Developing a Sourcing Strategy for 2009, 2010, and Beyond

Sourcing 2009 & Beyond Performance-based Hiring A System for Hiring Top Talent Sourcing 2009 and Beyond Based on Lou Adler’s Hire With Your Head John Wiley & Sons, 2007 ©2008. All Rights Reserved. The Adler Group, Inc. www.adlerconcepts.com Overview/Agenda • What is Performance- based Hiring? • Gaining a Competitive Sourcing Advantage • Developing an Early-bird Sourcing Strategy • Sourcing Tips and Tactics for 2010 and Beyond © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 1

Sourcing 2009 & Beyond The Science of Recruiting Performance Profiles Recruiters Must Know the Job! Talent‐centric Sourcing Be an SME and Psychologist! Evidence‐based Interview Recruit, Assess & Defend! Integrated Recruiting Don’t Sell. Buy Instead! Partner and Career Advisor Who Are You Targeting? Takeover the Rebuilding of Philly’s Inner City © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 2

Sourcing 2009 & Beyond The Early-bird Strategy EXPLORERS TIPTOERS GOOGLERS NETWORKERS HUNTERS & POSTERS Early-bird “Day One” Strategy Create Pool Selection Criteria 1. Work/projects 2. Stretch 3. Growth 4. Comp 5. Manager/Team 6. Culture 7. Work/Life 8. Security Key Sourcing Concepts 9. Benefits Be called 1st! – Be found 1st! 10.Long-term Comp Allow for those “Just looking” Don’t sell the job, sell next step © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 3

Sourcing 2009 & Beyond Quick Tips – Sourcing the Best • Handling Common Concerns – Not interested – Show me the money • Approaching Passive Candidates – Applicant control – The rules of engagement • Find them first & fast and sell them slow Hi-tech/Hi-touch Early-bird Strategy • Great recruiters & involved managers Explorers • Career opportunity focus – networking! • Call Me First! Tiptoers • Develop deep networks • Be Found First! Googlers • Compelling and SEO’d advertising • Call Me 2nd! Proactive ERP Networkers • Social media and “Open door policy” • Stay in touch! Nurtured resume database Posters • Direct, engaging email response © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 4

Sourcing 2009 & Beyond Know the Person Direct & Indirect Competitors Unusual Groups Linking Terms Ideal Alternative Diversity Search Terms Candidate Terms Recognition Keywords Terms Alternative & Generic Titles Know the Job HR/OD Behaviors Competency Top Comp Candidate Skills Growth Experience Impact Multi- Sourcer Hiring stakeholder Find Team Fit Attract Job Analysis Hiring Recruiter Manager Screen Results Sell Do it! Manager’s Boss Potential © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 5

Sourcing 2009 & Beyond Which Job Do You Want? O.G.S.K.S Optics Engineer (aka Optics Geeks Seeking Job Code: semi20008 Hours/Week: 40 hrs/week Job Category: Engineering Salary Range: DOE / Open Kindred Spirits) Location: Santa Clara, CA Education: Bachelors Position Type: Full-Time, Employee Seeking: Low maintenance, high Requirements: performing, mellow optics geek to • Willing to author technical writings. (to join our existing team of • Adhere to strict confidentiality and proprietary practices and policies. beloved and self-proclaimed optics • Must have proven optical design and algorithm skills. geeks) with a knack for solving • Programming experience using Matlab, C++, or equivalent. • Lens design experience using Zemax or equivalent lens design freakishly difficult EOIR software. stabilization puzzles, a positive • Strong aptitude in the following: customer service mentality, 1) physical optics 2) optical system modeling desiring continual learning & crazy 3) tolerancing and optical analysis wicked growth opportunities. 4) signal processing 5) years of optical and lens design experience Advertising Be found 1st! • O.G.S.K.S • Target Googlers (aka Optics Geeks Seeking Kindred Spirits) • Reverse engineering Seeking: Low maintenance, high performing, mellow optics geek to • Become “req-less” (to join our existing team of beloved and self-proclaimed optics • Aggregators geeks) with a knack for solving freakishly difficult EOIR stabilization puzzles, a positive • SEM/SEO/CRM customer service mentality, desiring continual learning & crazy • JIT inventory wicked growth opportunities. © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 6

Sourcing 2009 & Beyond Talent Hubs – The Next Gen • Micro site – few pages • Group jobs by class • Compelling warm-up • Created quickly • Easier to find – SEO’d • No disqualifiers • Less reporting • Collect resumes or drive to specific jobs • Better matching needs and requirements © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 7

Sourcing 2009 & Beyond Find Those Who Know the Person Direct Co- workers Industry Vendors Experts Indirect Co- Customer workers Target Prospect Social Groups Industry Alumni Assoc 100:1 vs. 10:1 • Cold call = 100:1 • Warm call = 25:1 • Pre-qualified warm call = 10:1 • Secrets of passive candidate recruiting – Follow the 80/20 rule for passive – Only call worthy prospects: a potential candidate or a person who knows one © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 8

Sourcing 2009 & Beyond The LinkedIn Cherry Picker Networking Technique Use for ERP and Close Connections The Basic Network Call • Networking call Would you be disguised as open to explore a recruiting call new career • Ask 99% question • Don’t sell the job! opportunity if it • Get the candidate to was clearly talk 1st! superior to what • Get names of you’re doing people who aren’t today? looking! © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 9

Sourcing 2009 & Beyond The ZoomInfo JobCast System Messages Need to Tie to Target Audience! Developing a Sourcing Strategy Relative Efficiency, Cost and Impact External Recruiters Stockpiling Proactive Networking Leveraged ERP Talent Hubs & SEM Reverse Engineering Aggregators Compelling Ads Traditional Postings 0 10 20 30 40 50 60 © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 10

Sourcing 2009 & Beyond Short- and Long-Term Tactics • Target Googlers: “jobs” • Consumer Marketing – Feb ‘09: 5.4 mm/day – Innovation – Jan ’09: 4.9 mm/day – SEM & Advertising – Sep ‘08: 3.6 mm/day • Stockpile talent • Implement “safety net” • Proactive & expanded for less actives ERP • “Req-less” Sourcing • Work to get to the top of Indeed, SimplyHired • Use “Big Targets” searches! Summary and Next Steps • Join Lou’s blog: recruiterswall.com • Calculate your sourcing efficiency: info@adlerconcepts.com • Email & LinkedIn: lou@adlerconcepts.com • Participate in our recruiter benchmark program: info@adlerconcepts.com © 2009. The Adler Group, Inc.  www.adlerconcepts.com Page 11