Lou Adler's Talent Acquisition Strategies for the Fully-Employed | Webcast

Performance-based Hiring

Recruiting Strategies for The Hardcore, Fully Employed, Hottest Candidates on the Planet

Based on Lou Adler’s

Hire With Your Head and The Essen2al Guide for Hiring & Ge8ng Hired

Rev 614-‐A

budurl.com/EGFHp3

Today’s Objectives

One Results of Study on How Job Satisfaction Drives Job-Seeking Behavior

Two Developing a High-tech &

High-touch Passive Candidate Recruiting

Strategy

Three Emphasize the Networking

Capability of LinkedIn Recruiter�

Four Use Performance-based

Hiring to Build Your Staffing Business

Performance-based Hiring Process

A Business Process for Hiring Top Talent

Performance Profiles Careers, not Lateral Transfers

Talent-centric Sourcing Target the Best People

Evidence-based Interview Two Core Questions

Integrated Recruiting Careers vs. Compensation

Thinking Backwards Talent Strategy Is there a surplus of the best people or scarcity?

HAVE GET BECOME DO


HAVE GET BECOME DO

Surplus – Weed Out the Weak – Active – Best Who Apply


HAVE GET BECOME DO


Scarcity – Attract the Best – Passive – Raise the Talent Bar

Hiring Manager Shift: 1st Define Job Not the Person!

Top Candidate Shift: DOING & BECOMING vs. GETTING


HAVE GET BECOME DO



DO BECOME

Hiring Manager Shift: 1st Define Job Not the Person!

Top Candidate Shift: DOING & BECOMING vs. GETTING

Thinking Backwards Are You in a Talent Scarcity of Talent Surplus SituaCon?

HAVE GET BECOME DO



Sourcing – Recruiting – Assessing – Closing On-boarding – Performance Management

You Can’t Use a Talent Surplus

Model in a Talent Scarcity Situation!

Employee Satisfaction

Zone 1 Zone 2 Zone 3 Zone 4

Very Active Tiptoers Explorers Super Passive

Time

Growth and

Impa

ct

Career Zones & Job-seeking



Time

Growth and

Impa

ct




Time

Growth and

Impa

ct

Extraordinary Career Move

Significant Career Move

Much BeFer Job

Somewhat BeFer Job




Time

Growth and

Impa

ct



Much BeFer Job

Somewhat BeFer Job

Career Zones & Job-seeking 20% - Ads 30% - ERP 50% - Networking



Time

Growth and

Impa

ct



Much BeFer Job

Somewhat BeFer Job


Shift to Steeper Part of the Career Zone Curve

20% - Ads 30% - ERP 50% - Networking

Satisfaction by Career Zone

45%

9% 4% 1%

44%

53%

29% 19%

4%

3%

16%

21%

25%

25%

8% 22%

46% 55%

72%

Very saRsfied Somewhat saRsfied

Neither saRsfied nor dissaRsfied

Somewhat dissaRsfied

Very dissaRsfied

Zone 1 -‐ Passive Zone 2 -‐ Explorers Zone 3 -‐ Tiptoers Zone 4 -‐ AcRve

38% 41% 9% 9% 3%

Shift from HAVING to DOING


This is not a job description. It’s a

person description.�




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



3D Dynamic 360° Networking

Mentors Mentees

Co-workers

Advisors Consultants

Vendors Customers

LinkedIn Groups

Nodes Project

Managers

Project Team

Members

Who knows my candidate?

Strangers

3rd Degree+

2nd Degree

Connections

1st Degree ERP/HM

Groups Nodes

You

The Value of Your Connectedness

Strangers

3rd Degree+

2nd Degree

Connections

1st Degree ERP/HM

Groups Nodes

You


Think In-Out Referrals & Careers vs. Out-In Strangers & Jobs

Strangers

3rd Degree+

2nd Degree

Connections

1st Degree ERP/HM

Groups Nodes

You



Surplus Strategy!

Scarcity Strategy!

Strangers

3rd Degree+

2nd Degree

Connections

1st Degree ERP/HM

Groups Nodes

You



•  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

Surplus Strategy!

Scarcity Strategy!





The Golden Rule of Passive Candidate

Recruiting

Cold calling 3rd degree is a Rme-‐waster.

Networking is beFer, but ..

Ge[ng warm, pre-‐qualified referrals is a

game-‐changer!

Getting the Right People on the Bus In fact, leaders of companies that go from good to great start not with “where” but with “who.” They start by ge8ng the right people on the bus, the wrong people off the bus, and the right people in the right seats. Jim Collins Good to Great

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

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?”

Recruiting Rule #1

Sell the next step,

not the job!

No – Maybe – Yes

Here’s what we know: -  The best get their jobs via networking -  The best want career moves -  The best move slower -  Everyone asks about what they get until

they know what they can do and become -  The best are in a talent scarcity situation -  Too many recruiters screen on skills and

getting -  Too many managers don’t know the job So given this, here’s what you need to do:

Basic Rule of Recruiting: - to increase quality of hire and recruiter productivity Maximize Best Practices,

Minimize the Time Wasters!

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 5X

è quality and effectiveness ✔  Don’t take “NO” for an answer ✔  Drive the bus: from the first stop to

the final destination!

Next Steps - ✔  Become Performance-

based Hiring Certified ✔  Talent leaders are

invited to audit Mod 1 of online workshop July 2nd

✔  Find out about our advocacy program Budurl.com/EGFHp3

[email protected]