Improving Your Resume and Personal Branding is Part 2 of Upgrading Your Job Search. Put your job search in high gear!  Michael shares with us ways, tips, and advice for getting the most of your next role by telling a better story through your resume and personal brand. Did you miss part one? No worries we’ve you you covered. Have a listen to Upgrading your Job Search.

 

We tackle the challenges people have had in the job searches due to the pandemic. The importance of your resume when it comes to being considered by employers. 

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Transcript from Improving Your Resume

Tim Kubiak 0:01
Hey everybody, you’re listening to bow ties and business. This is part two of upgrading your job search. And we’re talking about rebranding yourself personally by upgrading your resume, building out your social profiles in a way that gets a meaningful result as you look for a new role. Michael Glinter is amazing. If you missed Part One the link is below in the show notes, go catch up, up with it. As always, I’m your host, Tim Kubiak. If you have a sales challenge that you need to solve reach out to me. But if you’re looking for a job, this episode is for you. Michael shares tons of advice. He’s placed over 3700 people. And with that, we’ll get right back to it.

Michael Glinter 0:42
It’s because there were tons of baby boomers. I mean, we didn’t have enough jobs.

Tim Kubiak 0:47
Right? The economy had to grow into the supply of labor, right?

Michael Glinter 0:52
Yeah. Now all those being boomers are retiring. And we know that the generation out of the four generations now in the workforce, Generation X, which is right behind the gamers, is the smallest of the four. So now we know before getting someone with experience was easy. Now, we have to grow people into those jobs. Because we don’t have enough, sorry, we have to grow people in those jobs, because we don’t have enough people that have the skills. And so the hire guys, I said, this is the problem with working from home. So the problem now is with people, the junk, the people that have the generation Xers should have no problem, in my opinion, if they have a good brand, they have a good resume getting jobs, it should be easy, because companies are dying for people that have experience. It’s the it’s the struggle of growing people, and getting them to understand that there just because they’re beginning a manager’s role doesn’t mean that they can flip the switch and get a director’s job. And that’s where our problem is today. We’ve got kids that are being handed managers jobs. And they’re thinking, well, it’s that easy, I should be able to be a director in a year. And it’s not, the reason you’re getting the manager is just because we need to fill those jobs. And you’re gonna have to learn on the way but part of learning is the horizontal versus vertical, which you asked me about earlier. Yeah, you got to be able to grow both ways. And that’s why I think we’re gonna have challenges I think the youth of today, they get the initial offer is always so lucrative. But then they get they feel like that, that’s, that’s the way it’s gonna be forever, and it’s not. And and I’ll tell you, what’s gonna make the generation Z’s struggle the most, is that they’re coming behind the largest generation after baby boomers. And so they’re gonna run into some major challenges over the next couple years, especially with the pandemic, because you’ve got a pretty handsome supply of millennials now. And so they’re gonna run into the same problem that the that the Gen Xers had originally, which was, you know, they have to wait for some of these millennials to get out of the way. So they can get their get their way out. But the millennials are going to be the generation, mind you, they’re good people, you know, we rely on them to they to fill jobs that we would have never filled if we can have them. But they’re also going to pose a challenge to the preceding workforces, because they’re going to have to, you know, find a way to weasel their way in.

Tim Kubiak 3:28
They are and you know, one of the things that I think is interesting, as I watch some of this, from the side of the business world that I work in as companies certainly would never perfect, but you had people that would do 510 1520 years at a company to your point on the boomers that, you know, work their way up through, understood multiple parts of the business. Often, you know, we talked earlier about challenges, right? They may be moved from logistics, to operations to something else to product in the course of their career. So by the time they were senior, they really understood how the business worked. And one of the things I questioned just with millennials is I see them moving jobs. I don’t necessarily see them moving inside the same company building that foundation.

Michael Glinter 4:21
Well, and you know,

Tim Kubiak 4:25
yeah, I’m not sure I’m not trying to be controversial. Just,

Michael Glinter 4:27
you know, it’s a it’s a dangerous topic, because I talked to millennials all the time. It’s a that had no company loyalty, right? But so, but here’s what I’m gonna tell you. It works both ways. Absolutely. I think the problem is, is that before, companies didn’t have to earn company loyalty, people just were incessantly willing to be loyal, particularly because before they didn’t have 20,000 different ways to find a job. You remember when baby boomers, were looking for work There’s a look in the newspaper or look for an ad or go to a career fair. Now it’s much easier, right? So people can can easily, you know, find work. So now it’s on companies, they’ve got a, they’ve got to put in place programs that are going to incite people to want to stay. But don’t give that I say, don’t get banned, I say, don’t don’t make it into we’re going to give everybody everything right, you have to draw a line, like, you know, companies say, well, we’re just going to give them unlimited vacation time. And they’ll say, No, that’s the How is that going to help your efficiencies, the number one concern I have right now is that companies are going to give up too much, which is going to lower their productivity and their efficiencies because people are not going to be incentivized to work. And that’s what my biggest concern is, if you if you ask me what my greatest concern in the next 10 years, it’s companies realizing that by giving away the farm, they’re over giving stuff without getting the actual return on investment. And it’s going to cost companies money, because they’re gonna have to fill a job with that used to be for one with one person with two, because productivity is gonna go down. And I think that’s the most important thing that companies have to remember when they’re looking at policies and implementing things and things like that.

Tim Kubiak 6:29
That’s a really interesting point that I’ve not considered because when I look at efficiency, I look at it Okay, text, enabling efficiency, manufacturing is more efficient, whatever, right? But I hadn’t thought about the productivity of workers actually declining.

Michael Glinter 6:45
Yeah, I guarantee you I, over the course of the next 10 years, I guarantee you will see systematically an issue with employees being lazy. Um, and, and and I’ll tell you, it’s because especially now, the paint damage, I hate to say this, and I should be shameful for sentence may actually help the problem. Because it’s really rattled people, especially people that are younger, because the older people are. So because of the pandemic, a lot of older people put their retirement on hold, you know, because of the pandemic of what’s going on. they’ve, they’ve stayed in the in their jobs to keep. So a lot of time a lot of companies and course have, of course, history when you have something like a pandemic or a recession, companies hold on to the more experienced people, the people that work hard, and don’t as much the younger people that need more growth, more hand holding, because they don’t have the headcount. And so over the last year, I’ve placed 12 people in their 60s and two guys in their 70s. Now, 10, five years ago, you would say, How is that possible? Now it’s happening because people know that the guy in his 60s, has the mentality that he’s gonna work his crap off. Yeah, to get the job done. And the guy in their 20s is gonna want you to give him the farm. But why don’t work nine to five. And during a pandemic repossession, you can’t do that. So I actually think that this pandemic, is sad as it is, and it’s terrible, it is, um, may actually somewhat correct that issue a little bit. I even talked to people that have said that they, they are taking on more and more responsibility, because the headcount is not there. And it wasn’t like that a year ago. Well, that’s because companies will give you a choice, you either do more work, or you get cut, because we can’t afford it. And that’s changing the dynamic. So I think it’ll help. But I definitely believe that we were on the trajectory where we were, we were going to see a lot of productivity decline. And then and then complicated with the fact that again, not to sound political. We’re we were shuttering the doors of, of people from other countries. When unemployment when unemployment is at the worst, at the lowest level in a in a generation. The last thing you do is cut your labor force. Yeah. And telling people that are on h1 B’s are applying for visas. We don’t want you is the stupidest thing you can do. Because the number one thing that you want is people to fill jobs because the unemployment rate so low, and you can’t find anybody. And so you’re just making it worse. Having a low unemployment rate to zero is not a good thing.

Tim Kubiak 9:44
For anybody, no, it’s it’s not sustainable, actually, you know, taking it away from American issue, right. Germany’s a great example. The birth rates declined over the last 3540 years. They don’t have enough people to fill the jobs. We could find ourselves in that situation, correct.

Michael Glinter 10:07
And if we’re not, and if we’re not making exceptions to allowing, you know, people younger, that maybe don’t have the experience to train them, or bringing people from outside the country to come in and do work, especially work that, you know, our millennials sometimes don’t want to do, then yeah, you can’t, you can only automate so much, right? There are certain jobs out there that you just can’t automate. And at the end of the day, if you have nobody to fill those jobs, it’s going to squeeze the supply chain. And it’s gonna happen, it’s already happening. I, I did a podcast at the beginning of this pandemic, and literally one of my first podcasts, and I brought a guy who’s a supply chain expert on my show, and the first thing I said to him is, our supply chain is going to be in trouble. And we talked about how that was going to happen and why it was gonna happen. People people think, okay, 32% of restaurants have closed permanently. Well, that sucks for the restaurant business, right? No, it sucks for the paper supply business. It serves for the food manufacturing companies, it sucks for the drivers that deliver the food, it sucks for the people that make the tables that you sit on in those restaurants. You can’t think so narrowly. And and so it’s the same thing when it comes to your resume. Right? You know, you That’s why I tell people, you got to paint a big picture of all the things that you tie. If you write a resume that’s narrow, really narrow to one type of job. Yeah, you may get that one type of job. But what about the 90% of other jobs you’re missing out on because you’re writing such a narrow, targeted focus resume? That only speaks to one type of person?

Tim Kubiak 11:54
Yeah. Yeah. And to your point on fishing, right? If there’s one fish in a big pond, it’s harder to hook them.

Michael Glinter 12:02
Right. Okay. Cuz that’s why there’s 20 fishermen. Yep. You know, it’s so how are you? You everybody can be if everybody’s fishing with the same type of hole, and the same bait is now walk it. And so what happens is, right, this is what’s happening today. So this is when unemployment is low, you got 20 fishermen, that think they have the best bait out there, right. And they’re fishing for the right fish. And so what they they keep doing, throw more bait in. And they keep throwing data and they keep doing bait in. They finally catch the fish because they threw so much data, but then they realize, Oh, shit, I have no more bait. Mm hmm. is one fish going to feed your business now? It takes a village to feed your business. And so that’s what’s going to happen or what was happening and it still may be happening to our industry is that you got it, you got to at some point, say, okay, I’ve thrown enough bait out there. You can’t You can’t make it out to be whoever pays the dollar gets the gets gets the fish. Because I can tell you, there’s a company won’t say Oh, again, try to be political crap. There’s a multi billion dollar company, one of the most richest man in the world is running it. And he pays their people tremendous amounts of money. But it’s a terrible place to work. You work seven days a week, blood, sweat and tears, that the average person that’s married, if they’re there for three to five years, they get divorced. Okay, yeah, there’s a balance, right? He’s, he’s, he has no problem with retention rates, because he can easily fill his jobs because he throws all the bait in the world out there, and everybody eats it. Okay. Sometimes the guy with the most bait, they may may or may not be the right place to go. So just remember that, just because a company pays more money, doesn’t mean that mean, they’re a better company, you got to look at the big picture of things. And I think a lot of times people forget that. You know, a lot of people forget that. And that goes back to the whole work life balance thing. How do you balance better, you know, all that stuff? It’s, it’s, you got to look at the big picture. It’s the same thing, right? It’s with resumes or companies, you got to look at the big picture you got you got to look at not just one element that 10% but the whole 100% that’s what’s going to define how successful a person would be to the company, the company would be the person.

Tim Kubiak 14:35
You know, that’s, that’s an interesting thought. Because just because they’re throwing the most money, there might be a reason for that. And is a coin operated person that I am. Sometimes that’s a warning sign, right? If somebody’s willing to overpay in any sense. There’s a reason are they desperate need it? Is that how they’re getting? It Right? Is their credit bad if you’re a finance guy, by the way, all my friends in finance, right? If someone’s willing to pay above market, there is a reason.

Michael Glinter 15:09
I will tell you, I’ll give you a hint. Okay? On a p&l. One part of a p&l is your labor costs, hmm. Now, how you use that labor costs can be you work five people 40 hours a week, or you work three people 70 hours a week, at the end of the day, you’re still paying the same costs. The difference is the naive people that don’t realize that their hourly rate is lower than the company that makes you makes you work 45 hours a week. So you have to figure out what, what the value is there? Is it? Is it worth the money? Or is it worth living life?

Tim Kubiak 15:50
Yeah, yeah. And that’s a hard one. Because as we hinted at earlier, that is something I struggle with, right, I will continually work and work and work. So I’m the wrong guy to give advice there. I always tell people don’t do what I do. It’s not healthy. It’s not good. Most people don’t last. Well, I

Michael Glinter 16:09
don’t live the same way I listen, I mean, but I can tell you that I was, for me, if I work, I could have worked half as much and be average. And so so I just did it because I wanted to retire young and do just enjoy life. I just worked my brains out. But I can tell you that I could have easily worked half as much and still made decent money and worked until I was 65. And so but again, that’s because I was working smarter, okay, I just decided to work smarter and hard bank it and then hit the ripcord early. But if you want to if you have a family and you want to see your kids grow up, it’s it’s we call it a marathon not a sprint. Don’t don’t don’t take off more than you can chew and never see your kids grow up. And that’s what a lot of people do is they’ll they’ll take on more and more and more because they they want to they want to grow faster or they want to you know and I get it you have to pay your bills. But at the end of the day, you know if you if you can pay your bills is one thing, but having to overachieve constantly overdo yourself and never get the bill to live life. I mean, people have died, never living life means you want to die and never live life. I mean, and that’s, that’s something I tell people all the time. I mean, I made what made my decision changed this year, you know, is a friend of mine who was you know, 39 years old, had a heart attack. And his, his doctor said, you had a heart attack, not because you have a heart, because you have a heart problem, because you’re working for themselves to death, you have a choice, you either get a different job, change your lifestyle, or in a year, I’ll be bearing you make a choice. There’s a book, I’m going to tell you. This is not in my book. There’s a book, if anybody out there is working their life to death, and don’t balance and they’re spending all their money, or they’re or they’re buying all fancy things and, and just make as much as you can just spend it all just as fast. There’s a book out there called the monk that’s that the monk that owned a Ferrari or bumpers mounted on the I think it’s bunco Friday. It’s a book about this guy, who was a lawyer, and who had a heart attack. And he woke up in the hospital room. And there was nobody around him. Because he didn’t have family, he didn’t have friends because all he cared about was work. And then this monk walked into the room and said, you you’re not, you’re not realizing the meaning of life. You This is what you want to die with no friends, no family, nothing around you. And so the interesting thing, you have to read it, it takes it takes you through this journey that makes you realize that you can sprint to the finish line. But when you get there, you may have a heart attack. Or you can make it a marathon. Get there in an average amount of time. But then after you’re done, enjoy the fruits of your labor. And a lot of times people forget about that stuff.

Tim Kubiak 19:32
Yeah, in so much that you get caught up in the corporate culture, right? What we’re doing special important, it’s this it’s that, you know, so that’s find a different thing.

Michael Glinter 19:43
Find a different corporate culture. Just because they have a big name doesn’t mean they’re better company. Yeah,

Tim Kubiak 19:50
yeah, I was actually on a trip. Yeah, 18 months ago before this whole thing started. And there was a guy who was retired from a large financial institution. He had done very well. Very well, you know, several, you know, relationships through his adult life. Because the price was his work was everything. And he retired he came back six months later, nobody remembered who he was because they’d reorg the office, change things on floors knocked down the office, he sat in for 20 years. So it was the biggest realization he ever had, was that he was no matter how much they paid him. He was just a cog in the machine.

Michael Glinter 20:27
Absolutely. You know, I’m going to tell you, I’m that guy. Yeah, I spent 21 years being a top recruiter in my company. And a very, very dear friend of mine came to me and said, Michael, when you leave, do you after six months? Do you think anybody will really care that you’re gone? And I realized, No, they won’t. Yeah. And so I made the decision. It’s time for me to be me, and enjoy the things that I want to do and do it for myself. Because I know that once I’m gone, I don’t want to be remembered as just the guy that was a great biller, and then he disappeared, and there’s nothing else to him. I want to be I want to be known for other things, giving back to the community, being a great leader, you know, participating in events, you know, doing other things in my life other than just work. And if you if someone asks you today, how would you describe yourself out of work, and you stutter. When you’re working too much. This is a talk. Now we’re going into a totally different podcast. We are

Tim Kubiak 21:39
but I’m seeing myself at 29 years old standing in a magazine stand at LaGuardia. And I tell the story, often the young people, right, I come up in a company, it had been acquired. Right? I wasn’t the owner. So I certainly wasn’t able to cash out. And I’m standing there going new corporate ownership. You know, my work life balance got worse. I’m standing in a magazine shop. And I had no interest in the world outside of my job, right. I used to play music. I used to like sports. I used to do this. I used to do that. And I stood there and stared at it all blankly and realized there was a problem.

Michael Glinter 22:19
Yeah, I I’ll tell you, my final thing on this topic is simple. Again, when you die, okay. And someone’s putting your, your, your headstone together. And they’re putting together your funeral. And someone stands in front of the room and speaks about you. Tell me what they’ll say. And it feels the only thing that they’re going to say is that he worked a lot. You got yourself a problem. And understand that, that that time may come sooner than you want. If you keep going in that direction.

Tim Kubiak 23:00
Yeah, yeah, people, I think it’s people don’t recognize how often things happen to their friends. You know, mid career, even before the midpoint of a career that are just tragic.

Michael Glinter 23:17
It’s really sad, actually. And, and again, we get so caught up in our own stuff that we don’t even realize it, you know, and now with with Facebook and all this virtual stuff, what is the last time now I’m guilty of this? I’m sure there’s going to be friends of mine who say Michael, you don’t call me. When? When was the last time right, that you picked up the phone and called your friend versus texted them?

Tim Kubiak 23:45
Get probably on that friend’s birthday for me personally, right? Yeah. Yeah. Yeah. That’s you talk about a whole different topic, right? I did the whole digital detox, whatever you want to call it. And I still use it for my business. And I’m very open about that. But personally, I’ve stopped using it, right. I just didn’t like, there. There was no joy there. For me. There were no victory laps. It just felt like another set of obligations. So on social media.

Michael Glinter 24:16
Now, unfortunately, with the pandemic, we have to socially distance but at the end of the day, you know what, it’s okay. I mean, but it still beats, you know, never talking to a person.

Tim Kubiak 24:27
Absolutely.

Michael Glinter 24:28
I mean, that that engagement is so much more important. You know, when people hire me, I’ve had people want to hire me and never talk to me on the phone and I’ll tell them no, I’m sorry. I’ve got to be able to discuss it with you on the phone. I want to understand who you are, I want to feel you not just read about you. And and they’re like, okay, and when I get on the phone, they’re like I want to hire you like it doesn’t matter. I want to ask you some questions. Get to know you understand you. That’s that’s what it should be. You know, let’s you know, that’s how you really know Understand somebody. And it’s the same thing with, you know, casual conversations or even your books. You know, the whole thing is is you never send an email you pick up the phone. Yep. 1,000% Trump. Yep. Because the email never is read, right? They’ll email you back saying something that you’ll take wrong. And when if you picked up the phone, it would have been a five minute solution.

Tim Kubiak 25:21
Yeah. And the other thing I found is if you’re CCD on that email, and you call the person that sent it, they stopped seeing you and things you don’t need.

Michael Glinter 25:29
Right.

Right. Because it wasn’t for you to say anything. It was just for you to be aware of. Right? Exactly. Right. That’s Yeah,

Tim Kubiak 25:39
yeah, I did it years ago, it worked great. my inbox dropped by 90%. Because people learned that if they see seed me, I’d call and ask questions. They just stopped sending me things I didn’t need.

Michael Glinter 25:49
That’s interesting. I love it. Absolutely. Love it.

Tim Kubiak 25:57
What else should I have asked you that we didn’t cover here today?

Michael Glinter 26:01
Oh, my God. That’s a loaded question.

Tim Kubiak 26:04
It is, I’m letting you pick the direction,

Michael Glinter 26:06
man. You know, I don’t know. I mean, I think we covered a lot. I mean, I think I think the most I listen, I’m gonna tell you, you know, I hear this from people all the time. And this is true for me as well. And, and I can tell you, I learned a lot in life about this. It’s, it’s all about the journey, not about the destination. You know, in life, we focus so much on the end game. And not enough on how we get there. And in so many ways that impacts our life, right? It’s from work, being able to like, again, you know, guy gives you something to put together and Kindle book, you know, for me, what’s the quickest way for me logically that if I want to get it done, I just read the book and go follow the instructions, because whoever wrote it, yeah, they gave it, they made it. So we’ll get it’ll give me the end game. But maybe it’ll be fun to try to figure it out. Maybe it’ll be enjoyable to put those pieces together. Maybe I’ll learn ways to do it that they didn’t even know. You know, you’ll maybe I’ll find ways to do it faster, better, stronger, easier, you know, more logically. Do you know that I’ve, you know, I toyed with things all my life. And when I learned to do something that may actually help other people. I’ll call up a company and say, Listen, I know you wrote to do this and the instructions, but I actually did it this way. And actually, it’s better. I’ve never done that. Have you ever gone into a business and seeing the way they’re doing something and thought, God, it’s so inefficient? You know, 99% of people walk out the door, say, wow, that’s totally inefficient operation. I’m the guy that calls up the owner and says, Listen, I don’t care. You can do whatever you want. But I can tell you right now, this is a problem. And this is why you should think about changing it.

Tim Kubiak 28:09
That’s actually awesome. Most people who do that would charge for it, not be their customers looking for a better way or somebody who just thought about it. Sorry about that.

Michael Glinter 28:19
Yeah, you’re right. But at the end of the day, listen, I’m not I don’t have time to solve everybody’s problems, right. And also, remember, it helps your experience as well. Okay. So yeah, I’ll tell him how to fix it. But it also means that maybe next time when I go visit that place, it’ll be running even more efficiently. You know, right in the process will be better. But I can tell you like in customer, I’ll tell you that. I love it when candidates when I call up an applicant and tell them I’m going to be completely honest with you. I never sugarcoat I’ll tell you exactly what you need to hear. And then when you tell them what’s wrong, they hang up the phone on you or they get mad. Well, take a deep breath and think about it for a second. If I’m telling you what’s wrong, and I’m telling you how to solve your problem.

I’m not the bad guy. Because I’m just trying to help you. Yeah. If anything, you should be happy that it said something.

Tim Kubiak 29:25
Yeah, cuz you can’t fix it. If you don’t know

Michael Glinter 29:26
how many times have you seen a resume where somebody misspelled the word manager? And oh, I don’t have time to let them know. Well, I’ll tell you that. I had a guy who misspelled his title has the word manager was the first thing on his resume. It was in the summer it was the top of his resume where he said he was a manufacturing operations manager and he spelled it Mangere ma n gr. And the reason why manger is a word and so it’s the most commonly misspelled word by the way anybody wants to know the number one commonly misspelled misspelled word on a resume is manager. Just FYI, because mangers work. And I called him up and I was talking, I said, Hey, by the way, you need to fix the fact that you spell manager wrong. He goes, What? This is what’s wrong? I sent out this resume like 200 times, like, well, that sucks. I mean, that means that 199 people haven’t helped you.

Tim Kubiak 30:19
Yeah, that’s right.

Michael Glinter 30:21
I mean, at the end of the day, don’t get mad at me. No, yeah, yeah, that’s I found a lot of you, though. appreciate those things. And it’s the same thing, vice versa. You know, it’s I love those people that say they’re afraid to go tell their manager about something because they’re afraid the manager is going to be mad at them. But if you if you frame it, right, they realize that you’re going to save them money. Or they’re going to save them time. Or they’re going to make their bonus be better, because they’re going to be more efficient. So you got a friend, right, right. You know, you don’t want to go in and say, Oh, you’re doing it wrong. But at the end of the day, you go in and say, Listen, I was thinking about something, I might have a way to make this work better. Would you like my thoughts? Yeah, of course. Yeah. I want to be done better. I mean, it’s working fine right now. Right. But I think I might be have a way to make it work even better, which will result in more money in our pocket? Sure. Tell me about it. So how about your postings? Yeah, no, I don’t know very many managers that would say, Oh, no, I don’t want to make more money. Oh, no, I don’t want it to be better. But if you walk in the door and say you’re doing it wrong. What do you think my response is gonna pay? For you to tell me I’m doing it wrong? Yeah. So it’s all about delivery. It’s the same thing with a resume. It’s all about delivery. Everybody wants to blame it on their work history, their job titles, or lack thereof. I don’t have a degree that it’s all bogus. So all about delivery. Yeah. You don’t have a good delivery. You’re not you’re not getting people to see the value.

Tim Kubiak 32:11
Yeah, it’s back to the deconstructed salad. Right? Right. You pay extra for it to be laid out like that.

Michael Glinter 32:17
But you also realize the value once you see all the things that go into it.

Tim Kubiak 32:21
Very true.

Michael Glinter 32:25
I’ll tell you a quick story. I bought a boat. And I’ve never seen boats being manufactured. And I’ve never seen the process. And I told the guy I said, I will buy this boat on agreed on the agreed upon price, one condition, and I want to be signed into the contract. He says, What’s that? I want to tour the facility. I want to see it being dumped. And he’s like, why? Like, because I want to see why I’m paying so much money for it. And so he said, Sure, contacted the corporate office, got me a tour. I’ll tell you why. I walked the floor, toward the facility, and watch all the things that went into making that boat. And when I left. I said to myself, you know what, it’s worth every penny a lot of times we don’t realize that, you know, just because something’s expensive. There’s, if you can create the value by showing people the value, then they’ll pay the extra price.

Tim Kubiak 33:37
So absolutely true.

Michael Glinter 33:41
And again, that goes on to delivery, delivery, delivery, delivering 1,000% delivery, you know, people, people say how did you get that guy? I got a guy he was making 110 he got a job making 180? How’s that possible? Because his resume was crap before. And nobody could see what value you had. So what did we do? We created value. That’s how we got our rankings, you got to raise because people saw that they can spend 70,000 more a year on this guy to save a million dollars. Oh, I’m gonna put the 70,000 in.

Tim Kubiak 34:19
Yeah, it’s a no brainer. It’s easy.

Michael Glinter 34:22
If you can create that value, you present those solutions. Companies will pay you whatever you want.

Tim Kubiak 34:31
That’s, that’s great. So Michael, thank you for being here. I’m really appreciate you taking the time and being on the show.

Michael Glinter 34:39
Absolutely. And listen, anytime you ever want me on the show, anytime one of your listeners needs help, you know, reach out to me on my email. I know you’ll have it on your podcast notes. I’d be glad to even just do a quick email with somebody a quick call just to help them out. You know, not a problem.

Tim Kubiak 34:56
If you didn’t get massive value from what Michael shared you Your job search, you missed the point. He’s a genuine guy. He’s true to his offer. If you have a need if you’re looking if you’re thinking about upgrading your resume or your personal branding book, I’ve met some of his clients, as I alluded to in the first part of the episode, he does great work as a guy who’s been a hiring manager, the type of resumes and the type of positioning he puts, if it hit my desk, I’d give it a second look. And more often than not, I’d probably give that person an opportunity for a conversation. So I can’t endorse him enough. We’re gonna have him back on. We hope you love him. So we’re starting to do some mega episodes. And the first one will be to kick off q2 focused on sales. We’ve got three amazing guests lined up on that. But we’re also going to do a job search episode in early May with four experts on just getting your ideal job. So if you don’t already subscribe, please subscribe. Tell your friends. leave us a review on Apple that helps more people find us and share the message and check back tomorrow, as tomorrow’s episode is Chris Bremmer and Tim Cook from sales punch, and what they’re going to talk about is getting you the right appointments to drive your business. As always, you can find me at Tim kubiak.com. If you’ve got a sales problem, a challenge, I help people win their biggest deals. Reach out to me. Let’s have a conversation. And I’ll see if I can help you too. Thanks for listening.