developing a sourcing strategy for 2009, 2010, and beyond

Sourcing 2009 & Beyond

© 2009. The Adler Group, Inc. www.adlerconcepts.com

Performance-based HiringA System for Hiring Top Talent

Sourcing 2009 and Beyond

Based on Lou Adler’s

Hire With Your HeadJohn Wiley & Sons, 2007

©2008. All Rights Reserved. The Adler Group, Inc.

www.adlerconcepts.com

Overview/Agenda

• What is Performance-based Hiring?

• Gaining a Competitive Sourcing Advantage

• Developing an Early-bird Sourcing Strategy

• Sourcing Tips and Tactics for 2010 and Beyond

Page 1



The Science of Recruiting

Performance ProfilesRecruiters Must Know the Job!

Talent‐centric SourcingBe an SME and Psychologist!

Evidence‐based InterviewRecruit, Assess & Defend!

Integrated RecruitingDon’t Sell. Buy Instead!

Partner and Career Advisor

Who Are You Targeting?

Takeover the Rebuilding of

Philly’s Inner City

Page 2



The Early-bird Strategy

EXPLORERS TIPTOERS NETWORKERSGOOGLERS

HUNTERS & POSTERS

Create Pool Selection Criteria1. Work/projects2. Stretch3. Growth4. Comp5. Manager/Team6. Culture7. Work/Life8. Security9. Benefits10.Long-term Comp

Key Sourcing ConceptsBe called 1st! – Be found 1st!Allow for those “Just looking” Don’t sell the job, sell next step

Early-bird “Day One” Strategy

Page 3



Quick Tips – Sourcing the Best

• Handling Common Concerns– Not interested

– Show me the money

• Approaching Passive Candidates– Applicant control

– The rules of engagement

• Find them first & fast and sell them slow

Hi-tech/Hi-touch Early-bird Strategy

• Great recruiters & involved managers• Career opportunity focus – networking!Explorers

• Call Me First!• Develop deep networksTiptoers

• Be Found First!• Compelling and SEO’d advertisingGooglers

• Call Me 2nd! Proactive ERP• Social media and “Open door policy”Networkers

• Stay in touch! Nurtured resume database• Direct, engaging email response Posters

Page 4



Know the Person

Ideal

Candidate

Direct & Indirect

Competitors

Groups

Diversity

Terms

Keywords

Alternative & Generic

Titles

Recognition Terms

AlternativeSearch Terms

Unusual Linking Terms

Know the Job

Multi-stakeholder

Job Analysis

HR/ODBehaviors

Competency

Comp

Skills

Experience

Hiring Team

Fit

Hiring Manager

Results

Do it!Manager’s

BossPotential

RecruiterScreen

Sell

Sourcer Find

Attract

Top Candidate

Growth

Impact

Page 5



Which Job Do You Want?

O.G.S.K.S(aka Optics Geeks Seeking

Kindred Spirits)

Seeking: Low maintenance, high performing, mellow optics geek to (to join our existing team of beloved and self-proclaimed optics geeks) with a knack for solving freakishly difficult EOIR stabilization puzzles, a positive customer service mentality, desiring continual learning & crazy wicked growth opportunities.

Optics EngineerJob Code: semi20008 Hours/Week: 40 hrs/weekJob Category: Engineering Salary Range: DOE / OpenLocation: Santa Clara, CA Education: BachelorsPosition Type: Full-Time, Employee

Requirements:• Willing to author technical writings.• Adhere to strict confidentiality and proprietary practices and

policies.• Must have proven optical design and algorithm skills.• Programming experience using Matlab, C++, or equivalent.• Lens design experience using Zemax or equivalent lens design

software.• Strong aptitude in the following:

1) physical optics2) optical system modeling3) tolerancing and optical analysis4) signal processing5) years of optical and lens design experience

Advertising

• Be found 1st!

• Target Googlers

• Reverse engineering

• Become “req-less”

• Aggregators

• SEM/SEO/CRM

• JIT inventory

O.G.S.K.S(aka Optics Geeks Seeking

Kindred Spirits)

Seeking: Low maintenance, high performing, mellow optics geek to (to join our existing team of beloved and self-proclaimed optics geeks) with a knack for solving freakishly difficult EOIR stabilization puzzles, a positive customer service mentality, desiring continual learning & crazy wicked growth opportunities.

Page 6



Talent Hubs – The Next Gen

• Micro site – few pages

• Group jobs by class

• Compelling warm-up

• Created quickly

• Easier to find – SEO’d

• No disqualifiers

• Less reporting

• Collect resumes or drive to specific jobs

• Better matching needs and requirements

Page 7



Find Those Who Know the Person

Target

Prospect

Direct Co-

workers

Vendors

Customer

Social

Industry

AssocAlumni

Groups

Indirect Co-

workers

Industry Experts

100:1 vs. 10:1

• Cold call = 100:1

• Warm call = 25:1

• Pre-qualified warm call = 10:1

• Secrets of passive candidate recruiting– Follow the 80/20 rule for passive

– Only call worthy prospects: a potential candidate or a person who knows one

Page 8



The LinkedIn Cherry Picker Networking

TechniqueUse for ERP and Close

Connections

The LinkedIn Cherry Picker Networking

TechniqueUse for ERP and Close

Connections

The Basic Network Call

• Networking call disguised as recruiting call

• Ask 99% question

• Don’t sell the job!

• Get the candidate to talk 1st!

• Get names of people who aren’t looking!

Would you be open to explore a new career opportunity if it was clearly superior to what you’re doing today?

Page 9



The ZoomInfo JobCast System

Messages Need to Tie to Target Audience!

The ZoomInfo JobCast System

Messages Need to Tie to Target Audience!

Developing a Sourcing Strategy

0 10 20 30 40 50 60

Traditional Postings

Compelling Ads

Aggregators

Reverse Engineering

Talent Hubs & SEM

Leveraged ERP

Proactive Networking

Stockpiling

External Recruiters

Relative Efficiency, Cost and Impact

Page 10



Short- and Long-Term Tactics

• Target Googlers: “jobs”– Feb ‘09: 5.4 mm/day

– Jan ’09: 4.9 mm/day

– Sep ‘08: 3.6 mm/day

• Implement “safety net” for less actives

• “Req-less” Sourcing

• Use “Big Targets”

• Consumer Marketing– Innovation

– SEM & Advertising

• Stockpile talent

• Proactive & expanded ERP

• Work to get to the top of Indeed, SimplyHired searches!

Summary and Next Steps

• Join Lou’s blog: recruiterswall.com

• Calculate your sourcing efficiency: [email protected]

• Email & LinkedIn: [email protected]

• Participate in our recruiter benchmark program: [email protected]

Page 11

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