From SourceIn New York, Lou Adler shares how recruiters can change their sourcing strategy to find high quality talent for clients. Learn more about LinkedIn Talent Solutions for recruitment firms: http://linkd.in/1iTsTH5 Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT Tweet with us: http://bit.ly/HireOnLinkedIn

1. Performance-based Hiring
Unconventional Recruiting Strategies for Finding the
Most Talented, Fully-Employed, High-demand
Candidates on the Planet & Grow Your Business, Too
Based
on
Lou
Adler’s
Hire
With
Your
Head
and
The
Essen2al
Guide
for
Hiring
&
Ge8ng
Hired
Rev
614-­‐A
budurl.com/EGFHp3

2. Today’s Objectives
The Big Ones
Some different ideas on
becoming a better recruiter
and growing your business
Almost as Big
Benchmark how best people
find jobs and how to find
and recruit them
Slow Dancing Tactics
Use LinkedIn Recruiter to
convert strangers into pre-
qualified referrals
Putting it All Together
Use Performance-based
Hiring to grow your staffing
firm

4. JOLTs
Report
through
April
2014
U.S.
Unique
Job
Opening
–
DOL
Opportunity
awaits!

5. Benchmark Best Practices
Differentiate on Process, not Price
Performance Profiles
Careers, not Lateral Transfers
Talent-centric Sourcing
Target the Best People
Evidence-based Interview
Two Core Questions
Integrated Recruiting
Careers vs. Compensation

6. Thinking
Backwards
Talent
Strategy
For
jobs
with
fees,
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

7. Thinking Backwards
Are
You
in
a
Talent
Scarcity
of
Talent
Surplus
SituaKon?
HAVE GET BECOMEDO
Surplus – Weed Out the Weak – Active – Best Who Apply
Scarcity – Attract the Best – Passive – Raise the Talent Bar
Sourcing – Recruiting – Assessing – Closing
On-boarding – Performance Management
You Can’t Use a Talent
Surplus Model in a Talent
Scarcity Situation!
Why not make this your
differentiator?

8. Zone
1
Zone
2
Zone
3
Zone
4
Very ActiveTiptoersExplorersSuper Passive
Time
Growth
and
Impact
Extraordinary
Career
Move
Significant
Career
Move
Much
BePer
Job
Somewhat
BePer
Job
How Do Best People Look?
Shift to Steeper Part of the Career Zone Curve
20% - Ads30% - Email50% - Networking
Use
Career
Zones
to
PosiKon
Your
Candidate

9. Shift from HAVING to DOING

10. 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.

11. 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.
Business
Development
Idea
Prepare a
complimentary
performance-based
job description to
demonstrate your
expertise

12. Think Referrals: 360° Networking
Mentors
Mentees
Co-workers
Advisors
Consultants
Vendors
Customers
LinkedIn
Groups
Nodes
Project
Managers
Project
Team
Members
“Who is” or “Who knows” my candidate?

13. Strangers
3rd Degree+
2nd Degree
Connections
1st Degree
ERP/HM
Groups
Nodes
You
What’s Your Talent Strategy?
In-Out Referrals, Offer Careers
or Out-In Strangers, Offer 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
Transactional,
Lower Fees,
Speed
Strategy!
Discovery,
Higher Fees,
Quality
Strategy!

14. What’s Your Talent Strategy?
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 100X Golden Rule
of Passive Candidate
Recruiting
Cold calling 3rd degree
is
a
Rme-­‐waster.
Networking
is
bePer,
but
..
GeVng
warm,
pre-­‐
qualified
referrals
is
a
game-­‐changer!

15. Getting the Right People on the Bus
Driver è Passenger è
Backseat è 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 è get referrals
Applicant Control

16. Getting the Right People on the Bus
Driver è Passenger è
Backseat è 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 è get referrals
S L O W Dancing

17. 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?”

18. Slow Dance, but Lead
Sell the
next step,
not the
job!
No – Maybe – Yes

19. 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
100X è quality and effectiveness
✔ Don’t take “NO” for an answer
✔ Drive the bus: Slow dance, from the
first stop to the final destination!

20. Build Your Business – Be Different
Performance Profiles
DOING vs. HAVING
Talent-centric Sourcing
Target the Best People 50/30/20
Evidence-based Interview
Assess, Recruit, Defend!
Integrated Recruiting
Careers vs. Compensation
Differentiate on Process & Quality, not Price

21. Build Your Business – Be Different
Differentiate on Process & Quality, not Price
Next Steps -
✔ Become Performance-based
Hiring Certified, next session
starts 7/2
✔ Biz Dev: invite a client to our
next Recruiter & Hiring
Manager intro to
Performance-based Hiring
webcast on 6/24
✔ info@louadlergroup.com