Get Talent!

Do candidates value PTO

It's the #1 reason people leave their jobs!

Would you take the risk?

❓ 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:

The art of what happens AFTER the deal!

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:

How to find candidates with the skills to make a startup's vision

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:

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:

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:

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:

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:

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:

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:

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:

Are you ready to fall in love?

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:

Is this the perfect position for recent grads? When college graduates enter the workforce, they feel overwhelmed and uncertain as they explore potential career options. What if they could explore hundreds of roles and companies, all while building their confidence and personal brand? Ben and Danny discuss why young employees should pursue recruiting careers with fellow GLOMO team members and recruiters, Rhiannon Brown and Jillian Guzda. Recruiters can make long-lasting relationships with professionals all over the world, have more control over their salaries, and maybe even have FUN (if you work for GLOMO

The value driving the next generation of business immigration law! As young people enter the workforce, they value one thing: PURPOSE! Emerging candidates need to feel that their careers can change the world. That's what attracts talent to business immigration law. Ben and Danny are delighted to have Justin Parsons, Partner & Shareholder at Erickson Immigration Group, guest on this week's show! Justin shares his journey to immigration and his role in hiring new talent. Learn about the coming evolution of business immigration law firms and the most valued skill in prospective immigration lawyers (hint: you can't learn it from a course!).  00:51  Introducing Justin Parsons 01:26  International Bar Association (IBA) Global Immigration Conference  02:36  Justin's background in business immigration 04:50  Similarities between global mobility and immigration 05:36  Justin's career journey to immigration law 07:13  Types of candidates drawn to immigration law 07:46  How much of a role does talent play for a shareholder?  09:15  The new relationship between leadership and talent 10:50  How has Covid impacted remote work at Erikson? 11:54  Balancing between remote and office work 14:13  What are the different roles available in immigration law? 15:59  Growth in overseas offices 17:26  What attracts candidates to Erikson? 18:51  What the next generation of talent expects 20:06  The skill set needed for an immigration firm 20:25  Emotional intelligence 21:08  Organizational skills 21:27  Empathy 21:41  Interviewing for emotional intelligence  22:40  Asking candidates about their failures 24:50  Giving candidates feedback 25:50  The importance of a good temperament  27:06  Where is the immigration industry headed? 28:22  Evolution of law firms into businesses 29:38  Advice for success in the immigration industry  30:03  Treat everyone fairly and with respect WORK WITH GLOMO TALENT:

When to consider a hire - even if you don't have an opening. Companies usually plan who and when they hire, but sometimes talent comes along that's too good to pass up! Most Placeable Candidates (MPCs) offer in-demand skills, consistency, strong communication, and high value.  In this episode, Ben and Danny discuss how to find these valuable assets as recruiters, the difference between an MPC and an A-player, and why CEOs should be open-minded to an unplanned hire! 00:43  What is an MPC? 01:49  When opportunity outside your company plans arises 03:12  What makes someone an MPC? 03:31  Marketable and in-demand skills 03:41  Career consistency  04:30  Can loyalty be problematic? 06:29  Availability and willingness to interview 08:08  Ability to communicate well 09:04  The pitfalls of some MPCs 09:44  Easily demonstrate value 10:29  How can MPCs communicate their value? 10:53  Speculative resumes 11:44  The MPC company wishlist 13:40  What type of recruiters work with MPCs? 14:00  Candidate-driven recruiter vs. client-driven recruiter 15:25  GLOMO works for their clients 16:05  Recruiters to avoid 17:39  Where GLOMO finds MPCs 18:13  Why should companies consider MPCs? 18:58  70% of jobs filled are never posted 19:50  The efficiency of a direct line of ownership 20:44  Recruiters can demonstrate their value through MPCs 21:40  CEOs should be open to new options 22:06  MPCs are strategic hires WORK WITH GLOMO TALENT:

Getting candid about the pros and cons of ‘work from anywhere.' The post-pandemic ‘work from anywhere' trend drastically improves reach to quality, available talent. However, a remote workforce comes with tradeoffs. Ben talks with Justin Parsons, Partner at Erickson Immigration Group, and Louise Neal, CEO of Easy Tiger Executive Search, about integrating remote workers into a company and going the extra step to properly instill company culture. This is the last episode of GLOMO's broadcast from the Blue Wire Studios in Las Vegas, so don't miss it! 00:34  The unique position of the mobility industry 00:46  Guest introductions: Justin & Louise 01:51  How is Erickson Immigration finding talent? 02:35  The double-edged sword of remote talent 03:01  Unexpected benefits of remote work 03:41  Recruitment trends in the UK 04:20  Differing eagerness for return to office by age group 05:17  Rewriting HR 05:45  Change in the most traditional businesses 06:21  The key to post-pandemic success 07:08  How do you manage mental health among remote workers? 08:47  Jillian's take on independent online work 10:26  Does a lack of office social life increase turnover? 11:08  Easier adaptability among younger people 11:54  Listener check-ins 12:40  Louise's final thoughts 14:03  Emphasizing the interview process and regular gatherings 14:51  Manager road trips 15:23  The expense offsets of remote employee 15:56  Justin's final thoughts on leadership work WORK WITH GLOMO TALENT:

Globalize your recruitment with an Employer of Record! Think the logistics of hiring someone in another country are too much to handle? Think again! Across our globalized world, companies are streamlining the process of hiring remote, foreign workers. They are using an Employer of Record to handle compliance, employee needs, and more. These international partnerships can open up a whole world (literally!) of recruitment options. In the third installment of GLOMO's broadcast from Blue Wire Studios in Las Vegas, Ben welcomes Brazilian guests Kamylle Mourão Cavalcante, Global Mobility Lead of Deel, and Fabiola Carvalheira, Senior Global Mobility Analyst at Falconi. 00:37 Guest Introductions: Fabiola + Kamylle 02:02 What is Deel? 02:23 Employers of Record 03:33 How much does Deel get involved? 04:18 Logistical solutions for employees 05:32 Can recruitment companies partner with Employers of Record? 06:07 Available contractor options 07:04 What is Falconi? 07:35 Company support through management  07:43 Origin of the Falconi name 08:10 Final thoughts

How global mobility leaders keep employees engaged in a post-Covid world The post-Covid professional world continues to adjust to a new normal. Potential talent still values remote work over compensation, and companies balance hybrid schedules with engagement. But what happens when employees switch jobs only to be filled with regret? Learn how to handle “boomerangs,” national compensation schedules, and more from industry experts. Ben and the GLOMO team continue their broadcast from the Blue Wire Studios in Las Vegas, this time with guests Randy Wilson, President + CEO of NEI Global Relocation, and Jack Jampel, HR Senior Manager Global Mobility of Stryker. 00:48  Is remote work here to stay? 01:54  Listeners check in 02:37  Randy's take on hybrid models 03:40  How does location impact the recruitment process? 04:28  HRO statistic: Retention HR professionals' biggest concern 05:14  Regretting a job switch 06:22  Boomerang employees07:19  Leading a remote workforce 08:04  Engagement through virtual activities 08:15  Employee engagement surveys work 10:20  Pre-Covid success 09:38  Probation periods for hybrid 11:10  Is in-office work a hindrance to attracting talent? 11:50  Remote work vs. compensation  12:28  Two different pay scales? 13:04  A national compensation schedule 14:37  Companies must remain flexible  15:20  Listeners check in 15:49  Does being a boomerang employee affect trust? 16:53  Jack's closing advice  17:34  Randy's advice for leaders WORK WITH GLOMO TALENT:

How Global Mobility Leaders Win The ‘War For Talent' In the ‘war for talent,' retention is the biggest struggle companies face in this work-from-home, post-pandemic age. How do you beat the competition to the best talent and train remote hires so that they fit into your company culture? Once you have a solid team, how do you engage them for the long haul? Ben and the GLOMO team take on these questions in this special episode of Get Talent!, broadcast from the Blue Wire Studios in Las Vegas. They are joined by top industry professionals Vicki Lander, Executive Vice President of Weichert, and Eric Tate, Vice President of Aires. #relocation #warfortalent #globalmobility 00:32  Team and guest star introductions 02:12  Statistic: Retention HR professionals' biggest concern 03:20  The training philosophy at Aires 03:51  Eric's journey from Sales Trainee 04:25  How does Weichart recruit talent? 05:04  Opportunities that attract the most talent 05:13  Variety in roles 06:07  Jillian's experience at her first conference  07:23  The leading opportunity of remote work 08:12  How do Aires and Weichart handle remote work and productivity? 08:25  Getting to know new hires in person 09:36  Dedicated appointments to check in 09:58  Expanding training staff 10:38  Focus on internal promotions 11:41  How do you onboard in a remote environment? 12:17  Intentional cultural integration 13:17  Creating strong culture post-pandemic 14:03  The onus of the leader 14:39  Performance is not the problem 16:09  Becoming the company of choice among competition 17:47  Vicki's closing thoughts

What is the #1 trait of a good CEO? Many CEOs prioritize shareholder returns (and their own bonuses), but a successful CEO's top trait is long-term thinking! It's time for business leaders to examine how they impact employee retention and hiring through their company practices and leadership culture. In this controversial episode, Ben and Danny argue the importance of ‘servant leadership:' putting others in your company before yourself. Learn how, by looking at the big picture, CEOs can participate in the talent process and keep their employees happy long past the quarter's end.  01:29  The relationship between CEOs and recruitment  02:01  Zippia stats: Over 38K CEOs in the US 02:47  CEOs serve others 04:17  Reciprocity in the CEO-employee relationship 05:05  CEOs are accountable 05:41  HR Magazine: 80% in HR are worried about retention 05:56  How does a CEO impact retention? 06:15  Underappreciation from leadership 06:58  Chief People Officer 09:08  The difference between a shareholder and a CEO 10:47  What is servant leadership? 11:56  Recognizing the most important person in the business 12:54  An emerging belief about employees 13:55  Setting an example 15:21  Making people feel heard 16:28  How do you keep talent as a CEO? 16:32  Create leadership culture  16:38  Trust hiring managers 16:44  Empower the hiring team to make fast decisions 18:15  Be receptive to feedback 18:48  Compensate at or above market   19:30  The problem with current CEO compensation 20:37  Investing in the long term 21:08  The path to personal enrichment 21:28  Time to examine your own barriers

In 2020, Amazon hired over 200,000 new employees in the span of a few months! Your high volume recruitment needs may not be as extreme, but mass hiring is still an overwhelming operation that many companies face. Ben and Danny break down the unique challenges of high volume hiring, how to make sure your candidates have a positive experience, and the different technologies that can streamline the whole process for you. Don't miss out on this insider recruitment advice!

What is an overlooked yet crucial part of the hiring process? 72% of hiring managers say they provide clear job descriptions, but only 36% of candidates agree (HR Drive)! Clarity and trust are the foundation of a company-employee relationship. Make sure you have a job description that shows off both. Get the most out of Ben and Danny's years of experience writing and correcting job descriptions for other companies. Learn how to put together a job description that attracts the best talent, sets expectations for your employees, and helps your company understand the value of every role. You'll never say, “What does John even do here?” ever again!

Job boards are BROKEN! Did you know that 2.5 million users actively look for jobs through Linkedin? Recruiting cold calls and job listings are out. These days, social media and in-person networking are the recruitment industry's best tools. Where is the talent? Ben and Danny share their own experiences with talent-sourcing channels and reveal which ones produce the highest quality candidates. We're peeling back the curtain. You'll quickly learn why recruitment is a lot harder than it looks!

Do you know what a compensation analyst actually does? (Hint: it's not HR!) Compensation Analysts are relatively unique to the global mobility industry. Finding the right qualities for this position can be tricky, so using a professional recruiter is the best way to fill this niche role. Whether you're working with the experts or hiring independently, don't miss this week's episode! Ben and Danny lay out the candidate requirements, give tips for ensuring someone has the analytical chops, and explain the importance of offering a stable opportunity to attract the best candidates.

How is the international relocation consultant role changing? International Relocation Consultants play a crucial part in any relocation business; finding a good candidate can be tough! So what should you be looking for as you hire for this role and how can a professional recruitment agency make your search much easier? This one is definitely in Ben and Danny's wheelhouse! Get their expert advice on the required qualifications, the best interview questions, and whether your international consultants should work in the office.

63% of people who quit jobs in 2021 left due to low pay! (Pew)  Employees are usually the highest cost for any company, but this is one investment you don't want to shortchange. How can companies offer competitive pay and successfully navigate counter-offers and rejections? Ben and Danny take on this hot topic from the perspective of both potential candidates and hiring companies. Learn about effective negotiation, gender dynamics in the offer process, and all the crucial factors in creating a competitive package.

Why do we expect young college graduates to know what they want to do with their entire lives the moment they join the workforce? Equally scary is the prospect of hiring a new employee that's not a good fit. Luckily, internships are here to help! Say goodbye to coffee runs, and say hello to empowering fresh perspectives. This episode walks you through the components of a successful internship program. Danny talks with Rhiannon Brown, GLOMO intern turned full-time employee, about the advantages of internships, how to tap your intern's highest potential, and the rewarding growth opportunities for both interns and hiring companies. Listen & subscribe on Apple, Spotify, or Amazon: https://glomo.com/podcast/

Half the full-time US workforce reported that their job could be done remotely (Gallup). Still, many companies want their employees to return to the office. Is it worth trading talent from anywhere in the world for an in-person presence?  Ben and Danny tackle this controversial topic. They break down the trending types of remote work schedules, analyze productivity at home vs. in-office, and answer why CEOs think it's so important to see their employees in person. We know you've got opinions on this one - tell us your thoughts in the comments!

"A whopping two-thirds of millennials say they care more about culture than salary! (Glassdoor). That's no doubt - culture impacts your company's ROI. So what exactly does a good company culture look like these days, and how can you create a workplace that attracts candidates? Hint: the answer isn't beer and ping pong tables! Ben and Danny break down the importance of culture, how to create it within your workplace, and how to hire diverse employees that connect with company values. 

On this episode we discuss one of the most controversial topics for recruiters: job hoppers! Depending on who you talk to this phenomenon is a talent pandemic, and some just say it's a sign of the times. Ben Cross and Danny Herskowitz from GLOMO weigh in on the issues and what's the right amount of tenure.

This week on the Get Talent! Podcast we are talking Hiring Process Red Flags

The newest episode of the Get Talent! Podcast is all about hiring fast! @Daniel Herskowitz and @Ben Cross provide you some stats you need to know and 7 Ways To Hire Fast. Has hiring cooled off? No!

Welcome to the second episode of the Get Talent! Podcast. On this show we discuss how to identify, attract and hire top tier talent, often referred to as A-Players. We share stories and tips we've learned from our experience working as an external recruiter in the areas of relocation, tax and immigration recruitment, but these can be applied to any hiring scenario.

On our first episode of the Get Talent! podcast we are diving into what a recruiter is (and isn't) and what they do. We will give you an inside look at the best way to partner with an external recruiter and what not to do.