Performance-based Hiring

Unconventional Recruiting Strategies for Finding the Most Talented, Fully-Employed, High-demand

Candidates on the Planet & Grow Your Business, Too

Based  on  Lou  Adler’s  Hire  With  Your  Head  and  The  Essen2al  Guide  for  Hiring  &  Ge8ng  Hired    

Rev  614-­‐A  

budurl.com/EGFHp3  

Today’s Objectives

The Big Ones Some different ideas on

becoming a better recruiter and growing your business

Almost as Big Benchmark how best people find jobs and how to find

and recruit them

Slow Dancing Tactics Use LinkedIn Recruiter to convert strangers into pre-

qualified referrals�

Putting it All Together �Use Performance-based

Hiring to grow your staffing firm

JOLTs  Report  through  April  2014  U.S.  Unique  Job  Opening  –  DOL    

Opportunity awaits!

Benchmark Best Practices

Differentiate on Process, not Price

Performance Profiles Careers, not Lateral Transfers

Talent-centric Sourcing Target the Best People

Evidence-based Interview Two Core Questions

Integrated Recruiting Careers vs. Compensation

Thinking  Backwards  Talent  Strategy  For  jobs  with  fees,  is  there  a  surplus  of  the  best  people  or  scarcity?  

HAVE GET BECOME DO

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

Thinking Backwards Are  You  in  a  Talent  Scarcity  of  Talent  Surplus  SituaKon?  

HAVE GET BECOME DO

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!

Why not make this your differentiator?

Zone  1   Zone  2   Zone  3   Zone  4  

Very Active Tiptoers Explorers Super Passive

Time  

Growth  and

 Impa

ct  

Extraordinary  Career  Move  

Significant  Career  Move  

Much  BePer  Job  

Somewhat  BePer  Job  

How Do Best People Look?

Shift to Steeper Part of the Career Zone Curve

20% - Ads 30% - Email 50% - Networking

Use  Career  Zones  to  PosiKon  Your  Candidate  

Shift from HAVING to DOING

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.�

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.�

Business Development

Idea��

Prepare a complimentary

performance-based job description to demonstrate your

expertise �

Think Referrals: 360° Networking

Mentors Mentees

Co-workers

Advisors Consultants

Vendors Customers

LinkedIn Groups

Nodes Project

Managers

Project Team

Members

“Who is” or “Who knows” my candidate?

Strangers

3rd Degree+

2nd Degree

Connections

1st Degree ERP/HM

Groups Nodes

You

What’s Your Talent Strategy?

In-Out Referrals, Offer Careers or Out-In Strangers, Offer 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

Transactional, Lower Fees,

Speed Strategy!

Discovery, Higher Fees,

Quality Strategy!

What’s Your Talent Strategy?

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 100X Golden Rule of Passive Candidate

Recruiting

Cold calling 3rd degree  is  a  Rme-­‐waster.    

Networking  is  bePer,  but  ..  

GeVng  warm,  pre-­‐qualified  referrals  is  a  

game-­‐changer!

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

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

S L O W Dancing

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?”

Slow Dance, but Lead

Sell the next step,

not the job!

No – Maybe – Yes

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

100X è quality and effectiveness ✔  Don’t take “NO” for an answer ✔  Drive the bus: Slow dance, from the

first stop to the final destination!

Build Your Business – Be Different

Performance Profiles DOING vs. HAVING

Talent-centric Sourcing Target the Best People 50/30/20

Evidence-based Interview Assess, Recruit, Defend!

Integrated Recruiting Careers vs. Compensation

Differentiate on Process & Quality, not Price

Build Your Business – Be Different

Differentiate on Process & Quality, not Price

Next Steps - ✔  Become Performance-based

Hiring Certified, next session starts 7/2

✔  Biz Dev: invite a client to our next Recruiter & Hiring Manager intro to Performance-based Hiring webcast on 6/24

✔  info@louadlergroup.com