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Proactive networking: How to use connections to reel in the big fish | Talent Connect 2017
The document discusses proactive networking strategies for recruiting top talent, emphasizing the importance of leveraging connections rather than treating platforms like LinkedIn as mere databases. It highlights the differences between the job market and career market, recommending a relational approach that focuses on performance and career opportunities. Additionally, it outlines steps for engaging hiring managers and ensuring quality hires through a structured process.
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Proactive networking: How to use connections to reel in the big fish | Talent Connect 2017
- 1. Proactive Networking: Howto Use Connections to Reel in the Big Fish Lou Adler Founder, Performance-based Hiring
- 2. Jeff Weiner Chief ExecutiveOfficer Lou Adler 1978 Rookie Recruiter Lou Adler 2017 Founder, Performance-based Hiring Proactive Networking: How to Use Connections to Reel in the Big Fish
- 3. 40 Years andCounting Have you won the war for talent, yet?
- 5. Why would atop person want this job? Who knows the ideal candidate? Would you be open to chat? 4 Questions You Must Ask When Hiring What does the person need to do? © 2017. All Rights Reserved. Performancebasedhiring.com
- 6.
- 7. 20% Job Market 80% Career Market Total Talent Market Surplusor Scarcity? You can’t use a surplus of talent model when a surplus of talent doesn’t exist!
- 8. 20% Efficiency Laterals Hi-Tech 80% Quality of Hire CareerGrowth Small Batch Hi-Touch Total Talent Market
- 9. 20% Efficiency Laterals Hi-tech 80% Quality of Hire CareerGrowth Small Batch Hi-Touch Total Talent Market 20 Million Applications 200,000 Hires = 1%
- 10. Magic: Fish Wherethe Big Fish Hang Out!
- 11. 3rd Degree + Strangers 2ndDegree Weak Connections 1st Degree LinkedIn is a structured social network. Too many recruiters think it’s a database of 550 million strangers. In a structured social network, you’re only two degrees of separation away from a top tier passive candidate. You Your Connections Acquaintances 3rd Degree Plus All Strangers 2nd Degree Semi-Acquaintances Magic: Convert Strangers into Acquaintances New © 2017. All Rights Reserved. The Adler Group, Inc. You
- 12. 3rd Degree + Strangers 2ndDegree Weak Connections 1st Degree LinkedIn is a structured social network. Too many recruiters think it’s a database of 550 million strangers. In a structured social network, you’re only two degrees of separation away from a top tier passive candidate. You Your Connections Acquaintances 3rd Degree Plus All Strangers 2nd Degree Semi-Acquaintances Magic: Convert Strangers into Acquaintances You © 2017. All Rights Reserved. The Adler Group, Inc. Job Market: With strangers the focus is on skills, experiences and lateral transfers. Transactional, box-checking process. Career Market: With acquaintances and weak connections the focus is on performance and career opportunity. Open and slower evaluation process.
- 13. Vendors Groups Peers Advisors Consultants Customers Bosses Subordinates Project Teams Academic Who knowsmy ideal candidate? Who works with…? Plant Manager National Sales Manager Controller Irish Primary School Teachers HVAC Design Engineers CEO for Cool Start-up
- 14. Vendors Groups Peers Advisors Consultants Customers Bosses Subordinates Project Teams Academic Who knowsmy ideal candidate? Who works with…? ?
- 15. Recruiter’s Gold –Great Referrals 3rd Degree + Strangers 2nd Degree Weak Connections 1st Degree You GOLD STAR REFERRAL - They call you back. - Natural conversation. - They’re qualified. - Ask the “100% Yes” question. - Convert $$ into career move. - Get more referrals!
- 16. Recruiter’s Gold –Great Referrals 3rd Degree + Strangers 2nd Degree Weak Connections 1st Degree You
- 17. Engaging the HiringManager in the High Touch Process Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Define Career Move DOING and BECOMING Conduct Exploratory Phone Screen Establishes career move Lead Interview Process Interview – Panel – Offsite Review the Short List Ensure recruiter is on the right path Invite Onsite Converts passive prospect into a serious candidate Measure Quality of Hire Performance – Fit – Motivation Step 7 Step 8 Trial Close and Offer Don’t make offer until 100% sure it will be accepted Post-offer Contact Welcome call and request collaboration on project
- 18.
- 19. Hiring Great People. It’sMagical!