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Articles - The Science of Recruiting

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The Science of Recruiting - Part 10: Closing and Negotiating Offers - Advanced

Lou Adler, March 5, 2004

Topics: The Science of Recruiting, Negotiating, Recruiting

Sometimes candidates say no. Sometimes they say it when you first call. This isn't so bad. When they say it when you're just about to make an offer, or have already made the offer, it is really bad. But don't lose total hope; there are still some things you can do to try to recover from this fateful event. The Science of Recruiting is, after-all, built on sound principles to guide the recruiter through the landmines and pitfalls of hiring top people.

» Continue reading "The Science of Recruiting - Part 10: Closing and Negotiating Offers - Advanced"

The Science of Recruiting - Part 9: Negotiating and Closing Offers - The Set Up

Lou Adler, February 27, 2004

Topics: The Science of Recruiting, Negotiating, Recruiting

Now we're down to one or two final candidates, and the offer process is about to begin in earnest. If you've uncovered the candidate's key concerns as described in earlier articles in this Science of Recruiting series you know what you have to do to move the process to closure.

» Continue reading "The Science of Recruiting - Part 9: Negotiating and Closing Offers - The Set Up"

The Science of Recruiting - Part 8: Influencing Hiring Managers - The Hiring Decision

Lou Adler, February 20, 2004

Topics: The Science of Recruiting, Working With Hiring Managers

You can't afford to do searches over again. After you've presented 3-5 solid, maybe even superior candidates, the worst thing a manager can say is, "Do you have any more candidates?" Preventing this is one of the reasons why you must be able to influence hiring managers at every step in the hiring process.

» Continue reading "The Science of Recruiting - Part 8: Influencing Hiring Managers - The Hiring Decision"

The Science of Recruiting - Part 7: Influencing Hiring Managers: How You Present Candidates Matters

Lou Adler, February 13, 2004

Topics: The Science of Recruiting, Working With Hiring Managers

Recruiters must be able to influence hiring managers at every step in the hiring process. It starts when the job description is put together, it continues with the presentation of candidates, and ends with leading the candidate selection process. In the previous segment of this series the concept of taking performance-based job descriptions was presented. These differ from traditional job descriptions in that they describe what the person taking the job must do, or achieve, to be considered a successful hire. This allows for more accurate assessments and the ability to create a superior job match, a core principle involved in hiring top talent. In this edition of the Science of Recruiting, techniques will be described on how to use the candidate presentation to describe this critical job match. This is a big step in a recruiter's evolution in becoming a true partner with their hiring manager clients. It also sets the stage for leading the debriefing session, the subject of the next article in this series.

» Continue reading "The Science of Recruiting - Part 7: Influencing Hiring Managers: How You Present Candidates Matters"

The Science of Recruiting - Part 6: Influencing Hiring Managers - Taking the Assignment

Lou Adler, February 6, 2004

Topics: The Science of Recruiting, Taking the Assignment, Working With Hiring Managers

Influencing hiring managers is as important as influencing candidates. If hiring managers won't take your advice you shouldn't be a recruiter. The interviewing and assessment process is not a perfect science. So recruiters need to guide managers along, insuring that the best available candidate gets hired. You can't afford to spend your time showing hiring managers an endless stream of candidates until the perfect one magically appears. Or, until they're so worn down they can't tell the difference.

» Continue reading "The Science of Recruiting - Part 6: Influencing Hiring Managers - Taking the Assignment"

The Science of Recruiting - Part 5: Creating Job Stretch

Lou Adler, January 30, 2004

Topics: The Science of Recruiting, Networking, Recruiting

The best candidates always require more information as they move through the hiring process. It has been my observation that when a candidate decides they're no longer interested in a job it's because they don't have enough of the right information. The recruiter is responsible for getting it to them.

» Continue reading "The Science of Recruiting - Part 5: Creating Job Stretch"

The Science of Recruiting - Part 4: Uncovering and Handling Major Candidate Concerns

Lou Adler, January 23, 2004

Topics: The Science of Recruiting, Networking, Recruiting

The best active and passive candidates always have multiple opportunities. As a result they need more convincing that the job you're offering is better than the other opportunities they're considering. Recruiting is not about finding and hiring candidates who need another job. Anybody can do this. Recruiting is about influencing top candidates who don't need your job to consider it anyway, and then keeping them involved at every subsequent step in the hiring process.

» Continue reading "The Science of Recruiting - Part 4: Uncovering and Handling Major Candidate Concerns"

The Science of Recruiting - Part 3: Overcoming Basic Candidate Concerns

Lou Adler, January 16, 2004

Topics: The Science of Recruiting, Networking, Recruiting

The best active and passive candidates always have multiple opportunities. As a result they need more convincing that the job you're offering is better than the other opportunities they're considering. For passive candidates, they need to be convinced that your job is even worth evaluating. Convincing these top candidates to proceed in the hiring process and then to accept a fair offer is what recruiters need to do to be successful. Recruiting is not about finding and hiring candidates who need another job. Anybody can do this. These candidates will do whatever you suggest.

» Continue reading "The Science of Recruiting - Part 3: Overcoming Basic Candidate Concerns"

The Science of Recruiting - Part 2: Networking

Lou Adler, January 9, 2004

Topics: The Science of Recruiting, Networking, Recruiting

If you want to make Performance-based Hiring a reality, having a steady source of top candidates is essential. Networking is the key to pulling this off. To me, networking represents the difference between good and great recruiting. I don't look at job boards as a primary source of top candidates. Every now and then you'll find one, but not frequently enough to count on this source. However, networking, when properly done, can be the prime source of all your best people. How to do it well is the key. This will be the topic of this edition of the Science of Recruiting. And as you'll soon discover, it most certainly is a science.

» Continue reading "The Science of Recruiting - Part 2: Networking"

The Science of Recruiting - Part 1: Making First Contact

Lou Adler, January 2, 2004

Topics: The Science of Recruiting, Networking, Recruiting

Welcome to our new series of articles, The Science of Recruiting. Over the next ten editions, we'll look at every skill and technique necessary to be a great recruiter. At the end of it all, you'll have a sense of what you need to do to take your performance and success as a recruiter up another notch or two, or maybe more.

» Continue reading "The Science of Recruiting - Part 1: Making First Contact"