play a major role
• Things you can't ask in the interviews or in the workplace
• Keeping up with technology is up to the candidate
• Overqualified doesn't mean they are talking about age!
• Changing titles on your resume AND Linkedin
• Baby Boomers are actually a bigger target for hiring with companies
• Environments effect employee work ethic
• INCLUSION in the workplace
• Working for a boss that's 20 years younger than you
• Responsibility for both the employee and the company to be open mind 
• Companies discriminating employees in their companies based on age - not treated the same
• Thinking more collaborative and teams to be inclusive

Guest Info
Valentina Crosson
VCI Innovative Solutions
[email protected]

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)