When you attract the best people, and focus on performance, the talent market is huge. Lou Adler discusses how.
- If you post boring skills-infested job descriptions,…the best people won't give them a second look.…If you force people to complete a pre-apply questionnaire,…the best people will opt out…before you even have a chance to talk with them.…And if your hiring managers are disengaged,…unprepared or conduct superficial interviews,…you won't hire a single top-performer.…And if your recruiters are more focused…on filling positions fast…or don't understand real job needs,…the best people won't give them a second chance.…There is a better way.…The big problem is that too many companies,…too many recruiters and too many hiring managers…assume there's a surplus of top candidates,…and as a result they only target active candidates…and they only talk with people who are skills…and experience-qualified and who also fit…within the compensation structure of the company.…
This is shown by the one person who applies for the job…and meets all of the skills and experience prerequisites.…This is a tiny, tiny fraction of the total talent market.…
- Describe the “raising the talent bar” strategy for hiring the right people.
- Identify who is in the talent market.
- Summarize ways to eliminate barriers to entry.
- Explain how to create a candidate experience.
- Recall how to conduct the work history review.
- Identify the thinking and planning skills needed to find the right candidate.
- Explain how to accurately assess a candidate.