lou adler & linkedin master class: inmail tactics to recruit passive candidates
TRANSCRIPT
Recruiting Master Class
Part 1: Converting Jobs into Careers - Controlling the Intake Session
Part 2: Sourcing Strategy & Out-of-the-box Boolean
Part 3: Effective Candidate Outreach Through InMails & Calls
Lou Adler &
#hiretowin
Recruit at the Top of the Funneltm
©2015 All Rights ReservedThe Adler Group, Inc.
Max QoH MetricsCandidates/Hire
Sourcing Mix1st Contact Yield
SCARCITY
#hiretowin
HireNot Hire
The Total Talent Market
100-200XNot Apply
Passive Performance
Qualified50-100X
Not Apply – Active Performance
Qualified20-40X
Not ApplyActive & Passive SE Qual
Weed Out Skills, Experience, Assess Boolean & Emails Referrals Skilled Recruiters & Managers
Cost–Many–Lateral Jobs-Transactional Consultative–ROI–Few–Quality-Careers
Recruiting at the Top of the Funnelsm
X20-50X Apply
Not Hire SE Qual
Maximum
Quality of Hire
ApplySE Q
To Maximize Quality of HireFit Job to Person – Not Force-fit Person to Job
#hiretowin
Positive Motivators: Going-Toward Strategy
Negative Motivators: Going-Away Strategy
IntrinsicLong-termStrategic
Core
ExtrinsicShort-term
TacticalSurface
Getting – Day 1Compensation MaxShort-term Rewards
Convenience Big Title - Big Brand
Benefits
Doing – Year 1Career Maximization
Learn – Do – BecomeStability – Balance
Team – Hiring ManagerCompany or Mission
Going NowhereSlow Career Growth
Work Mix UnsatisfyingTeam/Boss ChallengesMission not Important
Cultural Misfit
The Daily GrindLow Salary, Benefits
Issues with BossInconvenient
Economic NeedOverworked
© 2014. All Rights Reserved. The Adler Group, Inc.
Job seeker’s decision grid
GETTING & HAVING DOING & BECOMING
#hiretowin
InMail strategy - do’s and don’ts
Don’t Do This -
• Be Boring!• List Any “Must
Haves”• Push to “Apply”• Use Hyperbole• Be Generic, Vague• Oversell the Brand• Regurgitate Posting
Do These Things, Instead
• Integrate with Talent Strategy• Write to Your Audience• Tell Stories• Relevant, Compelling Subject• Intrinsic Motivator – First Line• Highlight EVP• Focus: Do, Learn, Become• Customize & Brand Job• Connect Job to Bigger Goal• Dance the 2-Step• Drive to Engage, Not Apply• Go Viral
#hiretowin
Flight Nurses –
Helping Save
Lives Everyday
The importance of messaging
Take over the Rebuilding of Philly’s
Inner City
Prepare
whitepapers
in any color
you want
Use Your CPA and See the
World!
What’s the EVP? Capture intrinsic motivator
Do, Learn, Become
Describe impact Make it viral Attention getting
#hiretowin
Tell Stories
Capture the Intrinsic
Motivator
Emphasize the Doing, Learning & Becoming
The classic InMail / email
#hiretowin
Are you transactional or consultative?
Handling Concerns Uncover the pain! No NOs! Sell 30% discussion Convert Day 1 to Year 1 &
Beyond decision You need to know:
oThe joboThe manageroIndustry and your company
#hiretowin
Summary – The basics of reaching candidates through InMail
1. Integrate InMail/Email marketing with talent strategy 2. Use “performance-qualified” to target full talent
market3. Get personal: customize job-branded message4. Capture: Intrinsic motivator – EVP – Do – Learn -
Become5. Learn to drive the bus create 30% opportunity gap6. Design bigger apply button – easier to find, harder to
push7. Become Performance-based Hiring Certified