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    Management Decisions - Hiring the Right People
by Lou Adler and Jenna Connour - Aug, 2014
Every employee is unique, but some bring more talent, motivation, and value to their companies than others. Lou Adler, founder and CEO of The Adler Group (a training and search firm), joins LJNRadio to expound on his article, “There Are Only Four Types of People – Are You Hiring The Right Ones?” and to offer his advice for finding the best talent for your company. On Management Decisions (formerly Executive Decisions) we d...
 
  The 10 Best Job-hunting Secrets of All Time
by Lou Adler - Sep, 2013
Some Big Ideas Job-seekers Must Follow if They Want to Get a Meaningful Job 1. Applying directly to job postings should represent no more than 20% of what you do. Getting referred to a job is 5-10X more effective than applying directly. If you’re going to apply, only apply to jobs when you’re a perfect fit for the skills and experience listed on the job description. 2. Leverage your understanding of the recruiter’s rol...
 
  Measuring and Maximizing Quality of Hire
by Lou Adler - Sep, 2011
Measuring quality of hire (QoH) is somewhat elusive, but critical if a company wants to know if its sourcing, recruiting, assessment, and hiring programs are working properly. Without it, implementing a raising-the-talent-bar strategy become problematic. In this article I’d like to focus on some core issues involving QoH, and offer an idea on how to measure it both pre- and post-hire. Let’s get started by first defining Qu...
 
  Is the Current Corporate Recruiting Department Model Doomed?
by Lou Adler - Jul, 2011
Some points to make before you read this article: 1. It’s somewhat controversial, but by the end you’ll agree (if you get that far). 2. If you’re a corporate recruiter or HR leader, put your confirmation bias in the parking lot before reading this article. 3. You might want to listen to this YouTube video of a webcast (Future of Recruiting Circa 2020) we recently held. It will give you a sense what’s happening no...
 
  Back to the Future: Recruiting Circa 2020
by Lou Adler - Jul, 2011
As I ponder the future of where our industry is headed, I’m reminded of Geoffrey Moore’s technology adoption curve, from his fine book, Crossing the Chasm. It describes how users (aka “buyers”) of technology follow a predictable adoption rate, generally based on their comfort with the technology and their ability to implement change. It’s not surprising that technology, especially the use of advanced business networking to...
 
  The Future of Recruiting 2015-2020: Six Key Major Trends to Consider
by Lou Adler - Jun, 2011
Technology, especially the use of advanced business networking tools, in combination with state-of-the-art Internet marketing techniques, are fundamentally changing the face of recruiting as we once knew it. Surprisingly, most major U.S. corporations are still moving too slowly to take full advantage of these important changes. Worse, many are actually fighting or are oblivious to these changes. As you know, we’re now work...
 
  How to Use LinkedIn to Recruit Passive Candidates
by Lou Adler - Jun, 2011
Is LinkedIn worth $90 a share? If you’re a recruiter, it’s worth a heck of a lot more if you know how to recruit and use it properly. If you just think it’s a great research tool with millions of names of passive candidates, you’re missing its real value. In this case it’s worth a heck of a lot less. Worse, it will be worth even less than that once everyone gets the same list of names. “Simply put: you can’t source and...
 
  How to Use LinkedIn to Recruit Passive Candidates - Part 2
by Lou Adler - Jun, 2011
This week we’ll predict the future of LinkedIn and suggest what we think is needed to ensure that it remains the primary sourcing tool for recruiting passive candidates. Although we’re the exclusive and authorized provider of advanced training using the LinkedIn suite of corporate products and services, we have no inside knowledge of their future product releases. However, we do know that whenever we introduce a new sourci...
 
  Treat All Candidates as Passive to Increase Your Quality of Hire
by Lou Adler - Jun, 2011
There’s an old adage that you should treat candidates as customers. Somehow this has been forgotten in the current era of high unemployment and slow job growth. I’m going to reframe this idea and suggest that if you want to hire the best people possible, treat everyone as if they were a passive candidate. This is vital for candidates who are actually passive candidates. More important, treating everyone with the respect they d...
 
  Stop Making Bad Tacos - or How to Establish an Internal Executive Search Team
by Lou Adler - Jan, 2011
As the hiring recovery gains momentum, some older recruiting strategies are coming back in vogue. One that seems to be high on many HR executives’ action plans is the need to develop an internal executive search capability within the corporate recruiting department. While the idea offers great merit, the approach many companies take is hiring recruiters or researchers who have worked in retained executive search and have them...
 
  BranchOut vs. LinkedIn, and Recruiting Passive Candidates in 2011
by Lou Adler - Jan, 2011
Although there were some naysayers about my predictions for job growth in 2011 (Dec 14, 2010 ERE), it’s more clear that 2011 will be banner year for professional hiring, coupled with the added impact of employee churn. Even if the prediction is somewhat premature, get ready for it anyway. What else are you going to do? With that as a backdrop, consider the impact Facebook’s new career network BranchOut will have on the world...
 
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