Lou Adler's Top Recruiting Strategies for Every Hiring Method

Lou Adler’s Top Recruiting Strategies for Every
Hiring Method
Wednesday, May 10, 2017
#Lou&Lever / @Lever / @LouA

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Thanks for joining us!

• 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
Our featured speaker
Lou Adler
CEO and Founder, The Adler
Group
@LouA

4 different sources of hire:
 Applied
 Referred
 Sourced
 Agency

*Source: Lever benchmark
research, 2016#Lou&Lever / @Lever / @LouA

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
© 2017. All Rights Reserved.
Performance-based Hiring
Top Recruiting Strategies for Every Hiring Method
Have you won the
war for talent?
What are some of your
big hiring challenges?

Some Big Hiring Challenges
Strategy – Tactics – Process – People
Not enough strong
prospects
Best prospects opt-
out more often
Hiring managers not
fully engaged
Hiring managers
make interviewing
mistakes
Hiring managers over-
spec the job
Not enough money in
comp budget
Jobs aren’t attractive
enough
Voting is biased
$$?

Very Competent Not So Competent
Highly
Motivated
Not So
Motivated
3: Bottom Tier Hire
Biased. Narrow evaluation.
Incomplete. Transactional.
2: Mid Tier Hire
Skills & Experience. Safe. Fit
Missed. $$, short-term focus.
1: Top Tier Hire
Career Move. Slower. High
Touch. Complete evaluation.
4: Worst Hire!
Too quick. Focus is too much
on energy and presentation.
How Hiring Process Impacts Performance
© 2017. All Rights Reserved. The Adler Group, Inc.#Lou&Lever / @Lever / @LouA

What do Tier 1 people do differently?
1
Talented. Consistently
exceed expectations!
3
Leadership: Vision. Proactive.
Plans and Delivers
4
Strong problem-solving,
decision-making & thinking skills
6
Motivated. Organized.
Gets it done, no excuses!
Team: Coaches, manages,
develops self/others
2
Fits! Deals with change,
manager, culture
5

Great
Hire
Great
Job

A business process
for hiring great
people in a talent
scarce situation!

Fish Where the Big Fish Hang Out!

Surplus Vs. Scarcity Strategy
Surplus Model: Weed Out the Weak – Active – Best Who Apply
Scarcity Model: Attract the Best – Passive – Raise the Talent Bar
1 2 3 4
HAVE GET DO BECOME
Efficiency
Quality

Scarcity Model: Attract the Best – Passive – Raise the Talent Bar
1 2 3 4
HAVE GET DO BECOME
Quality
Tier 2: Short-term, Lateral Move,
$$ Close  Low Satisfaction
Tier 1: Long-term, Career Move,
High Satisfaction & Performance

A
Professional Talent Market
Top 25%
Attract
&
Apply
20 million applications
250 thousand hires
• 20% Active
• 40% Direct Sourced
• 40% Referrals

Hope a good
person gets on
the bus
Put good
people on the
bus

Top Tier
B+
A
Career Zone Analysis: Fish Where the Big Fish Hang Out
Zone 1 Zone 2 Zone 3 Zone 4
Very ActiveTiptoersExplorersSuper Passive
Time
GrowthandImpact
Requires
Extraordinary
Career Move
Requires
Significant Career
Move
Requires a
Much Better Job
Requires a
Somewhat Better
Job
20% - Ads40% - Email/ERP40% - Networking
5%20%50%25%
© 2016. All Rights Reserved. The Adler Group, Inc.

Process and Metrics Matter= Process Control
“Small Batch, High Touch”
Passive vs. Active Mix
40-40-20 Sourcing Plan
Performance Qualified Pool
Conversion Rates
Leads into Prospects – 80%
Prospects into Candidates
Process Control
Candidates per Hire – 4 to 5
Sourcing Mix: 2-2-1
Offer to Hire
Acceptance Rate and Criteria
30% Career Move vs. Compensation
Leads/Referrals
Prospects
Candidates
Finalists
Hire
Passive
Active
Cost/Time
Max
Quality
Of
Hire

Skills Qualified  Performance Qualified
Career Move =
Difference in new
opportunity vs. current
job and growth rate
BECOME
& EVP
Motivator
Impact
+

Email2 PERP Text &
Social
Phone
Hiring
Manager
Meet
Ups
Just
Lunch
Networking
Small Batch Sourcing Requires
High Response Rates
>50%

Cost Analyst
Your careful attention to
detail is what drives our
corporate profitability.
Flight Nurses
Helping Saves Lives
Everyday
Controller – Travel 75%
Use Your CPA and See the
World
Marketing Intern
Prepare whitepapers in any
color you want.
Job Branding = Tie Job to Bigger Mission

Referrals are “Gold”
They call you back AND they’re
qualified!
Pull: Create the 30% Solution
End the interview with the person
interested in learning more.
Push: Get the Person to Sell You
Passive candidates need to ”own” the
opportunity to convince others.
PERP Your ERP
Suggest names and ask “Who is best you
know doing ______?”
Networking Basics – Critical 40%
Sell the Next
Step not the
Job

Getting Your Recruiter’s Driving License
Driver  Passenger 
Backseat  Driver
Takes 10 minutes to figure out
where you’re going
Overcome concerns, objections,
and Day 1 issues
Recruiting: Get the candidate to
sell you!
Control the Conversation
Put good
people on the
bus

Recruiting Rule #1 – No NOs!
Sell the next
step, not the
job!
NO NO NO Maybe NO Maybe YES YES YES YES

Summary/Q&A/Next
• Tier 2 to Tier 1 Goal
• Scarcity vs. Surplus Strategy
• DO & BECOME not HAVE & GET
• Performance vs Skills Qualified
• “Small Batch, High Touch”
• Process Control Metrics Matter
• 40-40-20 Sourcing
• Compelling, Customized Jobs
• Sell the Ride, Not the Destination
• Offer 30% Career Move
info@performancebasedhiring.com
Performancebasedhiring.com
4:1 Demo and Beta Test

“Sourcing before Lever Nurture took a lot of manual work that was prone to human error. Now, the process is way faster and
easier to personalize. All I have to do is set up a Nurture campaign with my candidates and let it run.”
How Shopify used Lever Nurture to revolutionize sourcing
- Sarah Eastman, Recruiting Research Lead at Shopify
42%
doubled their candidate
response rate from 21% to
42% with Lever Nurture
3x
increased total headcount
from 550 to 1,900
employees
387
made 387 hires through
proactive sourcing, including
110 hard-to-fill roles
CASE STUDY

Sign up for a demo at: www.lever.co
and join these amazing companies on Lever!

Questions? Join our next webinar
David Nason
Strategic Global Talent Acquisition
Leader, Infor
“5 Strategies to Differentiate Your
Team and Win Over Technical Talent”
May 23rd, 1pm ET/10am PT
-
Lou Adler
CEO and Founder, The Adler
Group
@LouA
-

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