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Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
Lou Adler
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Lou Adler

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Lou Adler's Spring 2008 ERE Expo presentation

Lou Adler's Spring 2008 ERE Expo presentation

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    • 1. The Extreme Recruiting Series Finding and Hiring Passive Candidates Based on Lou Adler’s Hire With Your Head Using Performance-based Hiring to Build Great Teams (John Wiley & Sons, 2007) ©2008. All Rights Reserved. The Adler Group, Inc. www.adlerconcepts.com
    • 2. Overview/Agenda
      • Performance-based Hiring
      • Is Sourcing the Problem?
      • Theory of Recruiting
      • Job-hunting Psychology of Top Performers
      • Sourcing Passive Candidates
      • Recruiting Passive Candidates
    • 3. Perfect Fit vs. Best Fit
      • Perfect Fit = candidate who meets all of the criteria on the job description and is ready to take your offer under your terms. (X)
        • Intervention 1 : shift the hiring decision to those who can successfully do the work  much bigger pool of candidates. (2X)
        • Intervention 2 : get people to consider your job as a career opportunity vs. compensation move. (2X)
      • Best Fit = candidate who can successfully do the work and accepts a competitive offer since it’s a great career move. (4X)
    • 4. Is Sourcing the Problem?
      • There’s more to sourcing than finding candidates!
    • 5. The Magic Bus Theory of Recruiting
      • The Law of Positive Energy
        • The more passive the candidate, the more active you need to be
      • Recruiting Persistence
        • “ No” means need more info
        • Don’t give up until candidate has enough info to decide
      • Recruiting Inflection Point
        • Point when candidate moves from buyer to seller
      No?
    • 6. The Magic Bus Theory of Recruiting
      • The Law of Positive Energy
        • The more passive the candidate, the more active you need to be
      • Recruiting Persistence
        • “ No” means need more info
        • Don’t give up until candidate has enough info to decide
      • Recruiting Inflection Point
        • Point when candidate moves from buyer to seller
    • 7. Sourcing Sweet Spot TOP PEOPLE Multi-talented/flexible Consistent results Need little direction Exceed expectations Work well with team
    • 8. How Top People Decide
      • First Contact
      • Professionalism of process
      • Knowledge of recruiter
      • Potential of job/EVP/company
      • Quality of phone screen
      • Interviewing Process
      • Professionalism of process
      • Hiring manager & team
      • Clear understanding of job
      • Opportunity vs. other jobs
      • Offer Acceptance Process
      • Job match – growth/stretch
      • Hiring manager & team
      • Company & industry
      • Compensation – competitive
      TOP PEOPLE Multi-talented/flexible Consistent results Need little direction Exceed expectations Work well with team
    • 9. The “30% PLUS!” Solution Traditional jobs are not attractive to great employees! Another Job PLUS = Hiring Manager’s Total Commitment! + + Tactical Strategic 1 st - Offer Better Jobs 2 nd - Offer Better Careers 30% Rule = $$/Quality Job Stretch Job Growth
    • 10. Taking the Assignment
        • Create Performance Profiles – DOING not HAVING!
        • What does the person need to DO to be successful? Define 1-2 big tasks/projects.
        • Quickly identify the top 2-3 things person needs to do to accomplish the above.
          • Use a time line (1 st month, 1 st quarter, etc.)
        • What’s the biggest team project or task?
        • Create an Employee Value Proposition.
          • Why would a top person want this job?
          • Why is it better than competing jobs?
          • Is it a part of a bigger project or a career step?
      1 Year Today 30 days 6 months
    • 11. How to Source Top Candidates
      • Pre-Sourcing
      • Be top recruiter
      • Understand job & EVP
      • Prepare candidate profile
      • Write compelling ad
      • Phase I: Tiptoers $$
      • Networking through ERP
      • Be found using Google
        • Use aggregators
        • Get to the top of the list
        • PPC & organic search
      • Resume DB w/ CRM
      • BountyJobs or recruiter networks
      • Phase II: Selective $$
      • Select niche sites
      • Talent Hubs
      • New technologies
      • Phase III: Expanded $$$
      • Creative campaigns
      • Web analytics & metrics
      • Upgrade career web site
      • Use Jobs2Web
      • Phase IV: Semi-Passive $$$$
      • Proactive ERP
      • Name generation
      • Phone contact
      • Networking
    • 12. Passive Sourcing Metrics
      • Calling passive candidates must be a planned process
      • Maintaining applicant control is the key to networking
      • Call only warm leads – they’ll call you back!
      Metrics Worst Case Best Case Comments # 1 st Calls 100 100 Don’t call a cold list! % Return 25% = 25 80% = 80 Only call warm referrals! % Yes 25% = 5 85% = 70 Ask “the YES question!” % Worthy 25% = 1-2 85% = 60 Pre-qualify everyone! # Referrals 0-1/yes = 5-6 2-3/yes = 150 You must get referrals # Candidates 20% = 1-2 50% = 75! Don’t waste your time Productivity < 1/day 3-4 people/day Networking is the key
    • 13. Structured Name Generation
      • Build Networking Keyword List
      • Direct & functional competitors
        • Target those doing less well
      • Who knows them
        • Vendors, customers
      • Education, alumni, diversity
        • HBCU, Society of Black Engineers
      • Associations, groups, shows
        • Social/business networks
        • Businessknowhow.com
        • NSHMBA, NAHN
      • Recognition, awards
        • 100%, GPA, Eagle, Tau Beta Pi
      • Use these terms to search online networks to develop candidate pools
    • 14. Using LinkedIn to Expand ERP
    • 15. Proactive Employee Referrals
      • Ask about specific people including recommendations
      • Pre-qualify the people
        • Only call the good ones
      • Ask employee to contact
        • Provide compelling ad & script
      • Email w/ ad and request to talk and/or submit resume
      • Phone screen, qualify & network
        • If on LinkedIn use contacts and recommendations to ask about specific names
      • Start over with #2
    • 16. How to Get Voice Mails Returned
      • Voice Mail Techniques
      • Direct Referral > 80%
      • Great Voice > 50%
      • Great comp & job > 80%
      • Recognized Expert > 50%
      • Multi-search > 50%
      • Email & follow-up > 50%
      • Creative > 50%
      • Create interest > 50%
    • 17. The Basic Network Call
      • Networking call disguised as recruiting call
      • Short introduction
      • Confidential nature
      • Ask 99% question
      • Engage 5-10 mins
      • Get names & org charts of people who aren’t looking!
      Hi, my name is _____. Your name has been mentioned to me on a very confidential basis as someone I should contact on a search effort I’m leading for a top ________. Let me ask you candidly, would you be open to explore a new career opportunity if it was clearly superior to what you’re doing today?
    • 18. Networking Disguised as Recruiting
      • Establish leverage w/ opening pitch
        • Don’t lose leverage
        • Must only give job pitch AFTER profile
        • Be vague about title
        • Obtain profile – org chart – names
      • Ask for best people who aren’t looking
        • Who would you work for again? Why?
        • Who would you hire? Pre-qualify
        • Who’s best at previous company? Pre-qualify
        • Did anyone mentor you?
        • Did you mentor anyone?
    • 19. The Recruiter as Partner
      • Impact
      • More productive
      • More satisfying
      • More influential
      • Becoming a Partner
      • Know the job
      • Find top people
      • Recognize talent
      • Recruit and close
      • Provide advice/insight
      Hiring the Best is a Team Sport Hiring Manager Corporate 0-?% Contingent 10-50% Retained 80%+
    • 20. Next Steps
      • www.adlerconcepts.com
      • Target top performers only!
      • Source in the sweet spot!
      • Don’t take “No” for an answer
      • Use the 30% PLUS rule
      • 80% warm calls to pre-quals
      • Recruit 1 st , Network 2 nd
      • Become a partner & make more placements!

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