Performance-based Hiringsm
Networking in a Talent Scarcity Situation
Based on Lou Adler’s
Hire With Your Head andThe Essential Guide for Hiring & Getting Hired
Rev 713-A
budurl.com/EGFH
Agenda/Objectives
OneNetworking is a sourcing
process, not a hiring system
TwoNetworking is essential
in a talent scarcity situation
ThreeConvert jobs into careers to attract & hire passive
candidates
FourPERP your ERP and
create a VTC to target 83% of the talent market
Scarcity vs. Surplus
A Business Process for Hiring Top Talent
Performance ProfilesCareers, not Lateral Transfers
Talent-centric SourcingTarget the Best People
Evidence-based InterviewTwo Core Questions
Integrated RecruitingCareers vs. Compensation
The Early-bird Sourcing StrategyChange in Growth, Impact, and Satisfaction Over Time
83% 17%
Explorers Tiptoers Searchers Networkers Hunters
40% 15% 8%
2011 LinkedIn Survey – 4,550 fully-employed professionals
Career Move Better Job Good Job Lateral Any Job
Super Passive28%
9%
Compelling ExceptionalRecruiters
VTCEmail
Cherry PickNetworkPERP2
PERPNetworking
Nodes
SEO/SEMHubs
Compelling Niche Boards
ERP & Boring Job
DescriptionsGeneric
Boards & Boring Ads
InboundOutbound
20% PostingsVisible & Compelling
20% Targeted EmailTargeted/Mail Merge
60% NetworkingVTC – PERP
Performance-based Job Descriptions
Basic Performance Objectives• Collaborate with sales rep to
develop customer solutions at C-level in F500 companies
• Lead intense detailed product spec presentations to sophisticated buying groups
• Provide technical liaison to engineering design groups
• Work with contracts on developing cost/price/margin analysis for $5mm+ programs
• Handle 3-6 major programs concurrently
• Assess impact of spec changes on design, project & cost projections
Performance & Potential
Skills & Experience
Hidden Talent Market
PublicTalent Market
Everyone Else
3rd Degree+
2nd Degree
Connections
1st DegreeERP/HM
GroupsNodes
You
The Value of Your Connectedness
Think In-Out vs. Out-In
• Who is the best person you’ve worked with in the past few years?
• Why is the person top notch?• Would the person return my
call if I mentioned your name?
Why this is important:• They call you back• They’re qualified• Ask the “Yes” question• Recruit 1st – Network 2nd • Follow the 80/20 Rule
Everyone Else
3rd Degree+
2nd Degree
Connections
1st DegreeERP/HM
GroupsNodes
You
The Value of Your Connectedness
Think In-Out vs. Out-In
Why this is important:• They call you back• They’re qualified• Ask the “Yes” question• Recruit 1st – Network 2nd • Follow the 80/20 Rule
The Golden Rule of Passive Candidate
Recruiting
Present a slate of 3-4 top prospects to the hiring manager in 72
hours!
Navigating the NetworkPERP, Hopscotch, and
Cherry-picking
Who in Your Company are Worth PERPing for Your Toughest Jobs?
Build a 360° Network Map
Position• National Sales Manager• Software developer• Manufacturing engineer• Financial analyst• Supply chain• Plastics tool designer• Banker• ____________________
Performance-based Hiring
Summary Talent Scarcity vs. Talent Surplus Early-bird Sourcing Networking Use 20/20/60 Sourcing to Tap into
Hidden Talent Market PERP Your ERP VTC Offer Careers, not Jobs
Budurl.com/EGFH
Performance-based Hiring
HAPPENINGS Recruiter Boot Camp LIVE
September 26th, NYC Recruiter Boot Camp Online
Aug 2nd – four, 2-hour modules Hiring Manager two-part online
course Aug 20-21
Budurl.com/EGFH
