Lou Adler’s Master Class | Webcast

Lou Adler’s Master Class

May 28, 2014

Performance-based Hiringsm

Talent Rules!

LinkedIn Recruiter Master Coursefor Recruiting Passive Candidates

Based on Lou Adler’s

Hire With Your Head andThe Essential Guide for Hiring & Getting Hired

Rev 614-A

Today’s Objectives

OneDeveloping a High-tech & High-touch Passive Candidate Recruiting

Strategy

TwoUse Performance-based Hiring to Improve Your Ability to Use LinkedIn

Recruiter

ThreeEmphasize the

Networking Capability of LinkedIn Recruiter

FourLearn How to Drive the

Bus

Case Study Approach

Pick Important Job Scarcity – Passive

Ask Questions

Big ChallengesLocation - Comp Hiring ManagerProblems w/Job

What’s the EVP?Growth – Impact

Company – MissionAlleviate Problems

Who Knows Person?Team Members

Co-workers/ManagersVendors/Customers

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


HAVE GET BECOMEDO


HAVE GET BECOMEDO

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


HAVE GET BECOMEDO


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


HAVE GET BECOMEDO



X ? DO

BECOME


HAVE GET BECOMEDO



X ? DO

BECOME

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

Top Candidate Shift: DOING & BECOMING vs. GETTING

Surplus Silo vs. Scarcity System

An Expert System for Hiring Scarce, Top Talent

Performance ProfilesCareers, not Lateral Transfers

Talent-centric SourcingTarget the Best People

Evidence-based InterviewTwo Core Questions

Integrated RecruitingCareers vs. Compensation

Shift from HAVING to DOING


This is not a job description. It’s

a person description.


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.

• Reinvent cloud marketing

• Lead company marketing strategy

• Become the industry guru

• Develop new sales tools to overwhelm the competition

• Create ROI analytics• Lead development of

3-year product roadmap

Be Very Clever at Boolean

Add “Achiever” terms to your search strings

Engineers: patents, whitepaperSales: club, rookie, 100%, quota

All: work-study, fellowship, speaker, board, coach, advisor, mentor, promoted, led

Be Very Clever at Boolean

Add “Achiever” terms to your search strings

Engineers: patents, whitepaperSales: club, rookie, 100%, quota

All: work-study, fellowship, speaker, board, coach, advisor, mentor, promoted, led

Diversity Terms

Level (use NOT to eliminate positions you don’t want)Gender (pronouns in recommendations)Race (add HBCU names, groups, clubs)

"product marketing" ("beta gamma sigma" OR honor OR award) (consumer AND advertising) (software OR electronics) NOT (vice OR VP) (she OR her OR woman OR women)

"product marketing" ("beta gamma sigma" OR honor OR award) (consumer AND advertising) (software OR electronics) NOT (vice OR VP) (black OR hispanic)

Compelling Email to Prospects

• Compelling title• Capture intrinsic

motivator• Focus on what

person can do, learn, or become

• Describe impact• Add the EVP• Don’t apply!

Turn Jobs into CareersLead with EVP – The Future

Highlight the Present – DOINGDe-emphasize Skills – HAVINGMinimize Admin – Apply or Chat

Compelling Email to Prospects

• Compelling title• Capture intrinsic

motivator• Focus on what

person can do, learn, or become

• Describe impact• Add the EVP• Don’t apply!

Strangers

3rd Degree+

2nd Degree

Connections

1st DegreeERP/HM

GroupsNodes

You

The Value of Your Connectedness

Think In-Out Referrals & Careersvs. Out-In Strangers & Jobs

Strangers

3rd Degree+

2nd Degree

Connections

1st DegreeERP/HM

GroupsNodes

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?

Strangers

3rd Degree+

2nd Degree

Connections

1st DegreeERP/HM

GroupsNodes

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


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 Golden Rule of Passive Candidate

Recruiting

Calling the 3rd degree is a time-waster. Getting

warm, pre-qualified referrals is a game-

changer!

3D Dynamic 360° Networking

MentorsMentees

Co-workers

Advisors

Consultants

Vendors

Customers

LinkedInGroups

Nodes

Project Managers

Project Team

Members

Who knows my candidate?

Navigating Your NetworkBe Proactive

PERP, Hopscotch, and Cherry-picking

Who do you know whose looking?

Who’s the best person you know in _____?

What do you think about (name) for the ___ role?

X

Getting the Right People on the BusDriver Passenger

Backseat 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 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?”

Passive Candidate ObjectionsCompany?

Title?Location?

Not interested.

Happy where I am.

I wished you called me sooner.

Can’t talk.

What’s the $$?

_________!

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 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 June 6th

✔ Find out about our Proof of Concept program Budurl.com/

EGFHp3

[email protected]

Performance-based Hiringsm

Talent Rules!

LinkedIn Recruiter Master Course Part II- Networking - Defining the Ideal Candidate- Overcoming Objections- Taming Hiring Managers- Case Study Challenges

Based on Lou Adler’s

Hire With Your Head andThe Essential Guide for Hiring & Getting Hired

Rev 614-A

Zone 1 Zone 2 Zone 3 Zone 4

Very ActiveTiptoersExplorersSuper Passive

Time

Gro

wth

an

d I

mp

act

Extraordinary Career Move

Significant Career Move

Much Better Job

Somewhat Better Job

Career Zones & Job-seeking

Shift to Steeper Part of the Career Zone Curve

20% - Ads30% - ERP50% - Networking

The Candidate Persona

Performance-based Job Description SMARTe Objectives• Specific• Measurable• Action oriented• Results defined• Time bound• environment

Year 1What’s the most important thing

this person needs to do to be best? (B+ or Better)

Step-by-Step ProcessWhat would a top person do first and

do well? Next? Next?Evaluate – Plan – Organize – Execute

Convert HAVING to DOINGWhat does (skill or experience)

look like on the job?

Idea! ExerciseWhat’s the EVP

Why would top person who’s not looking want this job?

Build a 360° Network Map



Position• National sales manager• Software developer• Irish primary school

teachers• Fracking engineer• Financial analyst• Logistics manager• ____________________

That’s Exactly Why We Should Talk

There’s a cost to not look. Time is your most critical asset. There’s a trade-off between security vs. growth

Discuss Career Zones, Getting vs. Doing, and Strategy vs. Tactics

On the chance that the job I’m representing offers a significant career move, wouldn’t it make sense to talk 5-10 minutes?

Worst case, we can stay in touch, and network for

future opportunities.

Handling Objections – What’s $$?

Let’s be frank, if job doesn’t represent a career move the $$

are unimportant.

Before I get into the comp, I’d like to ask you a question…

Consider the best job you’ve ever had. Was satisfaction due to job or comp?

On the chance that the job I’m representing maximizes satisfaction and comp, wouldn’t it make sense to talk 5-10 minutes?

• Reframe the question• Don’t sell the job, sell the

next step• Anticipate the concern

and include it in your opening question

• Only ask “yes” questions

Thank you!

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Lou Adler’s Master Class | Webcast