As a LinkedIn Talent Solutions customer, you have the best sourcing tool on the planet. However, great technology is only half of the equation: The best companies combine it with cutting-edge sourcing strategies. In this webinar, Lou Alder shares his master sourcing tips/tricks. Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn

1. Lou Adler’s Master Class
May 28, 2014

2. Performance-based Hiringsm
Talent Rules!
LinkedIn Recruiter Master Course
for Recruiting Passive Candidates
Based on Lou Adler’s
Hire With Your Head and
The Essential Guide for Hiring & Getting Hired
Rev 614-A

4. Today’s Objectives
One
Developing a High-tech &
High-touch Passive
Candidate Recruiting
Strategy
Two
Use Performance-based
Hiring to Improve Your Ability
to Use LinkedIn Recruiter
Three
Emphasize the Networking
Capability of LinkedIn
Recruiter
Four
Learn How to Drive the Bus

5. Case Study Approach
Pick Important Job
Scarcity – Passive
Ask Questions
Big Challenges
Location - Comp
Hiring Manager
Problems w/Job
What’s the EVP?
Growth – Impact
Company – Mission
Alleviate Problems
Who Knows Person?
Team Members
Co-workers/Managers
Vendors/Customers

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

7. Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
HAVE GET BECOMEDO

8. Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
HAVE GET BECOMEDO
Surplus – Weed Out the Weak – Active – Best Who Apply

9. Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
HAVE GET BECOMEDO
Surplus – Weed Out the Weak – Active – Best Who Apply
Scarcity – Attract the Best – Passive – Raise the Talent Bar

10. Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
HAVE GET BECOMEDO
Surplus – Weed Out the Weak – Active – Best Who Apply
Scarcity – Attract the Best – Passive – Raise the Talent Bar
DO BECOME

11. Thinking Backwards Talent Strategy
Is there a surplus of the best people or scarcity?
HAVE GET BECOMEDO
Surplus – Weed Out the Weak – Active – Best Who Apply
Scarcity – Attract the Best – Passive – Raise the Talent Bar
DO BECOME
Hiring Manager Shift: 1st Define Job Not the Person!
Top Candidate Shift: DOING & BECOMING vs. GETTING

12. Surplus Silo vs. Scarcity System
An Expert System for Hiring Scarce, 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

13. Shift from HAVING to DOING

14. Shift from HAVING to DOING
This is not a job
description. It’s a
person description.

15. 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
This is not a job
description. It’s a
person description.

16. • 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

18. Be Very Clever at Boolean
Add “Achiever” terms to your search strings
Engineers: patents, whitepaper
Sales: club, rookie, 100%, quota
All: work-study, fellowship, speaker, board, coach,
advisor, mentor, promoted, led

19. Be Very Clever at Boolean
Add “Achiever” terms to your search strings
Engineers: patents, whitepaper
Sales: 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)

23. "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)

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

26. 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 Careers
Lead with EVP – The Future
Highlight the Present – DOING
De-emphasize Skills – HAVING
Minimize Admin – Apply or Chat

27. 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!

28. Strangers
3rd Degree+
2nd Degree
Connections
1st Degree
ERP/HM
Groups
Nodes
You
The Value of Your Connectedness
Think In-Out Referrals & Careers
vs. Out-In Strangers & Jobs

29. Strangers
3rd Degree+
2nd Degree
Connections
1st Degree
ERP/HM
Groups
Nodes
You
The Value of Your Connectedness
Think In-Out Referrals & Careers
vs. Out-In Strangers & Jobs
• 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?

30. Strangers
3rd Degree+
2nd Degree
Connections
1st Degree
ERP/HM
Groups
Nodes
You
The Value of Your Connectedness
Think In-Out Referrals & Careers
vs. Out-In Strangers & Jobs
• 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

31. The Value of Your Connectedness
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!

32. 3D Dynamic 360° Networking
Mentors
Mentees
Co-workers
Advisors
Consultants
Vendors
Customers
LinkedIn
Groups
Nodes
Project
Managers
Project
Team
Members
Who knows my candidate?

33. Navigating Your Network
Be Proactive
PERP, Hopscotch, and
Cherry-picking

40. Who do you know whose
looking?
Who’s the best person
you know in _____?
What do you think about
(name) for the ___ role?

41. Getting the Right People on the Bus
Driver  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

42. 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?”

43. Passive Candidate Objections
Company?
Title?
Location?
Not interested.
Happy where I
am.
I wished
you called
me sooner.
Can’t talk.
What’s the $$?
_________!

44. Basic Rule of Recruiting:
- to increase quality of hire and recruiter
productivity
Maximize Best Practices,
Minimize the Time Wasters!

45. 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!

46. 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
info@louadlergroup.co
m

47. 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 and
The Essential Guide for Hiring & Getting Hired
Rev 614-A

48. Zone 1 Zone 2 Zone 3 Zone 4
Very ActiveTiptoersExplorersSuper Passive
Time
GrowthandImpact
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

49. The Candidate Persona

50. Performance-based Job Description
SMARTe Objectives
• Specific
• Measurable
• Action oriented
• Results defined
• Time bound
• environment
Year 1
What’s the most important thing
this person needs to do to be best?
(B+ or Better)
Step-by-Step Process
What would a top person do first and
do well? Next? Next?
Evaluate – Plan – Organize – Execute
Convert HAVING to DOING
What does (skill or experience)
look like on the job?
Idea! Exercise
What’s the EVP
Why would top person who’s not
looking want this job?

51. Build a 360° Network Map

52. Build a 360° Network Map

53. Build a 360° Network Map
Position
• National sales manager
• Software developer
• Irish primary school
teachers
• Fracking engineer
• Financial analyst
• Logistics manager
• ____________________

54. 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.

55. 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

56. Thank you!
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