Recruiting Master Class

Converting Jobs into Careers –

Controlling the Intake Session

©2013 LinkedIn Corporation. All Rights Reserved.

Lou Adler &

#hiretowin

Converting jobs into careers –

Controlling the intake session

Moderator Presenter

Esther Lee CruzInsights & Content Marketing Manager

LinkedIn

Lou AdlerCEO & Founder

The Adler Group

#hiretowin

Core: 50-60%

Mass - Volume

Efficiency & Cost

Fit Person to Job

A-Team: 20-25%

Custom – Critical

Impact & QoH

Fit Job to Person

Mistakes: 10-20%

Filter Out

Assessments

BEI

100 %$

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SCARCITY

Recruit at the Top of the Funnel

©2015 All Rights Reserved

The Adler Group, Inc.

Key Metrics:

Candidates/Hire <4

Sourcing Mix >50%

1st Contact Yield >80%

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Take the role assignment &

Tame the hiring manager

Do, Learn, & Become

vs.

Having & Getting

Why A-

Team Job?

What’s

EVP?

When?

Who?

Clone

Convert

Have Do

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Shift job descriptions from HAVING to DOING

What’s the Real Job?

1. Collaborate with sales rep to

develop customer solutions at

C-level in F500 companies

2. Lead intense detailed product

spec presentations to

sophisticated buying groups

3. Provide technical liaison to

engineering design groups

4. Work with contracts to develop

cost/price/margin analysis for

$5mm+ programs

5. Handle 3-6 major programs

concurrently

6. Assess impact of spec

changes on design, project &

cost projections

This is not a job

description.

It’s a person

description.

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Examples of simple job performance profiles

Product Marketing Manager

Work with engineering and develop

the product requirements document

for the new iPad apps bundle.

Present the rough product roadmap to

the executive team for review by

June.

Identify additional marketing

opportunities to grow sales to the

$250k/month range by year-end.

Establish yourself as an industry-wide

subject matter expert on mobile user

interface and usability.

Customer Service Rep

In 90 days, handle 30+ inbound calls

updating benefit profiles.

Pass the 30-day training program and

master the user interface and

dashboard reporting system.

Within 6 months handle 4-5 open calls

at any given time, with a closure rate

of 80% at an average of 7 min/call.

Due to the high-volume, structured

nature of this activity, 100%

attendance is needed plus OT.

Achieve a 95% or better rating on

quarterly customer satisfaction

survey.

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Use LinkedIn

to clone top

candidates

1. Find a strong

candidate, lighter

than job

requirements

2. Ask hiring

manager, “Is this

the type of person

you’d like to

recruit?”

3. Shift away from

skills &

experience-based

job descriptions

Back

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5 BIG TAKEAWAYS

Quality at the top of the funnel determines quality of hire

1. Reframe recruiting

2. Define the job, not the

person doing the job

3. Benchmark the A-Team

4. Determine EVP

5. Sell the discussion with

the candidate, not the

job

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Thank you

Esther Lee CruzInsights & Content Marketing Manager

LinkedIn

LinkedIn: www.linkedin.com/in/estherleecruz

Twitter: @EstherLeeCruz

Lou AdlerCEO & Founder

The Adler Group

LinkedIn: www.linkedin.com/in/louadler

Twitter: @LouA

#hiretowin

Download the tip sheet here

Recruiting Master Class

April 29th Converting Jobs into Careers - Controlling the Intake Session

May 28th Full court press sourcing strategy & out-of-the-box Boolean

June 30th Effective candidate outreach through InMails & calls

©2013 LinkedIn Corporation. All Rights Reserved.

Lou Adler &

#hiretowin13

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