How to effectively recruit at the top of the funnel | Talent Connect 2016

1.  Lou Adler  CEO and Creator of Performance Based Hiring  Author, Hire with your Head | The Essential Guide for Hiring & Getting Hired  The Adler Group, Inc. – Performancebasedhiring.com Performance-based Hiring How to Recruit Effectively at the Top of the Funnel

2. Great Jobs Great Hires Right Strategy+ Workforce Planning+

3. Great Hires Great Jobs Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & Close Right Strategy+

4. Great Hires Great Jobs Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & Close Right Strategy+ A Total Talent Market Top 25% Attract & Apply 13 million applications 112 thousand hires •  15% Active •  50% Sourced •  35% Referrals

5. Great Hire Great Job Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & Close Right Strategy+

6. Great Hire Great Job Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & Close Right Strategy+ Surplus Vs. Scarcity Strategy HAVE GET BECOMEDO Surplus – Weed Out the Weak – Active – Best Who Apply Scarcity – Attract the Best – Passive – Raise the Talent Bar

9. Great Hire Great Job Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & Close Skills Experience Competencies Education Responsibilities Job Description HAVING – Past Performance Profile DOING – Year 1 Grow sales by 10% Launch new product line Build a team in 90 days Evaluate the process Prepare a plan for ___ Design a circuit EVP Becoming Future Strategic Intrinsic

10. Great Hire Great Job Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & Close

12. Great Hire Great Job Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & CloseHiring Manager Review within 24-48 hours

13. Great Hire Great Job Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & Close 3rd Degree Strangers Direct Sourcing Cold Calling 1st Degree Co-workers Specialist 2nd Degree Resume DBs Referrals – PERP Acquaintances

14. Great Hire Great Job Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & Close Email2 PERP Text & Social Phone Hiring Manager Meet Ups Just Lunch Networkin g Small Batch Sourcing Requires High Response Rates >50%

16. Great Hire Great Job Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & Close Flight Nurses – Helping Save Lives Everyday Preparewhitepapers inany color you want Use Your CPA and See the World!

18. Great Hire Great Job Small Batch Sourcing Top 25% 40-40-20 Test Offers Pre-Close 100% Yes Guerilla Marketing High % Response Phone Convert Prospects è Candidates Interview Exploratory Phone Onsite Negotiate Career Move vs. $$$ Network Proactive Referrals PERP Intake Meeting Objectives EVP Advise, Compare & Close What’s your challenge in getting candidates to respond?

19. Summary/ Q&A •  The Right Strategy –Scarcity of Talent •  Put the Right People on the Bus •  Spend More Time with Fewer People •  Use Metrics to Track Progress, Not Report •  Sell the Ride, Not the Destination Join us for tomorrow’s session @ 11AM “The Most Important Recruiting App in the World”  info@louadlergroup.com  Performancebasedhiring.com

How to effectively recruit at the top of the funnel | Talent Connect 2016

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How to effectively recruit at the top of the funnel | Talent Connect 2016