Hiring Great People Starts with a Great Job and a Skilled Recruiter
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Transcript of Hiring Great People Starts with a Great Job and a Skilled Recruiter
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Performance-based Hiring
Hiring Great People Starts with a
Great Job and a Skilled Recruiter
January 31, 2017
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Welcome to
“Hiring Great People Starts with a Great Job and a Skilled Recruiter”
The webcast will start momentarily.
Grow your business with LinkedIn Talent Solutions
ADVERTISE your open jobs
with
Work With Us Ads
2
BUILDyour brand
with
Career Pages
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POSTyour jobs
with
Job Slots
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FINDtop candidates
with
Recruiter
1
Request a demo and further explore Talent Solutions
http://bit.ly/ContactTalentSolutions
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Hi! It’s nice to meet you.
#hiretowin
Lou AdlerCEO and Creator of
Performance Based Hiring
The Adler Group, Inc.
Performancebasedhiring.com
Lou Adler is the CEO and founder of The Adler Group – a training and search firm helping companies implement Performance-based Hiring . ℠
Adler is the author of the Amazon top-10 best-seller, Hire With Your Head (John Wiley & Sons, 3rd Edition, 2007). His most recent book has just been published, The Essential Guide for Hiring & Getting Hired (Workbench, 2013). He is also the author of the award-winning Nightingale-Conant audio program, Talent Rules! Using Performance-based Hiring to Build Great Teams (2007).
Adler holds an MBA from the University of California in Los Angeles and a BS in Mechanical Engineering from Clarkson University in New York.
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Today’s session
Stop spending too much time in 2017 weeding out weak job candidates and instead, use the right tactics to “attracting” the best. By using a “less-is-more” high-touch recruiting strategy, you’ll improve quality of hire and also complete searches faster and at lower cost.
①Use a marketing campaign approach to achieve a 75% passive candidate response rate
②Recruit the best hire with just 20 pre-selected passive candidates
③Get every passive candidate to say “Yes!” to your offer
④Use 5 metrics that will forever change how you recruit passive candidates
#hiretowin
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Shifting your recruiting mindset
#hiretowin
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6#hiretowin
Stop weeding out the weak. Start attracting the best
HOPE a good person
gets on the bus
PUTgood people on
the bus
GREAT JOB GREAT HIRE
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Pivot to a “less is more” high-touch strategyto improve quality of hire, search faster, and save on cost
#hiretowin
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Sourcing in the Entire Talent MarketThe 40/40/20 Small Batch High Touch Plan
8#hiretowin
4 – Referred, Passive, Performance Qualified and Career Move
3 – Direct Sourced, Passive, Performance Qualified and Career Move
2 – Direct Sourced, Active and Skills Qualified
1 – Active and Skills Qualified
40%
40%
20%
PUTgood people on the bus
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9#hiretowin
Surplus vs. Scarcity Strategy
GREAT JOB GREAT HIRE
HAVE GET BECOMEDO
Surplus – Weed Out the Weak – Active – Best Who Apply
Scarcity – Attract the Best – Passive – Raise the Talent Bar
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10#hiretowin
Why would a top person want this?
GREAT JOB GREAT HIRE
EVPBecomingFuture StrategicIntrinsic
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Pivot to a “less is more” high-touch strategyto improve quality of hire, search faster, and save on cost
#hiretowin
3
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12#hiretowin
GREAT JOB GREAT HIRE
Small Batch Sourcing Requires High Response Rates
Email2 PERP Text & Social
Phone
Hiring Manager
Meet Ups
Just Lunch
Networking
Small Batch Sourcing Requires High Response Rates
>50%
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13
GREAT JOB GREAT HIRE
Small Batch Sourcing Requires High Response Rates
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GREAT JOB GREAT HIRE
Small Batch Sourcing Requires High Response Rates
Flight Nurses – Helping
Save Lives Everyday
Prepare whitepapers in any color you want
Use Your CPA and See the World!
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15
GREAT JOB GREAT HIRE
Small Batch Sourcing Requires High Response Rates
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Get candidates to say “Yes!”How to get every passive candidate to accept your offer
#hiretowin
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18#hiretowin
Recruiting Rule #1 – No Nos!
GREAT JOB GREAT HIRE
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19#hiretowin
Recruiting Rule #1 – No Nos!
GREAT JOB GREAT HIRE
No NOs!
Getting to “Yes!"
PUTgood people on
the bus
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5 Recruiting metrics
#hiretowin
5
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21#hiretowin
5 Recruiting Metrics
GREAT JOB GREAT HIRE
No NOs!
Getting to “Yes!"
PUTgood people on
the bus
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Summary / Q&A
• The Right Strategy – Scarcity of Talent
• “Small Batch” “High Touch”• Put the Right People on the Bus
• Sell the Ride, Not the Destination
• Control the Conversation• Offer 30% Career Move• Metrics Matter
Next Steps
1.Audit Recruiter or Hiring Manager course2.Conduct A vs. B evaluation3.Set up a personal review of Performance-based Hiring 4.Prepare a performance-based job description with a team of hiring managers info@performancebasedhiring
.com Performancebasedhiring.com
GREAT JOB GREAT HIRE
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LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more.
Call 855-655-5653
or visit http://bit.ly/
ContactTalentSolutions
Let’s connect!
#hiretowin
Lou AdlerCEO and Creator of
Performance Based Hiring
The Adler Group, Inc.
Performancebasedhiring.com
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