recruiter and hiring manager workshops - lou adler group€¦ · extreme networking using linkedin...

Performance‐based Hiring Overview

©2105. All Rights Reserved. The Adler Group, Inc.

Lou Adler CEO and Creator of Performance-based Hiring

Author – Hire With Your Head, The Essential Guide for Hiring & Getting Hired The Adler Group, Inc. – Performancebasedhiring.com

Performance-based Hiring Intro Recruiter and Hiring Manager Workshops

…Your work on performance-based hiring is a genuine bright spot…I am blown away by how closely your ideas map to the new science. I actually think performance-based hiring is the secret sauce to getting not only better talent management, but also to being able to ensure that we live up to our promise of opportunity in the 21st century.

Todd Rose, Harvard Professor, Director – Center for Individual Performance, Author of The End of Average



Performance‐based Hiring

199720022007

2005 2013 Integrated Business System for Hiring Top Talent

Workshop Agenda and Overview

Performance‐based Hiring Business Process Expert System: Best People, Recruiters, Managers

Performance‐based Job DescriptionsGreat Career Moves vs. Lateral Transfers

Talent Centric SourcingTarget Best People – Entire Talent Market

2‐Question Performance‐based Interview Evidence‐based – Quality of Hire

Integrated Recruiting Career Growth “30% Solution” vs. Compensation Max



Performance Qualified vs. Skills Qualified

Skills

Experience

Competencies

Education

Responsibilities

Job DescriptionHAVING – Past

EVPBecomingFuture StrategicIntrinsic

Why would a top person want this job?What is the Employee Value Proposition?

Emphasize future. This is why people engage and how they compare offers.

Attract – Assess – Recruit

Onboard – Manage

Hire People How We Manage and Promote Them

Define Job Before Defining Person

Primary or Fixed

Primary or Fixed

VariableVariable

The Difference Maker

It’s what you DO with what you HAVE, not what you HAVE that

counts!



How People Get Jobs

Source by Job‐hunting Status

5–20% of Talent Market 15–20% 65–75%

©2015 All Rights Reserved. The Adler Group, Inc.

Two Talent Markets

Maintain Talent LevelSurplus Strategy

Raise Talent LevelScarcity Strategy

Find-Apply-Weed Out Attract and Nurture

Transactional Consultative Recruiting

Ill-defined Lateral Jobs Career Moves

Cost and Efficiency ROI and Quality of Hire

ActivePostingsFollowers10-20%

PassiveReferrals

NetworkingBoolean80-90%



Recruiting Leaders – email [email protected] if you want to audit module 1 of PBH for Recruiters

What do the best people do differently?

1

Consistentlyexceed expectations!

3

Leadership: Vision plus execution

4

Good problem solving & thinking skills

6

Get it done–no excuses!

Coaches, manages, develops self/others

2

Flexible, deals with change, manager, culture

5



8‐Step Performance‐based Interview

Conduct Evidence‐based AssessmentTrend of Performance Over YearsCreate the “Opportunity Gap”

Step 1: Intro – find out why/if looking

Step 2: Proactively control emotions

Step 3: Conduct work history review looking for Achiever Pattern

Step 4: Ask Most Significant Accomplishment question 3‐4 times for team, individual and job‐related tasks

Step 5: Ask problem‐solving question for Thinking

Step 6: Let candidate ask questions

Step 7: Recruit and set‐up next step

Step 8: Measure 1st impression again

1st Defin

e the Job!

1st Defin

e the Job!

Fact-finding Questions

Describe the project

Snapshot beginning and end

Biggest challenges

Process of success

Biggest problem

Biggest decision

Initiative

Likes and dislikes

Recognition

The Performance-based Hiring Interview

Most Significant Accomplishment?

Direct

CompetenciesSkillsBehaviorsComparable ResultsLeadershipAchiever PatternCultural FitManager ImpactTrend of Growth

Ask the MSA Question Multiple Times to View Trend of Performance/Growth Over Time

Business Leaders email [email protected] if you want to audit module 1 of PbH for Managers



Criteria to Engage Criteria to Accept

Consultative Recruiting – Warm‐up for Needs Analysis

Recruiting & Hiring Passive Candidates

Great Jobs + Engaged HMs + Strong Recruiters

Title

Company

Compensation

Location

Job

Career Opportunity

Job and Impact

Hiring Manager

Team

Compensation

Work / Life Balance

Company, Culture, Mission

Day 1 Year 1 and Beyond!

ActiveExpand Pool

20%

PassiveNarrow the Pool to the Top 25%

80%

Wizards, Tools & Scripts

Wizards, Tools & Scripts

Member Info24/7 – 1 year

Repeat or Make‐Up

Member Info24/7 – 1 year

Repeat or Make‐Up

All classes recordedAll classes recorded

Hiring manager intro and guide for preparingjob specs

Hiring manager intro and guide for preparingjob specs

All class documents

All class documents

Field work assignments

Field work assignments

Become Performance‐based Hiring Certified

Become Performance‐based Hiring Certified



Services

[email protected]

Performancebasedhiring.com

Performance‐based Hiring for Recruiters

Performance‐based Hiring Certified

Performance‐based Hiring for Managers

Extreme Networking Using LinkedIn Recruiter

Custom Interview Tools

Consulting Services1. Recruiting Leaders – email [email protected] you want to audit module 1 of PBH for Recruiters

2. Business Leaders email [email protected] if you want to audit module 1 of PBH for Managers

3. Email [email protected] if you have a particular hiring challenge that you would like a short 15 minute discussion about. 720 851‐9412

recruiter and hiring manager workshops - lou adler group€¦ · extreme networking using linkedin...

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