The document outlines 4 steps for converting jobs into careers and managing hiring managers: 1) Define on-the-job success as performance objectives, 2) Clarify the Employer Value Proposition, 3) Use LinkedIn to identify top performers as candidates, and 4) Set expectations with hiring managers on timing and their responsibilities in the process. The goal is to attract candidates interested in career growth, identify the right fit for roles, and ensure hiring managers are committed and understand what is required for a successful recruitment.

1. Lou Adler & LinkedIn
Recruiting Master Class
Converting jobs into careers – Controlling
the hiring manager intake session
4 steps for converting jobs into careers
& taming your hiring manager
1. Ask the hiring manager to define on-the-job success as performance objectives
2. Clarify the Employer Value Proposition (EVP)
3. Use LinkedIn to clone top performers for the role
4. Set the hiring manager’s expectations on timing & their responsibilities
Step 1
Ask the hiring manager to define on-the-job success as performance objectives
Why
Clarifying expectations up front drives performance and satisfaction
It’s what you do with what you have that makes you a top performer, not what you have
You won’t miss high potential or diversity candidates who could do the job, but don’t have the exact mix of skills or experiences
If you don’t define what the person will do, the candidates won’t know what the work is before they’re hired
You’ll attract people who want a career growth opportunity, versus just a higher salary doing the same thing
How
For the critical competencies and skills, ask “How is this used on-the-job?
Distill the job to the things someone will do and the results he/she must achieve
Avoid describing the person who will do the job – this could vary
Describe clearly what the person will do, learn, and become

2. Step 2
Clarify the Employer Value Proposition (EVP)
Why
Great people want to know why your company and job are worth leaving their current job
Candidates get excited by the future potential of their career with your company
How
Describe with specific details why a top performer who’s not looking would consider the job
Get the prospect excited enough about the career move to spend 5-10 min to continue the conversation
Lead with the EVP and put preferred skills and experiences at the bottom of your job description
Don’t sell the job, sell the conversation to discuss a potential career move
Step 3
Use LinkedIn to clone top performers for the role
Why
Get a sense of which top performers to go after based on initial hiring manager reactions
You can quickly scan a candidate pool and narrow down to the top people who fit the criteria using LinkedIn Recruiter
Once a hiring manager “sees” a great person the exact skills and experiences become less important
How
Find a strong candidate using a lighter subset of the job requirements
Ask the hiring manager, “Is this the type of person you’d like to recruit?”
Clone that person using LinkedIn Recruiter
Step 4
Set the hiring manager’s expectations on timing & their responsibilities
Why
It’s typically a longer process to find and hire passive candidates. Make sure hiring managers know this so they aren’t disappointed.
Help hiring managers commit to their responsibilities so they don’t become a bottle neck
How
Tell the hiring manager how long it typically takes to recruit quality passive candidates
Estimate how often you’ll communicate progress and stick to your timelines
Get a commitment from the hiring manager that this is a priority, that they will notify you who will participate in the hiring process,
& they will provide a great candidate experience
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