Discoverthe Offer with Michael Glinter
the Offer with Michael Glinter
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the Offer with Michael Glinter

Author: Michael Glinter

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the Offer: No Sugar Added approach to the talent triangle with an unfiltered view of employers, candidates, and recruiters. the Offer brings together all three sides of the triangle for an indepth look at how companies hire, recruiters recruit, and how to effectively search for a career change. Hosted by 20+ year veteran of the staffing industry - Michael Glinter. Please make sure you Subscribe, Review, and provide Feedback! Coming soon topics like "How can I make more money in a role, Dealing with a problematic boss, Finding enjoyment in a job, and much more! Show ideas are always welcome.
109 Episodes
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Special Guest - Tanika MccullochTanika has been in the HR field for two decades and has had the opportunity to work with several Fortune 100 companies.  She has an amazing perspective and approach to HR that would drive any company to rethink their way on how they handle diversity and inclusion.  She is a diversity and inclusion expert.Today's Podcast PerspectiveWhat companies are NOT doing right about InclusionDiversity is more than how you lookCompanies and how some think they aren't readyWhat about when companies say - the non diverse people are the ones qualifiedEnvrionmental and early age social impact effects people long termStereotypes even HR people haveDo trainings on diversity and inclusion workHolding people accountable to Diversity/Inclusion Splitting performance reviews split 50/50 - 50% How well your operations perform and 50% your people and driving inclusionCreating an inclusive environment and how it effects your poductivity and profitabilityPeople stop and judge at someone's look and have a bias, but Diversity goes beyond looksIf you are wondering the ethnicity of the girl in the picture on my post on 3/20 @ 2:30pm  - she is HispanicTanika Mccullochtlindseymcculloch@gmail.com HR Leader with experence with several Fortune 100 Companieshttps://www.linkedin.com/in/tanikamcculloch/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 - Joel HowellJoel Howell, MBA, "Living Life Full on Purpose", brings 20+ years of industry experience along with 15 years 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 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 PodcastDifference 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 organizationGetting executives engagedStarting an inclusion or diversity programFocus groups and people being comfortable to speakGovernment views on diversity and inclusion and how it effects our abilities to drive these programsWhat has PWC done right?Are these Initiatives keeping stereotypes and discrimination alive?Mentors in the workplace helping drive inclusionJust because someone looks a certain way doesn't mean they identify a certain wayAre the EEO Questionnaire's people fill out - outdated?Generational gaps holding us back.Special Guest - Joel Howellhttps://www.linkedin.com/in/joel-howell-phr-5a55414/GLINTER SOCIAL MEDIA AND CONTACT INFOmichael@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)
Season 2 is Here!!   After 21 years of working in the staffing industry, I decided to start this podcast to help people be more successful in finding jobs and companies/recruiters finding people.  It has grown just a bit outside the box to include working environments and dealing with the ever-changing dynamics in the workplace, along with Diversity and Inclusion. I was initially going to start the season with Bad Bosses 2. However, I decided to do this episode since it’s a little more light-hearted and funny. Today – We will enjoy the top 10 funniest candidate moments I have experienced over the last 21 years! Special Note: I am actively recruiting for Season 2 Podcast Guests.  If you want to be apart of our journey, want free advertising for your business or company, or like to banter with a guy like me on my show – please reach out to me at glinter@podcasttheoffer.com  GLINTER SOCIAL MEDIA AND CONTACT INFO glinter@podcasttheoffer.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: Valentina CrossonAge 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 interviewMost of the time it is about other thingsUnderstanding technology can play a major roleThings you can't ask in the interviews or in the workplaceKeeping up with technology is up to the candidateOverqualified doesn't mean they are talking about age!Changing titles on your resume AND LinkedinBaby Boomers are actually a bigger target for hiring with companiesEnvironments effect employee work ethicINCLUSION in the workplaceWorking for a boss that's 20 years younger than youResponsibility for both the employee and the company to be open mind Companies discriminating employees in their companies based on age - not treated the sameThinking more collaborative and teams to be inclusiveGuest InfoValentina CrossonVCI Innovative Solutionsvcrosson@verizon.netGLINTER 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: Jade Alexander-EstevesJade has been a Champion for Change in the workplace.  She has been teaching people and creating envrionments which address cultural inclusion from all identities for many years.  She talks about a perspective of both visual and non visual discrimation and biases which we use every day and how we can create a better inclusion focused environment.Jade's JourneyExposure to diversity challenges closer to the topJade's push to instill Diversity in the workplace and the strugglesHow people's view on "looks" impact limitations on inclusionSociety exposure - growing up in a white conservative environmentHelping educating people Religion in the workplace Accepting a position and accepting the employee policies and standards outweigh any social protectionsInclusion in the workplace and why keep it alive or not? Supporting stigmas?What about days or months specified to celebrate stereotypes?Generational?  No - Baby Boomers are teaching their grandkids their valuesMillennials are more focused on Social ResponsibilityBarriers to enter the executive board Making biases based on what we seeAsking people about kids, family, chilldren is NOT illegal if it is not a violation of protected classesVisual Looks and Attractiveness comes up as a very common issue in the workplace and how they identify - ADA violationsHidden Identities and stopping biases/discrimination - it's not just the way you lookDouble edge sword hidden and not hidden stereotypesDisclosure isn't permission to disclose to others Would disclosing to your boss or HR help youJade Alexander-Esteveshttps://www.linkedin.com/in/jadeae3/GLINTER 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 Shauna Horn-Saucier  We often talk about disabilities as being a physical disability which someone can see.  Unfortunately we really do not address hidden disabilities with regards to mental illness or mental health.  Shauna is going to bring us an amazing look at both someone that has a hidden disability but also having children with developmental disabilities.  Breakdown of today’s podcast:Shauna talks about her disabilities along with her kids disabilitiesAssimilation of PTSD to Veterans How undiagnosed PTSD can impact a person in the workplace and lifePeople do not understand PTSD and how to connect with people with PTSDDisclosure in the workplace and when to say somethingWhen is it a good time to discloseAccommodating Mental DisabilitiesHow should employers respond and what is acceptable as far as outreach and inquiries to the employeeIs it OK for your boss to ask if you are ok?Retaliation with disclosing mental health disordersHow does a person with a mental disability handle having children with disabilitiesResources available to companiesAdvice from Shauna to CompaniesAdvice from Shauna to People with Disabilities Guest Info Shauna Horn-Saucierhttps://www.linkedin.com/in/shauna-horn-bs-mpa/  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: Ryan VaughtRyan is a National Guard Reservist Veteran, Millennial, who moved around 9 times throughout his childhood. He brings some very interesting perspectives to how military service is applied, the stigma many people have with military follks and his views on inclusion in the workplace. Ryan will give you a perspective on military veterans which actually Breakdown of today’s podcast:Ryan tells us about his path militarily, education, and work wiseWhy Real Estate and National Guard?Diversified his options in college to find his pathVeterans stigma, stereotypes, and unconscious biasOperating in two different worlds (Army vs Civilian) at the same time and how this created a better personHuman beings are human beings Military veterans in the real estate worldMilitary experience actually enhances leadership 20 year military vs 8 year military vetsUnderstanding the 20 year vets real experience and trainingHow are companies changing and his view on hiringView on the stereotype Focus on hiring should be about what is going to make the company money - period.Unconscious Bias exists but it is how you address it.Old vs Young; New Guard vs Old GuardStop putting people in bucketsYou have twice as many ears as you do a mouth Guest InfoRyan VaughtCommercial Real Estate - Managing Directorryan.vaught@colliers.comhttps://www.linkedin.com/in/vaughtra/GLINTER 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 - Andrea AhlsenEvery day we read articles about the fight to get women equal pay for what they do in the workplace.  However, no one really understands the expansive problem it has and how broad of an issue it became. We also do not really understand how hard it will be to change this mindset.  Andrea will help us bridge the gap and find ways to drive change in thiMost important issue in the workplace - women vs men disparitiesAndrea's view on major disparities and micro-inequitiesRole of women in the workplace and being a homemaker Hardest business to manage - the HOUSEHOLDStatistics around uncontrolled differences in men vs womenPay for men vs women based on educationMen dominated industries vs Women dominstaed industriesWomen choose the industries or roles they pursue - does this limit their pay?Politics playing a role on the workplace and the treatment of genders and movementsStatistics women have to file bankruptcy more than men - why?Identify the challenges and inequities and put programs in place Attraction/Appearance and discrimination Andrea Ahlsenhttps://www.linkedin.com/in/learningdisruptoramahlsen@icloud.comGLINTER 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)
From a Staffing/Talent Aquisition 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 really 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 jobsUnderstanding the market today - recapWorst thing a candidate can doReasons why people don't get call backs and don't get selectedWays to change things - taking control and getting results.SOCIAL MEDIAL AND CONTACT INFOmichael@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 Wes Shorter - Leader in the Manufacturing Industry   Throughout our life we are consistently influenced by the environments we are surrounded by. From an early age through adulthood, bias is imbedded into our everyday lives and unconsciously effect every decision we make in life. While unconscious bias can be hard to identify, they often times can influence decision creating a fine line between bias and discrimination.What is unconscious bias and what is the most common bias.Welcome Wes Shorter - Special GuestIntroduction to Unconscious Bias vs DiscriminationRacism is a political concept - discussion about Melanin which causes changes of color of skin making color an invented argument that makes racismMisuse of labels to create a group to rally against anotherHow do we address racial bias in the workplace?Training and educating employees Special Guest InformationWesley Shorter 513-907-5746 wes.shorter@fuse.net    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: Logan Marsh  SYNOPSISHow does a company get started Determining the company needsIdentifying the resources needed to build the infrastructureRemote vs On siteBuilding TeamsIdentifying strong recruiters - what to look forGood recruiter profilesTA's focus on candidate experienceValue and Challenges with automated resume screening programsBuilding a pipeline and employee brandingHiring Manager's need to be more involved with the searchCompanies posting fake roles - ongoing recruitment Logan Marsh https://www.linkedin.com/in/loganmarsh/ marshlm10@gmail.com  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: Jordan R - Extensive background in HR Negotiating Salary can be one of the hardest and most challenging things for both parties. Everyone wants to be paid fairly, however companies don't have unlimited pocket books. So today we explore the why's and why not's of the salary negotiation.Breakdown of today’s podcast:States where you can't ask about compensationWhy candidates don't want to disclose compensationCandidates expectations can change after interviewingAdvantages telling 3rd party recruiters your compensationStarting to Negotiation - Go High may push the company away Candidates do not like the back and forth eitherJordan R brings insight to SalaryPaycheck Stubs or proof of salary/employmentLaws protecting candidates Companies limitations to pay Equal pay vs marketplace/market analysisTitle does NOT always dictate the value of a positionCompensation evaluation within the industryUnderstanding pay based on the scope of responsibilities.Guest InfoJordan Rjlr94@cornell.eduGLINTER SOCIAL MEDIA AND CONTACT INFOmichael@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: Kader AlcodrayIn our previous Bad Bosses episode we talked about some of the characteristics of a bad boss, how to work with them, and how to ultimately handle or deal with the environment created by a Bad Boss.   Kader brings an extensive background in leadership and is going to take the opportunity to talk to us about the makings of a Good Boss and what things we can do as a whole to grow strong leaders!Breakdown of today’s podcast:Intro to Kader AlcodrayDrivers for employees and how you connect with your peopleUnderstanding your people - connecting on a personal levelDeveloping a corporate cultureCompanies have to be willing to accept changeDifference between a Leader and ManagerEmployees want to learn more but sometimes they are afraid to speak upBe willing to give more responsibilities to make employees feel more involvedIs micromanaging ever a good thing?Recognize the employees on what they do give them creditQualities in leaders and managersWorking remote presents challenges but it is part of the ongoing trendsCompanies teaching their people how to manageGuest InfoKader Alcodray alcodray@gmail.comkader@cadregroupllc.comhttps://www.linkedin.com/in/kader-a-a532203/GLINTER 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 - Jamie EmeryWe spend a lot of time looking at how candidates preform in the interview process, but what about the company?  The overall experience that a candidate has in the process of looking for a job and engaging a company can cause candidates to not pursue a role.  Today we will take a look from the candidate perspective on why companies need to do better when engaging Jamie's perception on the candidate experienceWhy can you interview for 100s of jobs and not get the right roleThree or Four rounds of interviews and hit rejectionProcess takes too longRecruiter Experience and why they don't give feedbackHow do recruiters view candidates Candidates need for prep materialsWho is looking at resumes and evaluating background? Or is it automated?Two critical pieces of advice on resumesSpecial Guest - Jamie EmeryIndustrial Engineering/ Business ManagementAshford University/Forbes School Of BusinessJamieEmery25@gmail.comhttps://www.linkedin.com/in/jamie-emery-b0096755/GLINTER SOCIAL MEDIA AND CONTACT INFOmichael@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: Robyn Mussler  Robyn has spent many years working on management, coaching, and innovation.  She has developed an amazing program which works with students in high school to develop skills and experience to take product concepts to commercialization. Today's podcast will focus on how companies and students can engage each other early in life and gain the education and skills to find their path and gain incredible skills for their future.  This episode we are also joined by Matthew Werneken, the previous winner, who tells a about his experience.Robyn talks about the program she developedProduct Development through CommercializationWhat students need to do to get into the programForming teams and submitting applicationNarrowing down the teams to the top teamsStudents engaging with mentors and making decisionsDifferent parts of the processWhat they will learn and educated on, including skillsPurpose of the program Grant money and rewards for winnerBenefit to the companiesMatthew tells us a little about his experienceWhy did he get involved in the programFinding a team and developing an ideaBiggest take away or learning from the programGuest Info Robyn M Mussler (727) 410-7530 robyn@connectit360.org Resolution Management - CEO/Principal Consultant Connect-IT 360 President/Founder Next Generation Tech - Program author/chair Connect-IT 360 site: https://connectit360.org/ LinkedIn: https://www.linkedin.com/in/robynmussler/Matthew WernekenPrevious Winner of Next Generation Techhttps://www.linkedin.com/in/mwerneken/?trk=pub-pbmap 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: 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.  SYNOPSISTop 10 Resumes MistakesChris Merida - Who he is and what he doesBad Resumes - what do recruiters do?Why don't recruiters tell people why?Generic Posting - reason why candidates don't get a responseResume Mistakes! What is missingWhat recruiters and companies look forJob changes / trying to deceive the companiesAgeism - why it doesn't matter and why you may make it obviousCertifications - They should be on your resumeChris 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)
Special Guest - Justin Nguyen In a previous episode, High School and Colleges FAIL Students - EXPOSED, we spoke about the failure of schools to help prepare students with entry into the workforce.  However, students are also responsible for building the foundations to be prepared for life after college.  We have partnered with Justin Nguyen, who has started a movement called GetChoGrindUp providing ways to prepare and engage students on life Podcast OverviewHow GetChoGrindUp came about, intro to Justin NguyenFuture of Expos vs Job FairsFailures of colleges - what they are doing wrong and not doing enoughMiscommunication between Students, Companies, and Colleges expectations and purposeCareer Services funding shortage leads to lack of training and expertise in the field - not connecting with college studentsPoint systems do not necessarily workColleges do a poor job with educating students on what to do with their livesDegrees - What are they worth and what degrees go to what jobsSuggestions on how colleges can change their approachInternships and Jobs during school can also educate students on a path - 4 Internships in 4 SemestersWhat else can students utilize to prepare for getting out of college.Linkedin  - how can students utilize this more and differentlyJustin Nguyen https://www.linkedin.com/in/justindzuynguyen/GetChoGrindUp Movementhttps://www.getchogrindup.com/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 - Sharon RodriguezWhat is Gaslighting?  We explore a tactic often times used by everyone at some point in their career to manipulate people to get what they want. While often times it's not considered bullying, and most people don't even know they are doing it, it is a true danger to the workplace.What is GaslightingDifference between Gaslighting and NarcissismEffects of the experience and how it effects peopleExamples of Gaslighting How people can manipulate you to get a promotion instead of youDocument the pattern of behaviorNarcissist in the workplace and how are they connected to GaslightingNarcissism vs ConfidenceHow do you deal with GaslightingSpecial Guest - Sharon Rodriguez https://www.linkedin.com/in/sharonmrodriguez/sharon@rightsolutionsinc.netSharon is an amazing HR leader with an extensive background in helping companies with HR initiatives and doing the right things for their employeesGLINTER 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)
Two Part Episodes Today. Part 1 focuses on Drug Shortages, Supply Chain and Financial Markets; Part 2 focuses on Employers, Employees, and Staffing  Coronavirus is impacting the globe in many facets.  In this episode we will look at three major areas: How Employers need to prepare, what employees/candidates/households should consider when they do their day to day, and how staffing may be impacted and ways to prevent delays.    Breakdown of Episode:EMPLOYERSGet guidance from HR and Legal on ways to handle processes related to coronavirus and how it could cause discrimination in the workplaceSick Employees - Lifting PTO policiesWork from Home - IT Stress TestsStrategies related to absenteeism and shift responsibilitiesFree up capital and liquidityStrain on resources including public utilitiesUnderstand how shortages in the supply chain will negatively impact processesBe aware of discrimination caused by the virus Setup a hotline for employeesEMPLOYLEESHygiene is CriticalFDA approved cleaning products - https://www.epa.gov/sites/production/files/2020-03/documents/sars-cov-2-list_03-03-2020.pdfBe aware of what you touch or come in contact with School closings, strain on child care, and transmitting virus to loved onesWork from home is not a free pass to be lazy.  Your lack of performance negatively impacts other peopleIndustries where work from home isn't possible, please be aware of your physical interactions with coworkers, employees, and even customers.STAFFINGFocus on critical need hires firstEstablish clear lines of communications with suppliers and customersHave a critical plan and backup options when critical positions go unfilledUse of contractors can absorb some of the stress on the businessUse Video Interviews as an alternative to face to face interviews when possible.Be aware of discrimination especially with people of Asian descentCreate an understanding limited handshakes and physical interactions with people is OK and not encouraged otherwiseOffer to reimburse applicants that want to drive in 5 or 6 hours for interviews rather than getting on a plane. 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)  
Two Part Episodes Today. Part 1 focuses on Drug Shortages, Supply Chain and Financial Markets; Part 2 focuses on Employers, Employees, and StaffingSpecial Guest: Kory Johnson, Financial and Investment Professional Coronavirus is impacting the globe in many facets.  In this episode we will look at three major areas: Drug Shortages, Supply Chain and Industry Impact, and Financial Markets/Accounts.    Breakdown of Episode:Reason for drug shortagesWhat to do if you have a daily need for certain medicinesUnderstand the overall shortages of the drug supply and the short term impact on price and availability FDA list of current shortages - https://www.accessdata.fda.gov/scripts/drugshortages/Overall impact on supply chain, manufacturing, and industriesBiggest causes of declines in manufacturing, industry performance and lack of supplyFDA approved cleaning products - https://www.epa.gov/sites/production/files/2020-03/documents/sars-cov-2-list_03-03-2020.pdfTravel industry - largest industry and largest impactedPanic Buying - why it is not necessarySpecial Guest - Kory JohnsonFinancial markets and why they react the way to doHow to react or respond to the marketShifting of your financial strategyShort and Long term gains / Tax implicationsDo you need the money now?Long term outlook during epidemics SPECIAL GUEST Kory JohnsonFinancial and Investment Professional https://www.linkedin.com/in/kjohnsonfinancial/  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) 
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