©2008. All Rights Reserved. The Adler Group, Inc. Irvine, CA 888-878-1388www.adlerconcepts.com [email protected]
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
Performance-based HiringA System for Hiring Top Talent
Sourcing 2009 and Beyond
Based on Lou Adler’s
Hire With Your HeadJohn Wiley & Sons, 2007
©2008. All Rights Reserved. The Adler Group, Inc.
www.adlerconcepts.com
Overview/Agenda
• What is Performance-based Hiring?
• Gaining a Competitive Sourcing Advantage
• Developing an Early-bird Sourcing Strategy
• Sourcing Tips and Tactics for 2010 and Beyond
Page 1
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
The Science of Recruiting
Performance ProfilesRecruiters Must Know the Job!
Talent‐centric SourcingBe an SME and Psychologist!
Evidence‐based InterviewRecruit, Assess & Defend!
Integrated RecruitingDon’t Sell. Buy Instead!
Partner and Career Advisor
Who Are You Targeting?
Takeover the Rebuilding of
Philly’s Inner City
Page 2
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
The Early-bird Strategy
EXPLORERS TIPTOERS NETWORKERSGOOGLERS
HUNTERS & POSTERS
Create Pool Selection Criteria1. Work/projects2. Stretch3. Growth4. Comp5. Manager/Team6. Culture7. Work/Life8. Security9. Benefits10.Long-term Comp
Key Sourcing ConceptsBe called 1st! – Be found 1st!Allow for those “Just looking” Don’t sell the job, sell next step
Early-bird “Day One” Strategy
Page 3
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
Quick Tips – Sourcing the Best
• Handling Common Concerns– Not interested
– Show me the money
• Approaching Passive Candidates– Applicant control
– The rules of engagement
• Find them first & fast and sell them slow
Hi-tech/Hi-touch Early-bird Strategy
• Great recruiters & involved managers• Career opportunity focus – networking!Explorers
• Call Me First!• Develop deep networksTiptoers
• Be Found First!• Compelling and SEO’d advertisingGooglers
• Call Me 2nd! Proactive ERP• Social media and “Open door policy”Networkers
• Stay in touch! Nurtured resume database• Direct, engaging email response Posters
Page 4
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
Know the Person
Ideal
Candidate
Direct & Indirect
Competitors
Groups
Diversity
Terms
Keywords
Alternative & Generic
Titles
Recognition Terms
AlternativeSearch Terms
Unusual Linking Terms
Know the Job
Multi-stakeholder
Job Analysis
HR/ODBehaviors
Competency
Comp
Skills
Experience
Hiring Team
Fit
Hiring Manager
Results
Do it!Manager’s
BossPotential
RecruiterScreen
Sell
Sourcer Find
Attract
Top Candidate
Growth
Impact
Page 5
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
Which Job Do You Want?
O.G.S.K.S(aka Optics Geeks Seeking
Kindred Spirits)
Seeking: Low maintenance, high performing, mellow optics geek to (to join our existing team of beloved and self-proclaimed optics geeks) with a knack for solving freakishly difficult EOIR stabilization puzzles, a positive customer service mentality, desiring continual learning & crazy wicked growth opportunities.
Optics EngineerJob Code: semi20008 Hours/Week: 40 hrs/weekJob Category: Engineering Salary Range: DOE / OpenLocation: Santa Clara, CA Education: BachelorsPosition Type: Full-Time, Employee
Requirements:• Willing to author technical writings.• Adhere to strict confidentiality and proprietary practices and
policies.• Must have proven optical design and algorithm skills.• Programming experience using Matlab, C++, or equivalent.• Lens design experience using Zemax or equivalent lens design
software.• Strong aptitude in the following:
1) physical optics2) optical system modeling3) tolerancing and optical analysis4) signal processing5) years of optical and lens design experience
Advertising
• Be found 1st!
• Target Googlers
• Reverse engineering
• Become “req-less”
• Aggregators
• SEM/SEO/CRM
• JIT inventory
O.G.S.K.S(aka Optics Geeks Seeking
Kindred Spirits)
Seeking: Low maintenance, high performing, mellow optics geek to (to join our existing team of beloved and self-proclaimed optics geeks) with a knack for solving freakishly difficult EOIR stabilization puzzles, a positive customer service mentality, desiring continual learning & crazy wicked growth opportunities.
Page 6
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
Talent Hubs – The Next Gen
• Micro site – few pages
• Group jobs by class
• Compelling warm-up
• Created quickly
• Easier to find – SEO’d
• No disqualifiers
• Less reporting
• Collect resumes or drive to specific jobs
• Better matching needs and requirements
Page 7
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
Find Those Who Know the Person
Target
Prospect
Direct Co-
workers
Vendors
Customer
Social
Industry
AssocAlumni
Groups
Indirect Co-
workers
Industry Experts
100:1 vs. 10:1
• Cold call = 100:1
• Warm call = 25:1
• Pre-qualified warm call = 10:1
• Secrets of passive candidate recruiting– Follow the 80/20 rule for passive
– Only call worthy prospects: a potential candidate or a person who knows one
Page 8
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
The LinkedIn Cherry Picker Networking
TechniqueUse for ERP and Close
Connections
The LinkedIn Cherry Picker Networking
TechniqueUse for ERP and Close
Connections
The Basic Network Call
• Networking call disguised as recruiting call
• Ask 99% question
• Don’t sell the job!
• Get the candidate to talk 1st!
• Get names of people who aren’t looking!
Would you be open to explore a new career opportunity if it was clearly superior to what you’re doing today?
Page 9
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
The ZoomInfo JobCast System
Messages Need to Tie to Target Audience!
The ZoomInfo JobCast System
Messages Need to Tie to Target Audience!
Developing a Sourcing Strategy
0 10 20 30 40 50 60
Traditional Postings
Compelling Ads
Aggregators
Reverse Engineering
Talent Hubs & SEM
Leveraged ERP
Proactive Networking
Stockpiling
External Recruiters
Relative Efficiency, Cost and Impact
Page 10
Sourcing 2009 & Beyond
© 2009. The Adler Group, Inc. www.adlerconcepts.com
Short- and Long-Term Tactics
• Target Googlers: “jobs”– Feb ‘09: 5.4 mm/day
– Jan ’09: 4.9 mm/day
– Sep ‘08: 3.6 mm/day
• Implement “safety net” for less actives
• “Req-less” Sourcing
• Use “Big Targets”
• Consumer Marketing– Innovation
– SEM & Advertising
• Stockpile talent
• Proactive & expanded ERP
• Work to get to the top of Indeed, SimplyHired searches!
Summary and Next Steps
• Join Lou’s blog: recruiterswall.com
• Calculate your sourcing efficiency: [email protected]
• Email & LinkedIn: [email protected]
• Participate in our recruiter benchmark program: [email protected]
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