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

Recruiting rule #1

Sell the next step,

not the job!

No – Maybe – Yes

#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

info@louadlergroup.com

#hiretowin11

Thanks for watching!

Follow us on social media:

talent.linkedin.com/blog

#hiretowin