If you’re seeking to hire high-demand, passive candidates, you already know it’s no easy feat. Luckily for you, Lou Adler shares insights from his latest white paper and giving you the knowledge you need to approach and recruit high-demand professionals. 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. 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

2. 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

4. 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

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

6. 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

7. 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
Hiring Manager Shift: 1st Define Job Not the Person!
Top Candidate Shift: DOING & BECOMING vs. GETTING

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
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

9. Thinking Backwards
Are
You
in
a
Talent
Scarcity
of
Talent
Surplus
SituaCon?
HAVE GET BECOMEDO
Surplus – Weed Out the Weak – Active – Best Who Apply
Scarcity – Attract the Best – Passive – Raise the Talent Bar
Sourcing – Recruiting – Assessing – Closing
On-boarding – Performance Management
You Can’t Use a
Talent Surplus
Model in a Talent
Scarcity Situation!

10. Employee Satisfaction

11. Zone
1
Zone
2
Zone
3
Zone
4
Very ActiveTiptoersExplorersSuper Passive
Time
Growth
and
Impact
Career Zones & Job-seeking

12. Zone
1
Zone
2
Zone
3
Zone
4
Very ActiveTiptoersExplorersSuper Passive
Time
Growth
and
Impact
Career Zones & Job-seeking

13. Zone
1
Zone
2
Zone
3
Zone
4
Very ActiveTiptoersExplorersSuper Passive
Time
Growth
and
Impact
Extraordinary
Career
Move
Significant
Career
Move
Much
BeFer
Job
Somewhat
BeFer
Job
Career Zones & Job-seeking

14. Zone
1
Zone
2
Zone
3
Zone
4
Very ActiveTiptoersExplorersSuper Passive
Time
Growth
and
Impact
Extraordinary
Career
Move
Significant
Career
Move
Much
BeFer
Job
Somewhat
BeFer
Job
Career Zones & Job-seeking
20% - Ads30% - ERP50% - Networking

15. Zone
1
Zone
2
Zone
3
Zone
4
Very ActiveTiptoersExplorersSuper Passive
Time
Growth
and
Impact
Extraordinary
Career
Move
Significant
Career
Move
Much
BeFer
Job
Somewhat
BeFer
Job
Career Zones & Job-seeking
Shift to Steeper Part of the Career Zone Curve
20% - Ads30% - ERP50% - Networking

16. 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%

17. Shift from HAVING to DOING

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

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

20. 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.

21. 3D Dynamic 360° Networking
Mentors
Mentees
Co-workers
Advisors
Consultants
Vendors
Customers
LinkedIn
Groups
Nodes
Project
Managers
Project
Team
Members
Who knows my candidate?

22. Strangers
3rd Degree+
2nd Degree
Connections
1st Degree
ERP/HM
Groups
Nodes
You
The Value of Your Connectedness

23. 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

24. 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
Surplus
Strategy!
Scarcity
Strategy!

25. 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
Surplus
Strategy!
Scarcity
Strategy!

26. 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

27. 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
Cold calling 3rd degree
is
a
Rme-­‐waster.
Networking
is
beFer,
but
..
Ge[ng
warm,
pre-­‐
qualified
referrals
is
a
game-­‐changer!

28. 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

29. 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

30. 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?”

31. Recruiting Rule #1
Sell the
next step,
not the
job!
No – Maybe – Yes

32. 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:

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

34. 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!

35. 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
info@louadlergroup.com