Jobvite Webcast: Sourcing - Got Networks, Nodes and Hotspots?

The 6Cs of Passive Candidate Recruiting ‐ Connections

©2011 All Rights Reserved The Adler Group, Inc. www.adlerconcepts.com [email protected]

Handout: budurl.com/6Cs825HO

Based on Lou Adler’s

Hire With Your Head(John Wiley & Sons, 2007)(

©2011. All Rights Reserved. The Adler Group, Inc.

www.adlerconcepts.com

Rev 811

Performance-based HiringThe Official Rules for Hiring Top Talent

The 6Cs of Passive Candidate Recruiting – Connecting

Performance-based HiringThe Official Rules for Hiring Top Talent

The 6Cs of Passive Candidate Recruiting – Connecting

• 360° Dynamic Connections

Recruiting Passive Candidates

• The 6Cs PLUS One

• Surplus vs. Scarcity Hiring Model

• Advanced Networking

• Implementation & Next Steps

The 6Cs and the Importance of Connecting

Topic 1

Topic 2

Topic 3

Topic 4

Topic 5




Recruiting Passive CandidatesRecruiting Passive Candidates

The 6Cs +1


Comparing 6Cs by RecruiterComparing 6Cs by Recruiter

0%

10%

20%

30%

40%

50%

60%

70%

80%

Compelling Control Career Conviction Connections Closing

6Cs Ranked Most Important or Essential

Corp

Agency

Retained



Top Talent WorkflowTop Talent WorkflowActive Candidate

Search EngineExternal RecruiterConnecting ‐ ERP

Talent PoolOutbound CRMConnecting ‐ ERP

Passive ProspectLinkedIn – Name Gen Outbound MessageRecruiter Network

Auto ERP Connection

Criteria to EngageTitle – CompanyCompensationLocation – Job

Criteria to AcceptCareer Opportunity

Job & ImpactHiring Manager – Team

Comp – Work/LifeCompany/Culture/Mission

Do your job postings & messages

describe career moves or lateral

transfers?

Do your have a formal process to “bridge the

gap” between Engagement & Acceptance?

Is your internal hiring process based on a “scarcity of talent”

model or a “surplus of candidates” model?

Hub & Spoke vs. Point to PointHub & Spoke vs. Point to Point

Think Beyond Peer-to-Peer!Think Beyond Peer-to-Peer!



Inside-Outside Connecting Inside-Outside Connecting

Inside-Out- ERP2: start with open job and find people through your employee’s connections

Outside-In: job hunters looking for employees to refer them

3D Dynamic 360° Networking EXERCISE

LinkedIn

& Groups

Advisors

Consultants

Vendors

Customers

Mentors

Mentees

Nodes

Project Managers

Project Team

Members

Who knows my candidate?



ERP: Connections

ERP2: Automated Connections

PERP2: Proactive Targeted Automated Best Connections

PERP: Proactive Targeted Best Connections



Navigating the NetworkInside-Out

PERP, Hopscotch and Cherry Picking

Navigating the NetworkInside-Out

PERP, Hopscotch and Cherry Picking

Who in Your Company is Worth PERPing?

Who in Your Company is Worth PERPing?



The Basic Network CallThe Basic Network Call

• Recruit 1st, Network 2nd

• Vague title

• Ask 99% question

• Get candidate to talk 1st

• Overcome objections

• Engage 5-10 minutes

• Get names & org charts of people who aren’t looking!

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?

Connecting & ControlConnecting & Control

• Establish “conditional” leverage with opening pitch– Don’t lose leverage– Be vague about title– Must only give job pitch

AFTER profile

• Decide if you should network or recruit in the first 5-10 minutes

• Connect on LinkedIn and Cherry-Pick



Next – “OWN” the 6Cs PLUS 1

- Quickie Audit Review of 6Cs +1

- Attend Recruiter Boot Camp

- Sneak Peek – Aug 26th

- LIVE: Toronto , New York City, D.C.

- ONLINE: Monthly, four 2-hr modules

- Full-year “All You Can Take” Training

- Interactive 24/7 Learning Center

- Hiring Manager Taming Course

June 22, 2011

Lou – It was terrific bumping into you today at LinkedIn. The training you conducted for my leaders at Yahoo had a tremendously positive impact on the quality of our hires. I am often lending your "One-Question Interview" CD to others and recommending your book, "Hire With Your Head." LinkedIn would greatly benefit from your teaching. Please let me know if there is anything I can do to endorse or otherwise progress your engagement with LinkedIn.

Cheers!

GA - Engineering Director

LinkedIn

Next Steps – [email protected] Steps – [email protected]

Next – “OWN” the 6Cs PLUS 1

- Quickie Audit Review of 6Cs +1

- Attend Recruiter Boot Camp

- Sneak Peek – Aug 26th

- LIVE: Toronto , New York City, D.C.

- ONLINE: Monthly, four 2-hr modules

- Full-year “All You Can Take” Training

- Interactive 24/7 Learning Center

- Hiring Manager Taming Course

Next Steps – [email protected] Steps – [email protected]



Connecting with Talent on the Social Web

viral

social

recruiting

real-time

recruiting

intelligence

live

social

CRM

collaborative

applicant

tracking

The Recruiting Platform for the Social Web



Targeted social recruitingLive, social CRM

Making connectionson the social web

Fast, easy sourcing

What’s a Jobvite?



Faster, Easier Sourcing

Targeted Campaigns

Recruiter CRM

Bring together leads from all sourcing activities, then engage and communicate with your talent pool.

Jobvite does the hard work for you by surfacing relevant passive candidates from profile data on the web.

Match jobs to all relevant contacts at once – and improve response rates with targeted messages.

Facebook App for Recruiting

Seamless Social RecruitingThe easiest way to get the word out. Target and track talent across every popular social platform in seconds.

Get more high quality referrals by making it a breeze for everyone in your company to refer friends and contacts.

Tap into the reach of Facebook by automatically sharing open jobs at your company with fans and friends.

Viral Employee Referrals



Powerful Analytics

Automated Publishing

Convert visitors into candidates with an engaging, social career site and inviting application process.

One intuitive platform integrates all your job promotion activities and metrics wherever they are on the web.

Personalized dashboards give everyone they need – real-time insights into what works.

Recruitment Marketing

Jobvite drives referral hiring

26%28%

33%

average referral hire = 22%

Increased Referral Hiring

Referrals as source of hire

1 YR 2 YR 3 YR

Higher Quality Candidates

Percent of applicants hired

1%

10%

all applicants

referralapplicants



twitter.com/jobvite

facebook.com/jobvite

linkedin.com/company/jobvite

www.jobvite.com

Technology

Jobvite Webcast: Sourcing - Got Networks, Nodes and Hotspots?