The percentage of people open to changing jobs has spiked in the past 4 years. Yet as a recruiter, it’s still hard to convince candidates to join your organization. Join Lou Adler as he uncovers the best ways to persuade passive candidates to take your career opportunities.

1. + Lou Adler
Present:

2. #hiretowin
Lou Adler
Founder & CEO
The Adler Group
Stump Lou!
Introducing

3. #hiretowin
Recruit smarter with 5 insights from
one of the largest studies of job changers in the world
#PitchitToLou
7M
Behavioral
Job Changers
Survey Takers

4. #hiretowin
Convince candidates using 5 new job changing insights
2
3
4
5
#PitchitToLou
5 New Insights Takeaways
The #1 reason people change jobs?
Career opportunity
ü Discover their career goals
ü Confirm your role is a career move
The #1 job changing challenge?
Not knowing what it’s really like to work
somewhere
ü Write a performance-based job description
ü Highlight your employer value proposition
The #1 way people discover their new job?
Referrals
ü Ask, “who knows my candidate?”
ü Craft your referral outreach carefully
Small is the new big:
North Americans are flocking to smaller
organizations
ü Sell the job brand (the work as it relates to the
organization vision) – it matters more than the
employer brand
1 in 3 North Americans changed their
function / role / career
ü Evaluate candidates based on what they’ve
done, not on background or experience
1
2
3
4
5

5. #hiretowin
The talent sweet spot is where you pitch opportunities
#PitchitToLou
Find-­‐Apply-­‐Weed
Out
Vs.
Reach
Out
&
Nurture
Transac;onal
Vs.
Consulta;ve
Recrui;ng
Ill-­‐defined
Lateral
Jobs
Vs.
Career
Moves
ROI
&
Quality
of
Hire
Vs.
Cost
&
Efficiency
Skills &
Experiences
Qualified
10X
X
20-30X
50-100X

6. #hiretowin
Converting jobs into careers & job branding
#PitchitToLou
DOING vs.
HAVING
Who would you
rather hire,
someone with the
skills, or someone
who can deliver
the results?
Performance
Qualified
vs.
Skills Qualified
EVP
Culture?
Hiring
Manager?
Environ-
ment?

7. #hiretowin
First contact: Sell the discussion & opportunity, not the job
#PitchitToLou
Criteria to Engage
Title – Company
Compensation
Location – Job
Criteria to Accept
Career Opportunity
Job & Impact
Hiring Manager – Team
Comp – Work/Life
Company/Culture/Mission
Day 1 vs.
Year 1 & Beyond!

8. #hiretowin
Find the intrinsic motivators: Career opportunity
#PitchitToLou
Job Seeker’s Career Grid
Getting – Day 1
Compensation Max
Short-term Rewards
Convenience
Big Title - Big Brand
Lateral Transfers
Doing – Year 1
Career Maximization
Learn – Do – Become
Stability – Balance
Team – Hiring Manager
Company or Mission
Going Nowhere
Slow Career Growth
Work Mix Unsatisfying
Team/Boss Challenges
Mission not Important
Cultural Misfit
The Daily Grind
Low Salary, Benefits
Issues with Boss
Inconvenient
Economic Need
Overworked
© 2014. All Rights Reserved. The Adler Group, Inc.

9. #hiretowin
Find the intrinsic motivators: Career opportunity
#PitchitToLou
Positive Motivators: Going-Toward Strategy
Negative Motivators: Going-Away Strategy
Intrinsic
Long-term
Strategic
Core
Extrinsic
Short-term
Tactical
Surface
Job Seeker’s Career Grid
Getting – Day 1
Compensation Max
Short-term Rewards
Convenience
Big Title - Big Brand
Lateral Transfers
Doing – Year 1
Career Maximization
Learn – Do – Become
Stability – Balance
Team – Hiring Manager
Company or Mission
Going Nowhere
Slow Career Growth
Work Mix Unsatisfying
Team/Boss Challenges
Mission not Important
Cultural Misfit
The Daily Grind
Low Salary, Benefits
Issues with Boss
Inconvenient
Economic Need
Overworked
© 2014. All Rights Reserved. The Adler Group, Inc.

10. #hiretowin
Find the intrinsic motivators: Career opportunity
#PitchitToLou
Positive Motivators: Going-Toward Strategy
Negative Motivators: Going-Away Strategy
Intrinsic
Long-term
Strategic
Core
Extrinsic
Short-term
Tactical
Surface
Job Seeker’s Career Grid
Getting – Day 1
Compensation Max
Short-term Rewards
Convenience
Big Title - Big Brand
Lateral Transfers
Doing – Year 1
Career Maximization
Learn – Do – Become
Stability – Balance
Team – Hiring Manager
Company or Mission
Going Nowhere
Slow Career Growth
Work Mix Unsatisfying
Team/Boss Challenges
Mission not Important
Cultural Misfit
The Daily Grind
Low Salary, Benefits
Issues with Boss
Inconvenient
Economic Need
Overworked
© 2014. All Rights Reserved. The Adler Group, Inc.

11. #hiretowin
Create the desire for a career move
#PitchitToLou

12. #hiretowin
Network for referrals, the #1 way people discover their new job
#PitchitToLou
Think In-Out Referrals & Careers
vs. Out-In Strangers & Jobs
Ask your hiring manager:
1. Who is the best person you’ve
worked with in the past few
years?
2. Why is the person top-notch?
3. Would the person return my
call if I mentioned your name?
Why this is important:
1. They call you back – Acquaintances
2. They’re qualified
3. Ask the “Yes” question
4. Recruit 1st – Network 2nd
Strangers
3rd Degree+
2nd Degree
Connections
1st Degree
ERP/HM
Groups
Nodes
You
Surplus
Strategy!
Scarcity
Strategy!

13. #hiretowin
5 New Insights Takeaways
The #1 reason people change jobs?
Career opportunity
ü Discover their career goals
ü Confirm your role is a career move
The #1 job changing challenge?
Not knowing what it’s really like to work
somewhere
ü Write a performance-based job description
ü Highlight your employer value proposition
The #1 way people discover their new job?
Referrals
ü Ask, “who knows my candidate?”
ü Craft your referral outreach carefully
Small is the new big:
North Americans are flocking to smaller
organizations
ü Sell the job brand (the work as it relates to the
organization vision) – it matters more than the
employer brand
1 in 3 North Americans changed their
function / role / career
ü Evaluate candidates based on what they’ve
done, not on background or experience
Convince candidates using these 5 job changing insights
1
2
3
4
5
#PitchitToLou

14. #hiretowin
Learn more in Lou’s Performance-based Hiring workshop
#PitchitToLou
​ Monthly online Performance-based
Hiring workshops for recruiters
and hiring managers.
​ Discount code: LIMC915
• Full-year training and coaching
• 24/7 eLearning Center
• Performance-based Hiring
certification
​ Directions to the Talent Sweet
Spot
• info@louadlergroup.com
• louadlergroup.com/training/
• louadlergroup.com/resources/
Max QoH Metrics
Candidates/Hire (<4)
Sourcing Mix (2:1)
1st Contact Yield (>80%)

15. #hiretowin
Get more job changer insights
in our 2015 report:
lnkd.in/jobchangingtrends
Stump Lou:
info@louadlergroup.com