lou adler
TRANSCRIPT
ERE Spring Expo 2010 The Evolution of the Corporate Headhunter
- Lou Adler
Replacement hiring
New hiring
The “Sideliners”
Getting Ready for the Hiring Tsunami
Evolution of the Corporate Headhunter
Agenda and Objectives
• Are you a corporate recruiter or corporate headhunter?
• You need to be a headhunter to maximize quality of hire: “reach out” vs. “post and pray”
• Job-hunting psychology of the top performer • Making the conversion to headhunter
– Know the job – Maintain applicant control – Tame your hiring managers
• Testing it out
The Employee Market
• Corporate recruiters focus on those now looking - farmers
• Corporate headhunters focus on those getting ready to look and those open to talk
• Requires different process • Where are the best people? • Hiring tsunami coming • Key: first, fast & with best
career offer
Improving Quality of Hire Mix
Average Best
Most Best
Least Best +5% -5%
Rock Stars! Mistakes!
Your current hiring process – these are the people you now are hiring
It’s what you do with the other 90% than counts – implementing a “raising the bar”
strategy
Improving Quality of Hire Mix
Average Best
Most Best
Least Best +5% -5%
Observations • Everyone looks good when they’re hired. What happened? • Discerning the “most best” is difficult during interview • Top-third uses different criteria to find positions and apply • Top-third uses different criteria to compare and select • Top-third will not follow traditional approaches • Break some rules to maximize quality of hire
Improving Quality of Hire Mix
Average Best
Most Best
Least Best +5% -5%
Converting Observations into Tactics • What are the “most best” looking for – lateral transfers, better
jobs or better careers? • What are the prime sourcing channels for the top group? • When is the best time to source the top group? • What criteria does top group use to compare opportunities and
select one over the other?
Career Focused Early-bird Sourcing
Explorers Tiptoers Googlers Networkers Hunters
Early‐birds Le;overs
Prospect Talent Pool
Key Points Target Early-birds – plan rather than react
Focus on careers – not jobs Ask: “How long have you been looking?” Be called first – Be found first – Day “-1”
Allow for “just talking” – Don’t force “apply” Know the job – not the job description!
Formalize the Candidate Decision
SelecAon Factor New Opportunity
Other OpportuniAes
Current PosiAon
The job itself Learning opportunity Growth opportunity Poten8al impact Job stretch The hiring manager The team Compensa8on and benefits Work/life balance Loca8on Company Culture Environment Security Long‐term compensa8on Other
What criteria do the top group of candidates use
when comparing jobs and selecting one over the
other?
A Retrospective
Eliminate Traditional Job Descriptions
Job Description Skills
Experience Academics
Industry Responsibilities Competencies
Performance Profile
Reduce costs Grow sales
Build the team Plan w/Marketing Improve process
Design circuit
The Difference Maker: It’s what
you DO with what you HAVE, not what you HAVE
that counts!
Eliminate Traditional Job Descriptions
The Difference Maker: It’s what
you DO with what you HAVE, not what you HAVE
that counts!
Performance Profile
Reduce costs Grow sales
Build the team Plan w/Marketing Improve process
Design circuit
Eliminate Traditional Job Descriptions
The Difference Maker: It’s what
you DO with what you HAVE, not what you HAVE
that counts!
Performance Profile
Reduce costs Grow sales
Build the team Plan w/Marketing Improve process
Design circuit
Taking the Assignment: Taming Gorillas
Engaging with Managers • What does the person need
to do to ace the performance review?
• What (and when) are you going to tell the person the big projects & tasks are during interview?
• Use a timeline – what does person need to do 1st, 2nd ..?
• Ask about deal breaker • Convert HAVING to DOING
and then get agreement to “just meet” the candidate
Typical Examples Major: Complete system design for the ____ project by March. Major: Consistently meet quota within six months. Team: Complete product spec w/ Marketing by March. Do First: Analyze problem & plan. Do Next: Upgrade the team. Sub-task: Learn the product line.
Attracting – Assessing – Closing Onboarding – Performance Management
Why Performance Profiles?
Performance Profile
Reduce costs Grow sales
Build the team Plan w/Marketing Improve process
Design circuit
Hiring Manager
Recruiter
Top Prospect
Hiring Team
Attracting – Assessing – Closing Onboarding – Performance Management
Why Performance Profiles?
Focus on the
DOING not the HAVING
Hiring Manager
Recruiter
Top Prospect
Hiring Team
Headhunter’s Favorite Weapon
• Dig into accomplishments • See combo of behaviors,
skills & competencies • Develop trend lines • Assess consistency • Create opportunity gap • Get candidate to sell you
Please describe a major accomplishment or tell me about something you’ve accomplished that you’re very proud of.
Use this question to assess, recruit & defend Most Significant Accomplishment Question
Repeat the Question!
TIME
IMPACT
Team
Individual
Observe the Trend of Growth over Time
Have candidate prepare a 360° work chart describing work relationships
Use evidence to rank and defend your
candidate!
Ask MSA question & fact-finding for different team, individual tasks & job-related tasks
Clarify job: describe performance objective and ask about most comparable accomplishment
Target the 48mm people on LinkedIn who aren’t
looking – the Cherry Picker Networking
Technique Use for ERP and Close
Connections
Maslow’s Headhunter Tips
Social Needs
Security and Safety Needs
Physiological Needs
• Stay the buyer! • No “NOs” • Don’t sell the job, sell
the next step! • $$$ vs. Satisfaction
– Ask: what drives personal satisfaction?
• “Not interested!” vs. a short career discussion – That’s why we should talk – Long vs. short term
Achievement Needs
Intellectual Needs
Self- Actualization
Becoming a Corporate Headhunter
• Reach out vs. post and pray • Convert job descriptions into
performance profiles • Convert performance profiles into
career moves • Implement early-bird “engage first”
sourcing strategy • Maintain applicant control • Use the interview/screen to assess,
recruit and defend • Persist – No “NOs” Maximize Quality of Hire
Becoming a Corporate Headhunter
• Audit Recruiter Boot Camp Online - April 2nd – we’ll walk you through the performance profile process. – [email protected]
• Go to our table to obtain: – Hire With Your Head raffle – Audit pass to Mod 1 of Recruiter Boot
Camp Online – Hot tip cards – Opportunity to attend full Recruiter
Boot Camp Online raffle Maximize Quality of Hire