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Lou Adler’s Master Class
May 28, 2014
Performance-based Hiringsm
Talent Rules!
LinkedIn Recruiter Master Course
for Recruiting Passive Candidates
Based on Lou A...
Today’s Objectives
One
Developing a High-tech &
High-touch Passive
Candidate Recruiting
Strategy
Two
Use Performance-based...
Case Study Approach
Pick Important Job
Scarcity – Passive
Ask Questions
Big Challenges
Location - Comp
Hiring Manager
Prob...
Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
HAVE GET BECOMEDO
Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
HAVE GET BECOMEDO
Surplus – Weed Out...
Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
HAVE GET BECOMEDO
Surplus – Weed Out...
Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
HAVE GET BECOMEDO
Surplus – Weed Out...
Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
HAVE GET BECOMEDO
Surplus – Weed Out...
Surplus Silo vs. Scarcity System
An Expert System for Hiring Scarce, Top Talent
Performance Profiles
Careers, not Lateral ...
Shift from HAVING to DOING
Shift from HAVING to DOING
This is not a job
description. It’s a
person description.
Shift from HAVING to DOING
What’s the Real Job?
• Collaborate with sales rep to
develop customer solutions at
C-level in F...
• Reinvent cloud
marketing
• Lead company
marketing strategy
• Become the industry
guru
• Develop new sales
tools to overw...
Be Very Clever at Boolean
Add “Achiever” terms to your search strings
Engineers: patents, whitepaper
Sales: club, rookie, ...
Be Very Clever at Boolean
Add “Achiever” terms to your search strings
Engineers: patents, whitepaper
Sales: club, rookie, ...
"product marketing" ("beta gamma sigma" OR honor OR award) (consumer AND advertising) (software OR electronics) NOT (vice ...
"product marketing" ("beta gamma sigma" OR honor OR award) (consumer AND advertising) (software OR electronics) NOT (vice ...
Compelling Email to Prospects
• Compelling title
• Capture intrinsic
motivator
• Focus on what
person can do,
learn, or be...
Compelling Email to Prospects
• Compelling title
• Capture intrinsic
motivator
• Focus on what
person can do,
learn, or be...
Strangers
3rd Degree+
2nd Degree
Connections
1st Degree
ERP/HM
Groups
Nodes
You
The Value of Your Connectedness
Think In-O...
Strangers
3rd Degree+
2nd Degree
Connections
1st Degree
ERP/HM
Groups
Nodes
You
The Value of Your Connectedness
Think In-O...
Strangers
3rd Degree+
2nd Degree
Connections
1st Degree
ERP/HM
Groups
Nodes
You
The Value of Your Connectedness
Think In-O...
The Value of Your Connectedness
Why this is important:
• They call you back
• They’re qualified
• Ask the “Yes” question
•...
3D Dynamic 360° Networking
Mentors
Mentees
Co-workers
Advisors
Consultants
Vendors
Customers
LinkedIn
Groups
Nodes
Project...
Navigating Your Network
Be Proactive
PERP, Hopscotch, and
Cherry-picking
Who do you know whose
looking?
Who’s the best person
you know in _____?
What do you think about
(name) for the ___ role?
Getting the Right People on the Bus
Driver  Passenger 
Backseat  Driver
Takes 10 minutes to figure
out where you’re goi...
Determine the Destination: 10-min Drive
“Let me ask you
candidly, would you
be open to explore
a new career
opportunity if...
Passive Candidate Objections
Company?
Title?
Location?
Not interested.
Happy where I
am.
I wished
you called
me sooner.
Ca...
Basic Rule of Recruiting:
- to increase quality of hire and recruiter
productivity
Maximize Best Practices,
Minimize the T...
Summary -
✔ Think Scarcity, Backwards, System
✔ Define job, convert it into a career
✔ Implement a 50/30/20 sourcing progr...
Next Steps -
✔ Become Performance-based
Hiring Certified
✔ Talent leaders are invited to
audit Mod 1 of online workshop
Ju...
Performance-based Hiringsm
Talent Rules!
LinkedIn Recruiter Master Course Part II
- Networking
- Defining the Ideal Candid...
Zone 1 Zone 2 Zone 3 Zone 4
Very ActiveTiptoersExplorersSuper Passive
Time
GrowthandImpact
Extraordinary
Career Move
Signi...
The Candidate Persona
Performance-based Job Description
SMARTe Objectives
• Specific
• Measurable
• Action oriented
• Results defined
• Time bou...
Build a 360° Network Map
Build a 360° Network Map
Build a 360° Network Map
Position
• National sales manager
• Software developer
• Irish primary school
teachers
• Fracking...
That’s Exactly Why We Should Talk
There’s a cost to not
look. Time is your most
critical asset. There’s a
trade-off betwee...
Handling Objections – What’s $$?
Let’s be frank, if job
doesn’t represent a
career move the $$
are unimportant.
Before I g...
Thank you!
Find more webcasts on
talent.linkedin.com
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
Lou Adler’s Master Class | Webcast
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Lou Adler’s Master Class | Webcast

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As a LinkedIn Talent Solutions customer, you have the best sourcing tool on the planet. However, great technology is only half of the equation: The best companies combine it with cutting-edge sourcing strategies. In this webinar, Lou Alder shares his master sourcing tips/tricks.

Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn

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  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2013. All Rights Reserved.  The Adler Group, Inc.  Irvine, CA  888-878-1388
    www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • Notes
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • Notes
  • Notes
  • Notes
  • Notes
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
  • ©2014 All Rights Reserved  The Adler Group, Inc.  www.louadlergroup.com  info@louadlergroup.com
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  • Transcript of "Lou Adler’s Master Class | Webcast"

    1. 1. Lou Adler’s Master Class May 28, 2014
    2. 2. Performance-based Hiringsm Talent Rules! LinkedIn Recruiter Master Course for Recruiting Passive Candidates Based on Lou Adler’s Hire With Your Head and The Essential Guide for Hiring & Getting Hired Rev 614-A
    3. 3. Today’s Objectives One Developing a High-tech & High-touch Passive Candidate Recruiting Strategy Two Use Performance-based Hiring to Improve Your Ability to Use LinkedIn Recruiter Three Emphasize the Networking Capability of LinkedIn Recruiter Four Learn How to Drive the Bus
    4. 4. Case Study Approach Pick Important Job Scarcity – Passive Ask Questions Big Challenges Location - Comp Hiring Manager Problems w/Job What’s the EVP? Growth – Impact Company – Mission Alleviate Problems Who Knows Person? Team Members Co-workers/Managers Vendors/Customers
    5. 5. Thinking Backwards Talent Strategy Is there a surplus of the best people or scarcity?
    6. 6. Thinking Backwards Talent Strategy Is there a surplus of the best people or scarcity? HAVE GET BECOMEDO
    7. 7. Thinking Backwards Talent Strategy Is there a surplus of the best people or scarcity? HAVE GET BECOMEDO Surplus – Weed Out the Weak – Active – Best Who Apply
    8. 8. Thinking Backwards Talent Strategy Is there a surplus of the best people or scarcity? HAVE GET BECOMEDO Surplus – Weed Out the Weak – Active – Best Who Apply Scarcity – Attract the Best – Passive – Raise the Talent Bar
    9. 9. Thinking Backwards Talent Strategy Is there a surplus of the best people or scarcity? HAVE GET BECOMEDO Surplus – Weed Out the Weak – Active – Best Who Apply Scarcity – Attract the Best – Passive – Raise the Talent Bar DO BECOME
    10. 10. Thinking Backwards Talent Strategy Is there a surplus of the best people or scarcity? HAVE GET BECOMEDO Surplus – Weed Out the Weak – Active – Best Who Apply Scarcity – Attract the Best – Passive – Raise the Talent Bar DO BECOME Hiring Manager Shift: 1st Define Job Not the Person! Top Candidate Shift: DOING & BECOMING vs. GETTING
    11. 11. Surplus Silo vs. Scarcity System An Expert System for Hiring Scarce, Top Talent Performance Profiles Careers, not Lateral Transfers Talent-centric Sourcing Target the Best People Evidence-based Interview Two Core Questions Integrated Recruiting Careers vs. Compensation
    12. 12. Shift from HAVING to DOING
    13. 13. Shift from HAVING to DOING This is not a job description. It’s a person description.
    14. 14. Shift from HAVING to DOING What’s the Real Job? • Collaborate with sales rep to develop customer solutions at C-level in F500 companies • Lead intense detailed product spec presentations to sophisticated buying groups • Provide technical liaison to engineering design groups • Work with contracts on developing cost/price/margin analysis for $5mm+ programs • Handle 3-6 major programs concurrently • Assess impact of spec changes on design, project & cost projections This is not a job description. It’s a person description.
    15. 15. • Reinvent cloud marketing • Lead company marketing strategy • Become the industry guru • Develop new sales tools to overwhelm the competition • Create ROI analytics • Lead development of 3-year product roadmap
    16. 16. Be Very Clever at Boolean Add “Achiever” terms to your search strings Engineers: patents, whitepaper Sales: club, rookie, 100%, quota All: work-study, fellowship, speaker, board, coach, advisor, mentor, promoted, led
    17. 17. Be Very Clever at Boolean Add “Achiever” terms to your search strings Engineers: patents, whitepaper Sales: club, rookie, 100%, quota All: work-study, fellowship, speaker, board, coach, advisor, mentor, promoted, led Diversity Terms Level (use NOT to eliminate positions you don’t want) Gender (pronouns in recommendations) Race (add HBCU names, groups, clubs)
    18. 18. "product marketing" ("beta gamma sigma" OR honor OR award) (consumer AND advertising) (software OR electronics) NOT (vice OR VP) (she OR her OR woman OR women)
    19. 19. "product marketing" ("beta gamma sigma" OR honor OR award) (consumer AND advertising) (software OR electronics) NOT (vice OR VP) (black OR hispanic)
    20. 20. Compelling Email to Prospects • Compelling title • Capture intrinsic motivator • Focus on what person can do, learn, or become • Describe impact • Add the EVP • Don’t apply! Turn Jobs into Careers Lead with EVP – The Future Highlight the Present – DOING De-emphasize Skills – HAVING Minimize Admin – Apply or Chat
    21. 21. Compelling Email to Prospects • Compelling title • Capture intrinsic motivator • Focus on what person can do, learn, or become • Describe impact • Add the EVP • Don’t apply!
    22. 22. Strangers 3rd Degree+ 2nd Degree Connections 1st Degree ERP/HM Groups Nodes You The Value of Your Connectedness Think In-Out Referrals & Careers vs. Out-In Strangers & Jobs
    23. 23. Strangers 3rd Degree+ 2nd Degree Connections 1st Degree ERP/HM Groups Nodes You The Value of Your Connectedness Think In-Out Referrals & Careers vs. Out-In Strangers & Jobs • Who is the best person you’ve worked with in the past few years? • Why is the person top notch? • Would the person return my call if I mentioned your name?
    24. 24. Strangers 3rd Degree+ 2nd Degree Connections 1st Degree ERP/HM Groups Nodes You The Value of Your Connectedness Think In-Out Referrals & Careers vs. Out-In Strangers & Jobs • Who is the best person you’ve worked with in the past few years? • Why is the person top notch? • Would the person return my call if I mentioned your name? Why this is important: • They call you back • They’re qualified • Ask the “Yes” question • Recruit 1st – Network 2nd • Use 80/20 Referral Rule
    25. 25. The Value of Your Connectedness Why this is important: • They call you back • They’re qualified • Ask the “Yes” question • Recruit 1st – Network 2nd • Use 80/20 Referral Rule The Golden Rule of Passive Candidate Recruiting Calling the 3rd degree is a time-waster. Getting warm, pre-qualified referrals is a game- changer!
    26. 26. 3D Dynamic 360° Networking Mentors Mentees Co-workers Advisors Consultants Vendors Customers LinkedIn Groups Nodes Project Managers Project Team Members Who knows my candidate?
    27. 27. Navigating Your Network Be Proactive PERP, Hopscotch, and Cherry-picking
    28. 28. Who do you know whose looking? Who’s the best person you know in _____? What do you think about (name) for the ___ role?
    29. 29. Getting the Right People on the Bus Driver  Passenger  Backseat  Driver Takes 10 minutes to figure out where you’re going Overcome concerns, objections, and Day 1 issues Get the candidate to sell you! Get the wrong people off the best and get the right people on the bus  get referrals Applicant Control
    30. 30. Determine the Destination: 10-min Drive “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?”
    31. 31. Passive Candidate Objections Company? Title? Location? Not interested. Happy where I am. I wished you called me sooner. Can’t talk. What’s the $$? _________!
    32. 32. Basic Rule of Recruiting: - to increase quality of hire and recruiter productivity Maximize Best Practices, Minimize the Time Wasters!
    33. 33. Summary - ✔ Think Scarcity, Backwards, System ✔ Define job, convert it into a career ✔ Implement a 50/30/20 sourcing program – in reverse ✔ A warm, pre-qualified referral is 5X  quality and effectiveness ✔ Don’t take “NO” for an answer ✔ Drive the bus: from the first stop to the final destination!
    34. 34. Next Steps - ✔ Become Performance-based Hiring Certified ✔ Talent leaders are invited to audit Mod 1 of online workshop June 6th ✔ Find out about our Proof of Concept program Budurl.com/EGFHp3 info@louadlergroup.co m
    35. 35. Performance-based Hiringsm Talent Rules! LinkedIn Recruiter Master Course Part II - Networking - Defining the Ideal Candidate - Overcoming Objections - Taming Hiring Managers - Case Study Challenges Based on Lou Adler’s Hire With Your Head and The Essential Guide for Hiring & Getting Hired Rev 614-A
    36. 36. Zone 1 Zone 2 Zone 3 Zone 4 Very ActiveTiptoersExplorersSuper Passive Time GrowthandImpact Extraordinary Career Move Significant Career Move Much Better Job Somewhat Better Job Career Zones & Job-seeking Shift to Steeper Part of the Career Zone Curve 20% - Ads30% - ERP50% - Networking
    37. 37. The Candidate Persona
    38. 38. Performance-based Job Description SMARTe Objectives • Specific • Measurable • Action oriented • Results defined • Time bound • environment Year 1 What’s the most important thing this person needs to do to be best? (B+ or Better) Step-by-Step Process What would a top person do first and do well? Next? Next? Evaluate – Plan – Organize – Execute Convert HAVING to DOING What does (skill or experience) look like on the job? Idea! Exercise What’s the EVP Why would top person who’s not looking want this job?
    39. 39. Build a 360° Network Map
    40. 40. Build a 360° Network Map
    41. 41. Build a 360° Network Map Position • National sales manager • Software developer • Irish primary school teachers • Fracking engineer • Financial analyst • Logistics manager • ____________________
    42. 42. That’s Exactly Why We Should Talk There’s a cost to not look. Time is your most critical asset. There’s a trade-off between security vs. growth Discuss Career Zones, Getting vs. Doing, and Strategy vs. Tactics On the chance that the job I’m representing offers a significant career move, wouldn’t it make sense to talk 5-10 minutes? Worst case, we can stay in touch, and network for future opportunities.
    43. 43. Handling Objections – What’s $$? Let’s be frank, if job doesn’t represent a career move the $$ are unimportant. Before I get into the comp, I’d like to ask you a question… Consider the best job you’ve ever had. Was satisfaction due to job or comp? On the chance that the job I’m representing maximizes satisfaction and comp, wouldn’t it make sense to talk 5-10 minutes? • Reframe the question • Don’t sell the job, sell the next step • Anticipate the concern and include it in your opening question • Only ask “yes” questions
    44. 44. Thank you! Find more webcasts on talent.linkedin.com
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