ERE Spring Expo 2010

The Evolution of the

Corporate Headhunter
- Lou Adler
Getting Ready for the Hiring Tsunami
New hiring
The
Sideliners

Replacement
hiring

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

-5%

Least
Best

Average
Best

Most
Best

+5%

Your current hiring process these are

the people you now are hiring

Mistakes!

Rock Stars!

Its what you do with the other 90% than

counts implementing a raising the bar
strategy

Improving Quality of Hire Mix

-5%

Least
Best

Average
Best

Most
Best

+5%

Observations

Everyone looks good when theyre 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

-5%

Least
Best

Average
Best

Most
Best

+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

Le;overs

Earlybirds

Explorers

Tiptoers

Googlers

Networkers

Hunters

KeyPoints
Prospect
TalentPool

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 Dont force apply
Know the job not the job description!

Formalize the Candidate Decision

SelecAonFactor
Thejobitself
Learningopportunity
Growthopportunity
Poten8alimpact
Jobstretch
Thehiringmanager
Theteam
Compensa8onand
benets
Work/lifebalance
Loca8on
Company
Culture
Environment
Security

New
Other
Opportunity OpportuniAes

Current
PosiAon

What criteria do the top

group of candidates use
when comparing jobs and
selecting one over the
other?

Longterm
compensa8on
Other

A Retrospective

Eliminate Traditional Job Descriptions

Performance
Profile
Reduce costs
Grow sales
Build the team
Plan w/Marketing
Improve process
Design circuit

Job Description
Skills
Experience
Academics
Industry
Responsibilities
Competencies

The Difference
Maker: Its what
you DO with what
you HAVE, not
what you HAVE
that counts!

Eliminate Traditional Job Descriptions

Performance
Profile
Reduce costs
Grow sales
Build the team
Plan w/Marketing
Improve process
Design circuit

The Difference
Maker: Its what
you DO with what
you HAVE, not
what you HAVE
that counts!

Eliminate Traditional Job Descriptions

Performance
Profile
Reduce costs
Grow sales
Build the team
Plan w/Marketing
Improve process
Design circuit

The Difference
Maker: Its what
you DO with what
you HAVE, not
what you HAVE
that counts!

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.

Why Performance Profiles?

Hiring
Manager

Recruiter

Performance
Profile
Reduce costs
Grow sales
Build the team
Plan w/Marketing
Improve process
Design circuit

Top
Prospect

Hiring
Team

Attracting Assessing Closing

Onboarding Performance Management

Why Performance Profiles?

Hiring
Manager

Recruiter

Focus on
the
DOING
not the
HAVING

Top
Prospect

Hiring
Team

Attracting Assessing Closing

Onboarding Performance Management

Headhunters Favorite Weapon

Use this question to assess, recruit & defend

Most Significant Accomplishment Question

Please describe a
major accomplishment
or tell me about
something youve
accomplished that
youre very proud of.

Dig into accomplishments

See combo of behaviors,
skills & competencies
Develop trend lines
Assess consistency
Create opportunity gap
Get candidate to sell you

Repeat the Question!

Ask MSA question & fact-finding
for different team, individual tasks
& job-related tasks

IMPACT

Individual

Team

TIME
Observe the Trend of Growth over Time

Clarify job: describe performance

objective and ask about most
comparable accomplishment
Have candidate prepare a 360
work chart describing work
relationships

Use evidence to rank

and defend your
candidate!

Target the 48mm people

on LinkedIn who arent
looking the Cherry
Picker Networking
Technique
Use for ERP and Close
Connections

Maslows Headhunter Tips

Stay the buyer!
No NOs
Dont sell the job, sell
the next step!
$$$ vs. Satisfaction
Ask: what drives personal
satisfaction?

Not interested! vs. a

short career discussion
Thats why we should talk
Long vs. short term

SelfActualization
Intellectual
Needs
Achievement
Needs
Social Needs
Security and
Safety Needs
Physiological Needs

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 well walk you through the
performance profile process.
info@adlerconcepts.com

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