talent acquisition

Special Guest - Jimmie Hancock
 
 Jimmie has been working in HR for over 27 years.  While working in HR, he has been involved in many different types of workplace environments and has lead organizations through many challenges.  His goal is to foster a positive, safe, and growth-minded work environment for all people. Today we talk about creating a positive work environment free of negativity and poor direction.

• External influences play a big part in workplace negativity
• Restrictions on asking people about their past or personal life
• Building relationships is key to understanding people
• Often HR people forget about the human factor
• How an environment shapes behaviors and understanding the employee's influences
• Department Managers have to be apart of the process. 
• Give the manager the ownership to go back to the employee and resolve the problem
• Employees leave the manager not the company
• Consulting HR is essential to understand the liabilities to the company
• What is the employee's responsibility?
• There needs to be a communication of expectations
• Eliminating internal gossip 
• Example of people wanting to know why someone is not at work? Is it Covid19? How do you address this?
• Preventing hostile work environments
• Managing negativity in male or female-centric environments when there are minority sexes involved. 
• Employees being a part of the solution, not the problem

Special Guest Info - Jimmie Hancock
 https://www.linkedin.com/in/jimmie-hancock-b3b75748/
 
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 Jodi Carroll
 
 The coronavirus has caused many people to rethink where they are in life and what they want to do.   In recent weeks many people have hired Michael Glinter to rebrand their resume, LinkedIn, and coach them through the pivoting of their career.  Today we will talk about how to find fulfillment in your work while still achieving your financial goals. Toward the end of the podcast, Jodi will join my show to talk about a big announcement.

• Dreading your workday
• Career vs. a Job
• Career - Challenged, Appreciated, Hopeful, Making a Difference
• Job - Stuck, Stagnant, Unstable, Largely Unhappy
• Flipping to the next journey, Career to Future
• Most Common Mistakes 
  • Act without a Plan 
  • Assume it boils down to passion 
  • Shift your brand 
  • Go at it alone 
• Big Announcement with Jodi Carroll

Special Guest Info:
 Jodi Carroll
 https://www.linkedin.com/in/jodi-m-carroll-4a1745114/

 Jodi M. Carroll is a recognized leader in Transformation and Change Management, supporting the IT business within the Global Payments organization. She has a unique combination of strategic thinking and a background in Sales, which strengthens her ability to focus on the end-users’ (customers) perspectives and needs within this global organization.
 
 She currently leads to Transformation and Changes Management activities to assist all team members worldwide in adopting new cloud technology investments. G Suite has replaced Microsoft, and other Office suite products at Global Payments, and making this change requires detailed planning across technology systems. Still, it also requires changing how team members respond to and interact with the new technology.
 
 Jodi’s responsibility is to have discussions with strategic leadership with leadership within new acquisitions, which informs the change management plan by role and geography and assists the deployment team in reducing business disruption during the technology change.
 
 She is a frequent speaker at large events on the topics of employee engagement, change management, communications, training, and support. She was recognized as a recipient of the CIO Award for outstanding performance during one of the largest and most successful migrations to G Suite the company has had to date.
 
Host Info:
Michael Glinter is a professional leadership, staffing, and career consultant. His vision is based on the personal perspective that any person or program can be branded. He is also one of the few elite recruiters in the industry to have exceeded $1M of personal production in a single year for seven years straight without recruiter support.

Since 1999, Michael has placed over 3,700 employees all over the globe and has assisted thousands of candidates through rebranding of their resumes, retooling their LinkedIn, social media platform support, and career coaching.  Today he focuses on helping people find direction in their career and rebranding their resume and LinkedIn to achieve their passions.

 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 - Angelique Hamilton
  
 With over 18 years of HR and Diversity/Inclusion background, Angie brings a vibrant and ever-growing perspective on how we can change the way we think.  She is an innovative People Management and Operations Change Agent that makes HR happen! An agile and highly successful coach in a broad sector of industries, including non-profit, healthcare, and logistics. Always putting people first to deliver service excellence '"Committed to making a difference in the world one company at a time." 

• How do you identify gaps in your program for all employees
• Is your program meeting the goals of your organization
• Reassessment and Metrics process
• The goal of the organization is to look at the entire organization holistically
• Programs and initiatives that help promote diverse organizations
• Leadership buy-in is critical to driving a strategy
• Starting groups within your organization
• How do you incentivize people to get involved
• Many companies will put participation in groups in an organization within performance appraisals
• It shouldn't be nice to have in the workplace - it should be a requirement 
• Tracking managers and who they promote - data tells a story
• Leaders should be reaching outward to all employees and embrace diversity when growing their people
• Managers sometimes lack training on how to develop people.
• Token D&I roles with no upper management support
• How do you balance where everyone can attain the next level but not reverse discriminate
• HR's involvement and what tools they can provide
• Outside Programs for Managers to develop their staff

Special Guest Info - Angelique Hamilton
https://www.linkedin.com/in/angiehamiltonmba/
Her Website  www.hrchiquegroup.com 
Supporting small businesses with diversity and inclusion needs as well helping displaced workers with career search services.

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)

IBonus episode of The Talent Intelligence Podcast. My name is Robert Gillespie and in today’s episode I’m talking candidate engagement with Danny Biello, our Delivery Operations Leader here at Solutions Driven. 

A key skill for any recruiter or hiring manager to master is how they engage a candidate throughout the hiring process…and Danny is a master at this! 

There’s so many factors that go into a company’s final decision on whether they’ve found the dream candidate or not. But not every company has a documented process in place to identify if the candidate sees your company as the perfect match as well. And that lack of process can cost you a lot of wasted time, money and effort during the hiring process if you get it wrong! 

So in this episode Danny shares our approach to finding that perfect candidate/client match so you can steal or model some of the best bits. It’s an approach we call the 6F’s. And we credit this approach for why we’ve been able to achieve a “97% Right Hire, First Time” success rate over the last 3 years. So what are the 6F’s? Listen on to find out. 

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

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

 Special Guest - Joel Howell
 https://www.linkedin.com/in/joel-howell-phr-5a55414/
 
GLINTER SOCIAL MEDIA AND CONTACT INFO
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)

Season 2 is Coming... in the meantime - enjoy some of the Hottest Episodes of Season 1!
 
 It is a forbidden topic that few people want to talk about.  People lie.  Candidates, Companies, and Recruiters.  A lot of times, it is not with malice intent.  But it happens.  This episode tells you the unfiltered unwritten topic of lies in the industry.

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

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

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

Guest Info
 Tim Spiker
Hello@TheAperio.com.
https://theonlyleaders.com
https://www.linkedin.com/in/timspiker/
 
 
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: Gina Duncan

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

Breakdown of today’s podcast:

Special Guest: Gina Duncan

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

Breakdown of today’s podcast:

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

Guest Info

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

GLINTER SOCIAL MEDIA AND CONTACT INFO
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: Logan Marsh
 
 SYNOPSIS

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

 Logan Marsh
 https://www.linkedin.com/in/loganmarsh/
 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: Jade Alexander-Esteves

Jade 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 Journey
• Exposure to diversity challenges closer to the top
• Jade's push to instill Diversity in the workplace and the struggles
• How people's view on "looks" impact limitations on inclusion
• Society exposure - growing up in a white conservative environment
• Helping educating people 
• Religion in the workplace 
• Accepting a position and accepting the employee policies and standards outweigh any social protections
• Inclusion 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 values
• Millennials are more focused on Social Responsibility
• Barriers to enter the executive board 
• Making biases based on what we see
• Asking people about kids, family, chilldren is NOT illegal if it is not a violation of protected classes
• Visual Looks and Attractiveness comes up as a very common issue in the workplace and how they identify - ADA violations
• Hidden Identities and stopping biases/discrimination - it's not just the way you look
• Double edge sword hidden and not hidden stereotypes
• Disclosure isn't permission to disclose to others 
• Would disclosing to your boss or HR help you

Jade Alexander-Esteves
https://www.linkedin.com/in/jadeae3/

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 - Orlando Haynes
  
 Orlando is passionate about taking individuals from the job seeker to the sought after and has helped guide, coach, and develop over a thousand job seekers towards interview success. He provides real insight and information from the eyes of an active recruiter using several platforms. Orlando is a published author and speaker for all things career development. He continues to charge ahead one speech, one podcast, one post and one book at a time to educate and equip job seekers towards achieving their career goals. Today we talk about how to manage through this crisis, what to do if you are unemployed, how to approach finding work, and things you can to do make money.
  
  Today's Podcast Perspective

• Now what?  Major layoffs in various industries 
• How does this time differ from 2008
• Temporary vs Permanent Layoffs
• Skills Learning using Free Platforms
• Ask your employer if you could do work from home or other opportunities
• Try to stay current
• Focus on your mindset and being level headed
• Be proactive - do not wait for someone to solve your problem
• Even if we open everything back up - Are you going straight to a restaurant?
• Issue is the day to day changes - situations now are fluid
• Use your time to educate, expand your mindset, learn
• There are companies - try to change your career, new skills, shift your path
• Some people are looking at "side hustle"
• Relook at how you are representing yourself online - Scrub your social media
• Avoid pushing religion when communicating to hiring authorities
• What do you do if you do not have a resume?
• Free services vs Paid services 
• Invest in you and your brand! Even if you are hourly 
• Investment in yourself will allow you to get a better return
• COLLEGE STUDENTS - Graduating in May
• Be an entrepreneur - think outside the box and get to work!
• Look for remote positions 
• Do NOT take your foot off the pedal
• Creative ways to use social media
•  Underemployed or long term unemployed
• Baby boomers may also have to step back into the employment market
• Companies have to also communicate clearly to job seekers
• Organic growth of people that don't have skills
• Skills vs Experience - train them up
• Small Businesses - How can they think outside the box
• Develop other income streams and keep employees
• Think about what is in demand today - what is going to sell
• STOP SHUTTERING BUSINESSES  - BE CREATIVE!

 Orlando Haynes
 Author / Speak / Career Growth Coach / Talent Leader
 info@orlandohaynes.com
 http://orlandohaynes.com/
https://www.linkedin.com/in/orlandohaynes
 
Services Orlando Offers

• Interview Coaching
• Job Search Coaching
• Linkedin Optimization
• Career Mindset Development
• Preparing for Promotions
• Resume Writing

  
 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: Ryan Vaught

Ryan 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 wise
• Why Real Estate and National Guard?
• Diversified his options in college to find his path
• Veterans stigma, stereotypes, and unconscious bias
• Operating in two different worlds (Army vs Civilian) at the same time and how this created a better person
• Human beings are human beings 
• Military veterans in the real estate world
• Military experience actually enhances leadership 
• 20 year military vs 8 year military vets
• Understanding the 20 year vets real experience and training
• How are companies changing and his view on hiring
• View 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 Guard
• Stop putting people in buckets
• You have twice as many ears as you do a mouth 

Guest Info
Ryan Vaught
Commercial Real Estate - Managing Director
ryan.vaught@colliers.com
https://www.linkedin.com/in/vaughtra/

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)

PLEASE READ: Food Warning at the Bottom

Michael Glinter brings 25 years experience both in Food/Beverage Manufacturing Staffing along with hands on Food Service experience.  He would like to use his industry knowledge and experience in the industry today to solve a big problem.  What can Restaurants and Food Service people do to make money and keep their employees working. Please make sure to consult legal counsel or a lawyer on any laws around making changes in your business model.

I will also be looking for people to interview for my show in the coming weeks talking about staffing, hiring, employees, companies strategies, and how to we can work together to keep employment secure and stable.  Email me below to get involved.

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)


Warning: CONSUMER ADVISORY CONSUMING RAW OR UNDERCOOKED MEATS, POULTRY, SEAFOOD, SHELLFISH, OR EGGS MAY INCREASE RISK OF FOODBORNE ILLNESS ESPECIALLY IF YOU HAVE CERTAIN MEDICAL CONDITIONS Thoroughly cooking foods of animal origin such as beef, eggs, fish, lamb, milk, poultry or shellfish reduces the risk of foodborne illness Individuals with certain health conditions may be at higher risk if these foods are consumed raw or undercooked

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 Overview

• How GetChoGrindUp came about, intro to Justin Nguyen
• Future of Expos vs Job Fairs
• Failures of colleges - what they are doing wrong and not doing enough
• Miscommunication between Students, Companies, and Colleges expectations and purpose
• Career Services funding shortage leads to lack of training and expertise in the field - not connecting with college students
• Point systems do not necessarily work
• Colleges do a poor job with educating students on what to do with their lives
• Degrees - What are they worth and what degrees go to what jobs
• Suggestions on how colleges can change their approach
• Internships and Jobs during school can also educate students on a path - 4 Internships in 4 Semesters
• What else can students utilize to prepare for getting out of college.
• Linkedin  - how can students utilize this more and differently

Justin Nguyen
https://www.linkedin.com/in/justindzuynguyen/
GetChoGrindUp Movement
https://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: Jeffrey Luft, Supply Chain Expert and Consultant
 
 Please note: I am not a medical professional and am not speaking for the CDC or any medical associations.  I bring to the table 20 years of staffing and recruiting industry experience specifically focused in global supply chain and manufacturing.  I also have worked through the SARS outbreak.  I have also talked to several economics professors, economists, and reviewed major articles with Bloomberg, Fortune, Harvard Business Review, and Forbes. This is an informational podcast to help people understand the impact.
  
  Breakdown of today’s podcast:

• There is NO shortage - they are just out of stock. Stop panic buying.
• Stop buying water, toilet paper, paper towels! Why toilet paper? If you get Coronavirus you will not gastrointestinal problems but more respiratory problems
• What you can do to prepare - realistically
• Preparation for school closings, closing of retailers (Apple), and working virtually
• Financial impacts go beyond airlines, cruise ships, theaters.  There is a trickle down effect to all the restaurants at the airports, food suppliers that supply food, taxis/ride sharing 
• Many people live day to day, paycheck to paycheck 
• Companies are starting to step up to help mitigate their people, but is the mitigation far enough reach to all levels impacted
• Business Owners and Suppliers need to be flexible
• Utilities need to allow people time to get caught up expanded time to pay bills
• House Bill injecting capital to individuals (pending Senate approval)
• How can you help other people - People helping People
• Breakthrough the culture issues which have arisen over the last two years to support everyone
• Growing trend of discrimination on Asian and Italian immigrants
• Internet - Telecommunications Resources and will it support the extreme increase in virtually worlds but how big of impact will it have
• Drugs - switch to 90 day supply. Mail order pharmacies are available
• Factories are revamping - ramping up production but suppliers are still only operating at 50% capacity
• Lead times are increasing - 57% worse than late 2019
• Can local pharmacies fill 90 day supplies?
• Adjust to the new normalcy, social distancing, minimizing the exposure. There is a reason people in Japan bow when greeting each other than shake hands

STOP DISCRIMINATION - We need to band together and be there for each other. This Virus doesn't discriminate based on age, race, sexual orientation, disabilities, etc.  It affects everyone.  Be conscious on how you interact with people and help those that need information to do the right thing.

 CORONAVIRUS TRACKING WEBSITE
 https://www.arcgis.com/apps/opsdashboard/index.html#/bda7594740fd40299423467b48e9ecf6

FDA list of current shortages - https://www.accessdata.fda.gov/scripts/drugshortages/
 
GUEST INFORMATION
Jeffrey Luft
jeffrey@fedoraconsulting.com
https://www.linkedin.com/in/jeffreyluft/
 
GLINTER SOCIAL MEDIAL 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 Staffing

Special 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 shortages
• What to do if you have a daily need for certain medicines
• Understand 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 industries
• Biggest causes of declines in manufacturing, industry performance and lack of supply
• FDA approved cleaning products - https://www.epa.gov/sites/production/files/2020-03/documents/sars-cov-2-list_03-03-2020.pdf
• Travel industry - largest industry and largest impacted
• Panic Buying - why it is not necessary
• Special Guest - Kory Johnson
• Financial markets and why they react the way to do
• How to react or respond to the market
• Shifting of your financial strategy
• Short and Long term gains / Tax implications
• Do you need the money now?
• Long term outlook during epidemics

 SPECIAL GUEST
 Kory Johnson
Financial and Investment Professional
 https://www.linkedin.com/in/kjohnsonfinancial/
 
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
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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:

EMPLOYERS

• Get guidance from HR and Legal on ways to handle processes related to coronavirus and how it could cause discrimination in the workplace
• Sick Employees - Lifting PTO policies
• Work from Home - IT Stress Tests
• Strategies related to absenteeism and shift responsibilities
• Free up capital and liquidity
• Strain on resources including public utilities
• Understand how shortages in the supply chain will negatively impact processes
• Be aware of discrimination caused by the virus 
• Setup a hotline for employees

EMPLOYLEES

• Hygiene is Critical
• FDA approved cleaning products - https://www.epa.gov/sites/production/files/2020-03/documents/sars-cov-2-list_03-03-2020.pdf
• Be aware of what you touch or come in contact with 
• School closings, strain on child care, and transmitting virus to loved ones
• Work from home is not a free pass to be lazy.  Your lack of performance negatively impacts other people
• Industries where work from home isn't possible, please be aware of your physical interactions with coworkers, employees, and even customers.

STAFFING

• Focus on critical need hires first
• Establish clear lines of communications with suppliers and customers
• Have a critical plan and backup options when critical positions go unfilled
• Use of contractors can absorb some of the stress on the business
• Use Video Interviews as an alternative to face to face interviews when possible.
• Be aware of discrimination especially with people of Asian descent
• Create an understanding limited handshakes and physical interactions with people is OK and not encouraged otherwise
• Offer 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)
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Special Guest: Jeffrey Luft, Supply Chain Expert and Consultant

Please note: I am not a medical professional and am not speaking for the CDC or any medical associations.  I bring to the table 20 years of staffing and recruiting industry experience specifically focused in global supply chain and manufacturing.  I also have worked through the SARS outbreak.  I have also talked to several economics professors, economists, and reviewed major articles with Bloomberg, Fortune, Harvard Business Review, and Forbes. This is an informational podcast to help people understand the impact.
 
 Breakdown of today’s podcast:

• Supply Chain Effects, Employers Best Practices, Employee Awareness, and Effects on Recruiting and Staffing
• Coronavirus is NOT SARS - forget the comparison
• Previous effects on the supply chain with other outbreaks
• How has the China impact on the Global Supply Chain changed over the last two decades when the SARS outbreak happened
• What happens with the Supply Chain in events like this?
• Cost of Goods Sold goes up, Prices go up to consumers
• Supply goes down, Demand goes up because lack of availability it will cause inflation of prices. 
• How long is the supply chain effect after the virus is gone.
• Employers - being prepared and being transparent
• Be proactive in communication but less is more.  Do not play doctor and medical professionals in speaking on the virus.
• Reinforce Sick Leave Policies but create an expectation so employees will not be punished if they need to stay home. 
• Decrease of unnecessary travel
• Consult with HR and Legal before asking employees to perform medical exams or quarantining employees due to symptoms
• Be careful on what you ask of your employees as there is a fine line between legal action and illegal discrimination
• Recruitment will slow down due to quarantines, travel restrictions and work arrangements
• Virtual interviewing will become more common
• Positions may be effected based on the slow down of operations or ability to complete the interview process. 

STOP DISCRIMINATION - We need to band together and be there for each other. This Virus doesn't discriminate based on age, race, sexual orientation, disabilities, etc.  It affects everyone.  Be conscious on how you interact with people and help those that need information to do the right thing.

FDA APPROVED LIST
https://www.epa.gov/sites/production/files/2020-03/documents/sars-cov-2-list_03-03-2020.pdf

Jeffrey Luft
jeffrey@fedoraconsulting.com
https://www.linkedin.com/in/jeffreyluft/
 
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
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#MichaelAGlinter (Twitter)
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Everyone at some point in their career have dealt with difficult or bad bosses.  Often times we have them, but we fear to talk about them or confront them because of possible retaliation.  This episode talks about the characteristics of the 5 worst types of bosses and how to deal with them.

• Micromanager
• Unskilled
• Narcissist
• Busy Bee
• Angry

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

SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)

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

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www.michaelglinter.com (Website)