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Special Guest: Lester YoungI 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 societyI’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 INFORMATIONLester Youngpath2redemption515@gmail.comhttps://www.linkedin.com/in/lester-young-b1b6a0106/ https://path2redemption.org/ GLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - Hostmichael@michaelglinter.com  (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 TurnerWe 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 INFORMATIONEdward Turneredwarddturner@yahoo.com https://www.linkedin.com/in/edward-turner-b5bbb2b7/GLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - Hostmichael@michaelglinter.com  (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 INFOMichael Glinter - Host michael@michaelglinter.com  (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: Francine M. Baccarella Please Note: Listen all the way through, toward the end Francine talks about some AMAZING ideas on retaining her people!Francine brings a very unique perspective to labor shortages, hiring, and retention.  Francine has 20+ years PEO Leadership providing HR support services to small companies around the country.  Francine provides some deep insight into how she handles hiring and staffing even within her organization and some creative ways she has retained people!! GUEST INFORMATIONFrancine M. BaccarellaChief Operating Officer at Congruity HRFrancine@Congruityhr.comhttps://www.linkedin.com/in/francine-m-baccarella-05b44730/ GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - Hostmichael@michaelglinter.com  (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: Abby Quesnel (Olinick) Everyone is trying to figure out a way to fill jobs.  The reality is that we are entering one of the largest labor shortages in our country’s history.   Companies are now faced with many decisions on how to fill gaps in their organization and what they can do to keep their employees happy while meeting the demands of the business.  Many people don’t realize that there is an additional 1.5M US citizens unemployed today who are looking to get back to work in many cases. We call them the “forgotten” employees.  I have brought Abby to my show today to tell us her story.  A story that will open your eyes to many people right down the street from us can add tremendous value to the workforce.  This podcast will help you realize the value of PEOPLE.GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - Hostmichael@michaelglinter.com  (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: Jeffrey Luft, Supply Chain Expert, and Consultant  A few months ago, economists generally thought that the bottlenecks across US supply chains, shipping, and the labor market could all be explained by "temporary" factors caused by the pandemic. Still, the reality now appears to be that supply chain bottlenecks have deteriorated instead of easing. This has happened because the supply chain problem goes way beyond Covid, $600 stimulus checks, and who is in the White House.   The real problem has to do with LABOR SHORTAGES that were predicted 10 years ago and are being caused by a MASSIVE generational gap between Baby Boomers and Generation Xers.  Due to lack of labor, everything goes up from cost to production, the cost to delivery, and shortage of finished goods, creating price increases to supplement the lack of unit sales.   Jeff brings a technologically adept supply chain and logistics leadership with significant hands-on experience in strategy, development, and implementation of global supply chain solutions. He has led global manufacturing, logistics, and supply chain programs, in North America, APAC, Europe, and MEA. Jeff has extensive global experience working with diverse cultural practices, navigating complex regulations, and identifying and implementing opportunities to streamline supply chain processes to improve efficiency, increase sales, and reduce expenses.  Jeffrey Luft jeffluft@gmail.com https://www.linkedin.com/in/jeffreyluft/ GLINTER SOCIAL MEDIA AND CONTACT INFOmichael@michaelglinter.com  (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: Lauren WinansWe can't find people.  The labor market is dry.  Job vacancies go unfilled.  Those in the workforce are being thrown higher and higher wages just to get employees to work for them. Since labor costs are higher, companies are passing that cost to the consumer.  This is why everything is so expensive!   What about that car you can't get because there are none available?  It starts with manufacturing.  Lack of raw materials. Global shortage of chips. If plants don't have labor, then production goes down. When production goes down, there is less product.  Ultimately, making it HARDER to get the product and driving prices UP!   This season on the offer, we will be talking about how to solve this problem!  How can we address the issue of labor shortage? Starting with today!  We will start by talking about WHY we have a LABOR SHORTAGE dispelling many of the NOT FACTUAL reasons for the cause.  We will also dig into the fact that this is going to be a LONG TERM shortage.   Lauren Winans, CEO of Next Level Benefits, will join me today to discuss how employers respond to the new reality.    GUEST INFOLauren WinansChief Executive OfficerPrincipal ConsultantNext Level BenefitsEmail: lauren@nlbenefits.com Website: www.nlbenefits.com https://www.linkedin.com/in/laurencwinans/ Lauren Winans - BioLauren Winans is the Chief Executive Officer and Principal HR Consultant for Next Level Benefits, an HR consulting practice offering clients access to HR professionals for both short-term and long-term projects. With 20 years of human resources and employee benefits experience, Winans possesses a deep expertise of HR best practices and what resonates with employees. She founded Next Level Benefits in 2019, offering HR teams access to former corporate HR professionals on-demand when they need them most.  GLINTER SOCIAL MEDIA AND CONTACT INFOmichael@michaelglinter.com  (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)About Next Level BenefitsNext Level Benefits is a certified women-owned business providing HR consultation, freelancers, and project managers for your team. Each team member has at least 20 years of corporate HR experience from such companies as American Eagle Outfitters, Ariba, Ascena, Citigroup, GNC, Hess, IBM, Levi Strauss, Netflix, TBC Corporation, and U.S. Airways. Led by Lauren Winans, Next Level Benefits temporarily fills in the gaps on your team. Next Level Benefits can help develop sustainable HR strategies to align your company’s brand, mission, and organizational goals. They can create HR communications plans that educate and engage as well as provide HR consulting. They can fill in gaps and partner with existing teams to accelerate progress, assess current processes, develop roadmaps, and draft HR process manuals to train your existing staff. Next Level Benefits can lead planned or unplanned projects such as new vendor implementations, audits, and M&A activity.

Michael is back! He spent the last several months traveling the US to see what the country had to offer.  During his journey’s he learned about many struggles on finding people for work or getting people back to work.  In this episode, he shares some of his experience, talks about hiring in small-town America, and introduces us to the coming season!  Do not forget to subscribe, like, share, forward, and review!GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (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 – Tina Brinkley Potts    Tina Brinkley Potts is an award winning author,  strategist, online marketing trainer, and  high performance coach. Coaches, consultants, experts and small business owners from over 70 countries watch and apply Tina’s video trainings and strategy sessions to grow their businesses and careers to expert status. Tina’s expertise includes creating client attraction systems that integrate your desired lifestyle and personality and so they can chart their unique path to the dollar amount they desire. When she serves on boards, she facilitates two distinct areas of improvement: Automation and diversity and inclusion. She is willing to have the hard conversations to create thriving cultures and profits. For more information about Tina, visit tinabrinkleypotts.com      Today's Podcast Perspective Revisiting Episode from April 30th which touched on Racism Isn't Inclusion supposed to stop separation of minorities You can't present absolutes. Getting By-ins Talking broad - messages get lost Bringing up Slavery when talking about D&I is not fair and should never be used There are no absolutes - It is all gray Diversity in the Boardroom - Not being a Token Working your way up to the Boardroom like everyone else People should be promoted based on how they achieve goals not what you see White Privilege - Many are born into privilege, BUT it's all races, sexes, backgrounds.  It's not just white people White Privilege can also be used to benefit YOU but that doesn't mean you allow it Roles can be reversed.  People of Color can also discriminate against white people D&I - Perception is King.  We need to be willing to talk about perceptions What are we doing wrong as it pertains to D&I programs? Stop the Absolutes! Boardrooms - Barriers for Minorities If you present a solid reason to be put on a board, they should bring you in Are the barriers - generational? Why do they keep minorities from getting into the boardroom, what's causing the barriers? Can we change what society has bred older generations to be / the way they are conditioned  -Isms are still real - the responsibilities are on each person to make the right decisions How do we help companies realize and realign on what D&I programs are meant to be   GUEST INFORMATION AND SERVICES! Tina Brinkley Potts Keynote Speaker | Online Marketing Trainer | Online Course Development | Coaching Business Development  https://www.linkedin.com/in/tinabrinkleypotts/ http://tinabrinkleypotts.com/  GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (Email) https://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 John Verrico Keynote Speaker, Humorist, Torchbearer, Communications & Leadership Consultant What is T.O.R.C.H.? John talks to us today about (Trust, Opportunity, Respect, Communication, Humanity) and how we can leverage this in building better leadership and more positive work environments.  John will talk about how the concept of T.O.R.C.H. can create a stronger, more productive business and create better avenues of retention. Who is John? John Verrico is a communication professional with more than 40 years of journalism, public relations, and speaking experience. As an under-sized youth and the victim of bullies, John found hope in classic monster movies & "B" flicks, where he learned that the little guy could win. Drawing from these lessons, John combined what he learned through professional observation, formal education, and first-hand experience about how communication, leadership, motivation, and resilience are deeply entwined. Today, John is an edutainer who helps empower villagers to keep their torches lit and face their monsters. John's humorous and interactive keynotes and workshops engage audiences as they discover helpful insights into office climate, culture, relationships & communications. John is committed to helping businesses and individuals succeed by exploring effective communication & leadership. What makes his approach different is that he doesn't use canned materials. John works with clients to tailor the key points to his audience. While John can pull from a bank of applicable stories, his natural affinity for storytelling makes every presentation unique. Guest InformationJohn Verrico, LLC - Speaker/Humorist/Torchbearerjohn@johnverrico.com www.johnverrico.com | www.linkedin.com/in/johnverrico www.johnverrico.blogspot.com | www.twitter.com/jverrico GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  michael@michaelglinter.com  (Email)https://bit.ly/michaelglinter  (Podcast)http://www.linkedin.com/in/michaelglinter  (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter   (Facebook)https://www.youtube.com/c/MichaelGlinter   (YouTu

Special Guest Alex Sanfilippo   Alex combines years of Operations Management and Branding background to bring a unique perspective on how people are viewed and what they can do to bring a new dimension to how they can be a successful part of a winning business. After speaking at conferences and launching his own podcast helping businesses and people transform their brand, he decided to start his own community - creatingabrand.com.  His goal is to help people succeed in life and business!  Join him to share your journey and grow beyond where you are today.    Breakdown of today’s podcast: Changes in the employment market Young people continue to struggle recovering from the last recession High School / College student graduation - what is next? What industries and companies are doing well?  Where are all the jobs? Candidates need to understand and look at the future of jobs and the economy Re-branding who you are so hiring managers and leaders of today decide to hire you. How does someone that worked in one industry for 20 years change who they are Homemakers or stay at home moms and how they can change perceptions Alex's emphasis on Hard Skills vs Soft Skills  Job changes are not attractive What do hiring manager's look for? Soft Skills - How people can cross over to different industries or jobs Should companies automatically disqualify candidates Explaining gaps on resumes Stop writing a resume as a job description, rather a skills description. Resume Magic – Is your resume preventing you from getting a job?  Are companies not responding because you don’t know how to articulate your experience. If you want a free initial consultation and someone to hire for resume help, contact Michael Glinter at michael@michaelglinter.com   Guest Info Alex is an operations leader in Jacksonville for an Aerospace company and an expert in creating a brand!  Alex Sanfilippo Community Advocate | Creating a Brand E: alex@creatingabrand.com https://www.linkedin.com/in/alexsanfilippo/ www.CreatingaBrand.com  GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (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: Gurjot KaurBreak the Stereotypes - She speaks Great English, She is NOT in IT, She has great self-esteem, and she Works.  She is a STRONG woman. Gurjot Kaur is a woman of color, born in India, and raised in the Bay Area.  She comes from humble beginnings, left the home in 12th grade with $45 in hopes of going to school and living the most safe and informed life. Her life was plagued with violence and ignorance which has provided her the growth personally to enhance her journey of life and educate others on social problems and awareness. Breakdown of today’s podcast: Gurjot tells us a little about her story Breaking away from Stereotypes - Assumptions made when we see someone There are different types of people in one type of group Companies are puting people into boxes based on their cultural background People in a building segment themselves to certain groups - they would not voluntarily intermingle groups Generational gaps - parents and grand parents pushing exlusion based on their experiences Look past the name - People should not change their name because it is who they are We need to force people into groups of diversities Social inclusion will make us all feel safer Why do we segment people in groups at weddings? Why not mix everyone up? What challenges there are still in the workplace - we cannot just depend on the companies Diversity is everyone - it is no longer defined by black / white and male / female Why is white males the base line to gauge diversity? Everyone should be welcome in groups - it goes beyond diversity There has not been enough done to welcome everyone in groups or roles which are stereotypically a certain culture, race, or diversity segment Show's like the Bachelor which had 24 seasons of White Male Bachelors do not help further the cause of inclusion The power of normalization, if not be used for good, it can be very harmful Guest InfoGurjot Kaurhttps://www.linkedin.com/in/gurjot-kaur-8088a0130/gurjotk112@gmail.comGLINTER SOCIAL MEDIA AND CONTACT INFOmichael@michaelglinter.com (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: Mike WittensteinEvery day I tell people that if you aren't telling a clear story, you are missing half your audience. Whether it be on a resume, selling a product, pitching an idea, or leading a department.  The real success of an organization rides on how you tell the story.  I decided to bring in the expert on storytelling.  Mike Wittenstein. Mike brings a unique perspective as a Storyminer, seeing the world through stories, which lets me help others connect on a profoundly human level.  He will help you realize how you can be your best by telling the best story.Mike Wittenstein is an expert at strategy, change, experience design, and story. IBM's former eVisionary, he advises leaders on how to make the next right move, fine-tune their business models, and make best of change. Since 2002, Mike's company, Storyminers, has served over 800 organizations, from Fortune 100-size companies to start-ups, with game-changing-yet-practical ideas. He has earned these designations: CSP, DTM, MBA, CCXP, CMC and draws from his experience on-stage and on-line. Mike's style is authentic, articulate, sometimes funny, and always inspiring. Why? Because he knows how to put himself in a listener's chair, so he can speak directly to them and address their unspoken questions. Guest InfoMike WittensteinFounder + Managing Partnermike@storyminers.comhttps://www.linkedin.com/in/mikewittenstein/ GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  michael@michaelglinter.com  (Email)https://bit.ly/michaelglinter  (Podcast)http://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: Chris Merida, Global Search Network (Staffing Company)Every day I have people contacting me on why they are not getting calls or replies to their resume.  I try to explain why and often times it is met with anger or defensiveness.  I decided to bring in another staffing professional to help solidify some of the issues with candidate's 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 Chris MeridaGlobal Search NetworkTalent Acquisition Leader Office: 813.832.8300 x 204 Chris@globalsearchnetwork.comhttps://www.linkedin.com/in/christophermerida  GLINTER SOCIAL MEDIAL AND CONTACT INFO michael@michaelglinter.com (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)

This is a story of how a person who started out bagging fries for McDonalds continued to drive himself to find his passion and become a self-made millionaire.  While success is not soley defined by money, money can motivate someone to find their passion and developing a purpose in life. Today we will explore what it takes for a person to figure out his why in life and what methods and processes he took to achieve success.  Top things that made me successful1.Set long term goals 2.Work Hard – put in the hours, the time, and the hustle – however work smarter not necessarily longer3.Time Management4.No matter what I had to do, I always wanted to find a way to do it better than anyone else5.Records were made to be broken6.Life is a step ladder not a ladder7.Learn how everyone else has done it and what didn’t work, and then find a way to do it better than everyone else8.Be the first 9.Never accept No.  10.You don’t get if you don’t ask – Take Risks11.Constantly raise the bar12.Ask for forgiveness, not for permission13.Set backs only delay your success, they don’t prevent success14.Have passion for what you do15.Don’t just define life on just money but also experiences16.Servicing – discover what you are good at and meant to do and strive to be the best at it17.Don’t follow other people, define your own path and be true to yourself. GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (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 - Caterina Gooch  Every work environment has toxic and difficult employees.  Unfortunately often times 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 MEDIAL AND CONTACT INFO michael@michaelglinter.com (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: Sonnie Rivera - 20 years in staffing and spent most of her career supporting the host within his division.  Sonnie brings unique perspectives to the client and candidate world.  You think you have the right candidate; or you find a company you are excited about, and then you lose interest.  Why?  This is a deep dive into why companies and candidates decide this is not the right fit.  The worst response you could ever give Qualities that you never want to see in a candidate Preparing for an interview - getting the information you need in person interviews - what causes the candidate to lose the job Red Flags candidates see with a company causing them to not move forward CONTACT/SOCIAL MEDIAmichael@michaelglinter.com (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)

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 biggest advocate; remember they have motivations too. How do you catch people in a lie CONTACT INFORMATION/SOCIAL MEDIAmichael@michaelglinter.com (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: Mark A. HerschbergMark is the author of The Career Toolkit, Essential Skills for Success That No One Taught You. From tracking criminals and terrorists on the dark web to creating marketplaces and new authentication systems, Mark has spent his career launching and developing new ventures at startups and Fortune 500s and in academia. He helped to start the Undergraduate Practice Opportunities Program, dubbed MIT’s “career success accelerator,” where he teaches annually. At MIT, he received a B.S. in physics, a B.S. in electrical engineering & computer science, and a M.Eng. in electrical engineering & computer science, focusing on cryptography. At Harvard Business School, Mark helped create a platform used to teach finance at prominent business schools. He also works with many non-profits, including Techie Youth and Plant A Million Corals. He was one of the top-ranked ballroom dancers in the country and now lives in New York City, where he is known for his social gatherings, including his annual Halloween party, as well as his diverse cufflink collection.Guest InformationMark A. HerschbergAuthor of The Career Toolkit, Essential Skills for Success That No One Taught Youhershey@thecareertoolkitbook.com https://www.thecareertoolkitbook.com/ GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  michael@michaelglinter.com  (Email)https://bit.ly/michaelglinter  (Podcast)http://www.linkedin.com/in/michaelglinter  (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter   (Facebook)https://www.youtube.com/c/MichaelGlinter   (YouTu

Special Guest: Julian RobertsAfter 25 years of success (and failure!) in the business world, Julian decided he was tired of reporting to people, more than winning business himself.  He loves working with people and watching them succeed.  He started an Executive Leadership Coaching business to formally learn techniques he could use to replicate for others what I was already doing.  He has a true passion for senior and emerging leaders in organizations, working alongside HR & L&D teams. The pandemic has been quite the rollercoaster ride.  Companies are being challenges with jobs being vacant for an extended period of time either because of Covid or not being able to find people.   In this podcast, we will talk about the impact on individuals having to take on the extra workload and the undue stress on employees.  How companies can create resilience and purpose in the workplace. We will also talk about how you can organically grow people to take on new roles in an organization. Guest InformationJulian Roberts Executive & Leadership CoachEmail: julian@julianrobertsconsulting.com  Website: https://www.julianrobertsconsulting.com/ LinkedIn: https://www.linkedin.com/in/julesroberts/ YouTube: https://www.youtube.com/channel/UCCLKBJ8Q5ZgM8foS9bqlkow Twitter: https://twitter.com/julesmroberts Instagram: https://www.instagram.com/julesroberts45/GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  michael@michaelglinter.com  (Email)https://bit.ly/michaelglinter  (Podcast)http://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)