Lou Adler, CEO and bestselling author, has come up with a method and checklist for finding exceptional talent. The 10 steps are based on Performance-Based Hiring techniques and marketing that he finds the most effective.
- Prepare a preliminary performance-based job description. You need to find ways to attract the best, not weed out the weak
- Determine the employee value proposition (EVP). Ask the hiring manager why a top person who is not looking would want the job at only a modest increase in compensation.
- Understand the ideal candidate. Set out how you’ll find the ideal person, and create a message to attract the person and plan what you need to do to recruit the person.
- Get the hiring manager to agree to implement a high-touch recruiting effort. The quality of the person you recruit will depend the hiring manager’s ability to attract and assess top talent
- Implement a 40/40/20 sourcing plan. To recruit the best people available, you can reference the 40/40/20 Sourcing Plan. This process will help determine how active and passive the candidate are.
- Implement a proactive referral program. Ask for referrals with every placement! Talented people usually know other talented people!
- Use clever Boolean search data to develop a target list. You need to be proficient at finding achievers who are worth calling.
- Develop recruitment advertising messages. Create an elevator pitch, a planned voicemail message, a series of emails and InMails and of course a compelling job posting. These all must emphasize what the person will be learning and doing.
- Conduct needs analysis on the first contact. Describe what you need to do to engage with passive candidates and get them interested in your opening.
- Debrief and convert prospects into candidates by offering a 30% increase. The purpose of the first call is to create the opportunity gap. This is the difference between the challenges and growth potential of your open job in comparison to what the prospect is now doing.
While it takes an exceptional job to hire exceptional people, it also takes an exceptional recruiter!
