Adler Group

Displaying 1-40 of 48 results

  • White Papers // Oct 2010

    Are Corporate Recruiters Capable Of Hiring Top Passive Candidates?

    Hiring more Achievers should be the primary goal of all recruiters. It starts by becoming a Corporate Headhunter. If you're a recruiting leader I'd suggest start hiring recruiters who can challenge hiring managers, who are willing to call people who aren't looking and engage with them in a career discussion,...

    Provided By Adler Group

  • White Papers // Oct 2010

    Identifying And Recruiting Achievers

    There are two core types of recruiters: those who fill positions with any available candidate, and those who source, recruit, and hire Achievers. The author defines achievers as those in the top-half of the top-half. These are people who raise a company's talent bar. Unfortunately, finding and hiring Achievers is...

    Provided By Adler Group

  • White Papers // Sep 2010

    How Should You Measure Quality Of Hire?

    Some of the author's reasons for measuring quality of hire revolve around the following: Determine how well your hiring process is working. If you're not hiring people in the top half, or the top half of the top half, you're not raising your talent. Measuring quality of hire by position...

    Provided By Adler Group

  • White Papers // Sep 2010

    Recruiting Passive Candidates With Multiple Offers

    For recruiters who don't remember what it's like, and for those recruiters who are too young to remember the golden olden days when top candidate supply was less than demand, a little history is in order. Whenever the economy is expanding more than a few percentage points, labor shortages in...

    Provided By Adler Group

  • White Papers // Sep 2010

    Recruiting Passive Candidates 101

    Use the One-Question Performance-based Interview to Recruit and Close. For the author, the primary purpose of the interview is to look for voids and gaps in the candidate's background. Using the one-question interview, the author compares the candidate's major accomplishments to what's described in the performance profile. The difference, if...

    Provided By Adler Group

  • White Papers // Aug 2010

    Recruiting Passive Candidates - Overcoming First Call Concerns

    The key to recruiting top candidates - especially those that are passive - is by maintaining "Applicant control." Strong candidates who have other opportunities are always in a more advantageous position than the company trying to hire them. Good recruiters can reverse this position by offering a better job among...

    Provided By Adler Group

  • White Papers // Aug 2010

    Prepping Candidates And Taming Hiring Managers

    Those on the interviewing team actually do a very good job as long as a performance profile has been developed, everyone on the hiring team agrees to it, and there is a formal debriefing to evaluate the candidate. The part that's a bit out of control is the candidate, and...

    Provided By Adler Group

  • White Papers // Aug 2010

    Recruiting Passive Candidates - How To Overcome Common Objections

    Recruiting passive candidates is never easy. In a strong economy you have to compete with multiple opportunities and counter-offers. In a slow economy candidates don't want to talk because of the fear of losing what they have. However, if you have a real career worth discussing, you need to persist,...

    Provided By Adler Group

  • White Papers // May 2010

    Implementing A Hiring Strategy To Maximize Financial ROI

    The root cause of the problem seems to be the lack of a CEO-driven talent strategy, combined with some CFO-like financial rigor. Most companies have talent-related mission statements, but these rarely convert to a strategy. If they did, cost per hire would be tossed out, replaced by some quality of...

    Provided By Adler Group

  • White Papers // May 2010

    Should The Recruiting Department Be Charged With Financial Malfeasance?

    Earlier this year the author presented a financial model that demonstrated that on average, hiring a C+ person instead of a B+ person costs a company somewhere between 50 and 100% of the person's annual compensation. This becomes a huge waste of resources if you do this more than once....

    Provided By Adler Group

  • White Papers // May 2010

    A Hiring Top Talent Checklist

    When the supply of top candidates falls short of demand, you'll need to rethink how you find, recruit, and hire top talent. The following checklist will help. Under conditions of talent scarcity, if you do the following steps as described, you will hire more top talent and close each search...

    Provided By Adler Group

  • White Papers // Apr 2010

    Who's To Blame For Hiring Mistakes?

    If you have low standards a hiring mistake is someone who gets terminated or quits during the first 3-6 months. If you have high standards it's someone who isn't an achiever. An achiever - typically a B+ or better person - is someone who delivers high-quality results on a consistent...

    Provided By Adler Group

  • White Papers // Apr 2010

    Using The Exploratory Interview & Video To Eliminate The Four Deadly Hiring Sins

    From the author's observations, hiring manager interviewing mistakes fall into these big buckets: Overvaluing first impressions and hiring those who are more talkers than performers, and not hiring top people who were temporarily nervous. Overvaluing gut feelings (a.k.a., intuition). This results in hiring people who are good at some things...

    Provided By Adler Group

  • White Papers // Feb 2010

    Does Increasing Interviewing Accuracy Improve Quality Of Hire?

    In a recent public report it compared the impact nine variables had on improving quality of hire and time to hire. Interestingly, at least according to their research, accurate interviewing and assessments had no impact on improving quality of hire. Regardless, it is a gate to pass to get into...

    Provided By Adler Group

  • White Papers // Feb 2010

    Does Behavioral Interviewing Help Or Hinder Quality Of Hire?

    Here are the author's quick answers regarding the impact Behavioral Event Interviewing (BEI) has on improving quality of hire: It helps if you narrowly define quality of hire as someone who possesses all of the skills and experience requirements listed on the job description. It doesn't help much if you...

    Provided By Adler Group

  • White Papers // Feb 2010

    Using The One-Question Interview To Measure Motivation

    Since self-motivation or personal drive is the core predictor of on-the-job performance, one might want to try out the one-question interview technique described in the paper to see how it works. Start by asking your hiring managers what the new employee would need to accomplish in order to be considered...

    Provided By Adler Group

  • White Papers // Jan 2010

    A 10-Part Rx For Hiring Better People In 2010

    Here is a collection of prescriptive ideas you should consider if you want to raise your company's talent level: Start measuring how long candidates have been looking. While there are some good active candidates, if you don't get them first you'll be hiring the leftovers. These are always in the...

    Provided By Adler Group

  • White Papers // Jan 2010

    The Financial Impact Of Not Hiring The Least-Best

    The financial gain of hiring A-level talent is probably 10-100 times the person's compensation. The financial cost of hiring a walking lawsuit is probably 10-100 times their compensation. Assuming the duds and the stars represent 10% of your total hires, it's what you do with the other 90% that really...

    Provided By Adler Group

  • White Papers // Jan 2010

    Calculating The Financial Impact Of Not Hiring The Top-Third

    As you know the best people typically don't look for new opportunities the same way as everyone else does. For one thing they're looking for careers, not lateral transfers, and they find them largely through some type of networking effort. This suggests a massive shift away from generic job boards...

    Provided By Adler Group

  • White Papers // Dec 2009

    The Financial Impact Of Eliminating Your Mashup Hiring Strategy

    The author states that most companies don't have a formal hiring strategy in place that drives planning and decision-making. As a result, some default strategy predominates how hiring is done; generally, some mashup of competing ideas. Typically this is hiring manager-driven with individual managers determining who gets hired. Few managers...

    Provided By Adler Group

  • White Papers // Nov 2009

    What Is Your Hiring Strategy, And Is It The Right One?

    Some business concepts worth considering when developing a hiring strategy: When business conditions change, your strategy has to change along with it. Tactics don't drive strategy; strategy drives tactics. Strategy drives the planning process. The plan drives the tactics. Plan. Don't react. If you have the time, worry about the...

    Provided By Adler Group

  • White Papers // Nov 2009

    The Enormous Financial Impact Of Improving Quality Of Hire

    Using the 10-factor scorecard, it's possible to assess a group of people pre-and/or post-hire and give them actual grades or scores equivalent to A to F. Here's a quick summary of these rankings and my definition of these grades. In addition, a financial impact multiplier is noted. In a moment...

    Provided By Adler Group

  • White Papers // Sep 2009

    Using Changes In Talent Mix To Calculate Hiring ROI

    To see the importance of calculating hiring ROI, just multiply the number of people you're forecasting to hire in the next 12 months by their average compensation. This is probably a big number. For example, if you're planning on hiring a group consisting of college grads, experienced techies, and a...

    Provided By Adler Group

  • White Papers // Jun 2009

    Can Your Company Hire A-Level Talent?

    Every company wants to hire the best people, but most haven't figured out how to do it consistently and across the board. Here's a short checklist of prerequisites. Rank yourself on a 1-5 scale to see where you stand, with 5 being the best and 1 being worse than pretty...

    Provided By Adler Group

  • White Papers // May 2009

    8 Cool Ways To Engage Your Hiring Managers And Hire More "A-Level" Talent

    If it wasn't for hiring managers, recruiting would be so easy. But, alas, this is not to be. Instead, one can either confront them head on, or put our heads down in despair, and find still other perfectly qualified candidates they still won't like. Unfortunately, too many recruiters fall into...

    Provided By Adler Group

  • White Papers // May 2009

    Back To The Future: January 2010

    What are some of the hiring challenges one is now facing? As you put the list together, consider these assumptions: The trough of the economic downturn was reached in April 2009. Job losses continued through October 2009, but at a declining rate, with job gains finally turning positive in November...

    Provided By Adler Group

  • White Papers // May 2009

    An Action Plan To Convert Your Corporate Recruiters Into Headhunters

    External recruiters are more hunter-types, drawn to the challenge of commission sales. Corporate recruiters are farmer-like, cultivating relationships, seeking more security, and focusing on activity. The best third-party recruiters make tons of money and the pretty good ones do OK. These recruiters are driven by the compensation, just like any...

    Provided By Adler Group

  • White Papers // Apr 2009

    The One-Question Performance-Based Interview Redux

    Knowing real job needs also allows the interviewer to use only one basic question to assess most job factors like competency, motivation, leadership skills, and ability to achieve consistent results. This involves asking the candidate to describe his or her major accomplishments in great detail (at least 10-15 minutes per...

    Provided By Adler Group

  • White Papers // Apr 2009

    What Is Your Recruiting Strategy?

    Do you have a recruiting strategy, or do you just adopt the latest fad and see if works? This probably won't work. Tactics don't determine strategy; strategy determines tactics. And when business conditions change, a company's strategy needs a corresponding change. So does the company's recruiting strategy. Some of these...

    Provided By Adler Group

  • White Papers // Apr 2009

    Is Your Recruiting Department Behind The Eight Ball?

    The expression "Behind the eight ball" refers to a difficult position from which escape is highly unlikely. In pool it's not good to be behind the eight ball because hitting the eight ball first is an automatic loss. Most (not all) recruiting departments are in heavy reaction mode, struggling to...

    Provided By Adler Group

  • White Papers // Apr 2009

    Adler's Recruiter Self-Development Plan

    Recruiters need to be able to connect with lots of top-notch people on an ongoing basis. This is the best way to get referrals of great passive candidates. If you're worth knowing, hiring managers and candidates will seek you out. They'll refer the best people they know to you without...

    Provided By Adler Group

  • White Papers // Apr 2009

    Hiring In The Age Of Twitter

    Now is the time for top recruiting organizations to take the following steps to ensure that their 15 minutes of fame aren't similar to the 15 minutes just experienced by "Cisco Fatty": Make sure you have a clearly defined hiring process, that the process is clearly described on your career...

    Provided By Adler Group

  • White Papers // Mar 2009

    How To Do Twice As Much With Half The Recruiting Team

    Recruiters who are partners with their clients get more time to discuss real job needs, they send out fewer candidates, make more hires, and overcome natural hiring manager resistance to see top candidates who don't fit the bill on paper. Partners make twice as many placements per month than recruiters...

    Provided By Adler Group

  • White Papers // Mar 2009

    Use A "Skunk Works" Mentality To Rebuild Your Recruiting Programs

    There are some great people who are now open to discuss future opportunities 6-12 months down the road, but who are unwilling to move right away. Why not begin these conversations immediately? Then when the recovery begins in earnest you'll be able to instantly reach out to these people with...

    Provided By Adler Group

  • White Papers // Mar 2009

    Lose Your Personality And Become A Better Person And Better Interviewer

    These people are the hard-chargers, dominant, and fast-paced. They are less sensitive to the needs of others, with delivering results as their high number one priority. During the interview they over-value their intuition and tend to like people who are assertive, strong communicators, and those who seem to have high...

    Provided By Adler Group

  • White Papers // Feb 2009

    Recruiting Lessons From "Fast Company"

    Application to recruiting: if you want to hire top people, first figure out how they find career opportunities, why they engage with a company to evaluate a specific opportunity, and why they select one job over another. This seems so obvious, yet when I look at how most companies write...

    Provided By Adler Group

  • White Papers // Feb 2009

    Benchmark Your Recruiting Skills Using The New 10-Factor Recruiter Scorecard

    If you want to attract and represent top performers for professional or managerial positions, recruiters need to personally know their hiring managers, understand their leadership style, know how they make hiring decisions, and advise them on the selection decision. This is level 3 performance. If you're a level 5 here,...

    Provided By Adler Group

  • White Papers // Jan 2009

    Early-Bird Strategies For Sourcing Top Sales People, Or Sourcing Secrets Of Top Recruiters

    Performance-based Hiring is about recruiting top performers, and in today's economy recruiters and companies have a chance to pick up some really great talent. The key word here is "Chance." One prerequisite to finding and recruiting top talent is that recruiters must understand the mentality of a top performer. The...

    Provided By Adler Group

  • White Papers // Jan 2009

    The First 100 Days - Recruiting In 2009

    The recruiting industry has always been a barometer for the overall economy. According to this year's survey, only 8% of respondents say they are going to hire significantly more people in 2009 than in 2008. 41% are in some sort of hiring freeze and are expecting to downsize or stop...

    Provided By Adler Group

  • White Papers // Jan 2009

    Don't Fire Your Recruiters Just When The Recovery Is About To Begin

    Forget the Lone Rangers and those experienced recruiters who have not gotten significantly better over the past two years. Hiring top people is a business process, equivalent to selling your firm's products and services. Now is the time to start implementing new training programs and changing your outdated pre-recession recruiting...

    Provided By Adler Group

  • White Papers // May 2010

    Should The Recruiting Department Be Charged With Financial Malfeasance?

    Earlier this year the author presented a financial model that demonstrated that on average, hiring a C+ person instead of a B+ person costs a company somewhere between 50 and 100% of the person's annual compensation. This becomes a huge waste of resources if you do this more than once....

    Provided By Adler Group

  • White Papers // May 2010

    Implementing A Hiring Strategy To Maximize Financial ROI

    The root cause of the problem seems to be the lack of a CEO-driven talent strategy, combined with some CFO-like financial rigor. Most companies have talent-related mission statements, but these rarely convert to a strategy. If they did, cost per hire would be tossed out, replaced by some quality of...

    Provided By Adler Group

  • White Papers // Dec 2009

    The Financial Impact Of Eliminating Your Mashup Hiring Strategy

    The author states that most companies don't have a formal hiring strategy in place that drives planning and decision-making. As a result, some default strategy predominates how hiring is done; generally, some mashup of competing ideas. Typically this is hiring manager-driven with individual managers determining who gets hired. Few managers...

    Provided By Adler Group

  • White Papers // Oct 2010

    Identifying And Recruiting Achievers

    There are two core types of recruiters: those who fill positions with any available candidate, and those who source, recruit, and hire Achievers. The author defines achievers as those in the top-half of the top-half. These are people who raise a company's talent bar. Unfortunately, finding and hiring Achievers is...

    Provided By Adler Group

  • White Papers // Sep 2009

    Using Changes In Talent Mix To Calculate Hiring ROI

    To see the importance of calculating hiring ROI, just multiply the number of people you're forecasting to hire in the next 12 months by their average compensation. This is probably a big number. For example, if you're planning on hiring a group consisting of college grads, experienced techies, and a...

    Provided By Adler Group

  • White Papers // Feb 2010

    Does Behavioral Interviewing Help Or Hinder Quality Of Hire?

    Here are the author's quick answers regarding the impact Behavioral Event Interviewing (BEI) has on improving quality of hire: It helps if you narrowly define quality of hire as someone who possesses all of the skills and experience requirements listed on the job description. It doesn't help much if you...

    Provided By Adler Group

  • White Papers // Feb 2010

    Does Increasing Interviewing Accuracy Improve Quality Of Hire?

    In a recent public report it compared the impact nine variables had on improving quality of hire and time to hire. Interestingly, at least according to their research, accurate interviewing and assessments had no impact on improving quality of hire. Regardless, it is a gate to pass to get into...

    Provided By Adler Group

  • White Papers // Sep 2010

    How Should You Measure Quality Of Hire?

    Some of the author's reasons for measuring quality of hire revolve around the following: Determine how well your hiring process is working. If you're not hiring people in the top half, or the top half of the top half, you're not raising your talent. Measuring quality of hire by position...

    Provided By Adler Group

  • White Papers // Jan 2010

    A 10-Part Rx For Hiring Better People In 2010

    Here is a collection of prescriptive ideas you should consider if you want to raise your company's talent level: Start measuring how long candidates have been looking. While there are some good active candidates, if you don't get them first you'll be hiring the leftovers. These are always in the...

    Provided By Adler Group

  • White Papers // Jan 2010

    Calculating The Financial Impact Of Not Hiring The Top-Third

    As you know the best people typically don't look for new opportunities the same way as everyone else does. For one thing they're looking for careers, not lateral transfers, and they find them largely through some type of networking effort. This suggests a massive shift away from generic job boards...

    Provided By Adler Group

  • White Papers // Nov 2009

    What Is Your Hiring Strategy, And Is It The Right One?

    Some business concepts worth considering when developing a hiring strategy: When business conditions change, your strategy has to change along with it. Tactics don't drive strategy; strategy drives tactics. Strategy drives the planning process. The plan drives the tactics. Plan. Don't react. If you have the time, worry about the...

    Provided By Adler Group

  • White Papers // Nov 2009

    The Enormous Financial Impact Of Improving Quality Of Hire

    Using the 10-factor scorecard, it's possible to assess a group of people pre-and/or post-hire and give them actual grades or scores equivalent to A to F. Here's a quick summary of these rankings and my definition of these grades. In addition, a financial impact multiplier is noted. In a moment...

    Provided By Adler Group

  • White Papers // Feb 2010

    Using The One-Question Interview To Measure Motivation

    Since self-motivation or personal drive is the core predictor of on-the-job performance, one might want to try out the one-question interview technique described in the paper to see how it works. Start by asking your hiring managers what the new employee would need to accomplish in order to be considered...

    Provided By Adler Group

  • White Papers // May 2009

    Back To The Future: January 2010

    What are some of the hiring challenges one is now facing? As you put the list together, consider these assumptions: The trough of the economic downturn was reached in April 2009. Job losses continued through October 2009, but at a declining rate, with job gains finally turning positive in November...

    Provided By Adler Group

  • White Papers // Apr 2010

    Using The Exploratory Interview & Video To Eliminate The Four Deadly Hiring Sins

    From the author's observations, hiring manager interviewing mistakes fall into these big buckets: Overvaluing first impressions and hiring those who are more talkers than performers, and not hiring top people who were temporarily nervous. Overvaluing gut feelings (a.k.a., intuition). This results in hiring people who are good at some things...

    Provided By Adler Group

  • White Papers // Sep 2010

    Recruiting Passive Candidates With Multiple Offers

    For recruiters who don't remember what it's like, and for those recruiters who are too young to remember the golden olden days when top candidate supply was less than demand, a little history is in order. Whenever the economy is expanding more than a few percentage points, labor shortages in...

    Provided By Adler Group

  • White Papers // Aug 2010

    Recruiting Passive Candidates - Overcoming First Call Concerns

    The key to recruiting top candidates - especially those that are passive - is by maintaining "Applicant control." Strong candidates who have other opportunities are always in a more advantageous position than the company trying to hire them. Good recruiters can reverse this position by offering a better job among...

    Provided By Adler Group

  • White Papers // Aug 2010

    Prepping Candidates And Taming Hiring Managers

    Those on the interviewing team actually do a very good job as long as a performance profile has been developed, everyone on the hiring team agrees to it, and there is a formal debriefing to evaluate the candidate. The part that's a bit out of control is the candidate, and...

    Provided By Adler Group

  • White Papers // Aug 2010

    Recruiting Passive Candidates - How To Overcome Common Objections

    Recruiting passive candidates is never easy. In a strong economy you have to compete with multiple opportunities and counter-offers. In a slow economy candidates don't want to talk because of the fear of losing what they have. However, if you have a real career worth discussing, you need to persist,...

    Provided By Adler Group

  • White Papers // Apr 2009

    Is Your Recruiting Department Behind The Eight Ball?

    The expression "Behind the eight ball" refers to a difficult position from which escape is highly unlikely. In pool it's not good to be behind the eight ball because hitting the eight ball first is an automatic loss. Most (not all) recruiting departments are in heavy reaction mode, struggling to...

    Provided By Adler Group

  • White Papers // Mar 2009

    How To Do Twice As Much With Half The Recruiting Team

    Recruiters who are partners with their clients get more time to discuss real job needs, they send out fewer candidates, make more hires, and overcome natural hiring manager resistance to see top candidates who don't fit the bill on paper. Partners make twice as many placements per month than recruiters...

    Provided By Adler Group

  • White Papers // Mar 2009

    Use A "Skunk Works" Mentality To Rebuild Your Recruiting Programs

    There are some great people who are now open to discuss future opportunities 6-12 months down the road, but who are unwilling to move right away. Why not begin these conversations immediately? Then when the recovery begins in earnest you'll be able to instantly reach out to these people with...

    Provided By Adler Group

  • White Papers // Apr 2009

    Adler's Recruiter Self-Development Plan

    Recruiters need to be able to connect with lots of top-notch people on an ongoing basis. This is the best way to get referrals of great passive candidates. If you're worth knowing, hiring managers and candidates will seek you out. They'll refer the best people they know to you without...

    Provided By Adler Group

  • White Papers // Feb 2009

    Recruiting Lessons From "Fast Company"

    Application to recruiting: if you want to hire top people, first figure out how they find career opportunities, why they engage with a company to evaluate a specific opportunity, and why they select one job over another. This seems so obvious, yet when I look at how most companies write...

    Provided By Adler Group

  • White Papers // Feb 2009

    Benchmark Your Recruiting Skills Using The New 10-Factor Recruiter Scorecard

    If you want to attract and represent top performers for professional or managerial positions, recruiters need to personally know their hiring managers, understand their leadership style, know how they make hiring decisions, and advise them on the selection decision. This is level 3 performance. If you're a level 5 here,...

    Provided By Adler Group

  • White Papers // Jan 2009

    Early-Bird Strategies For Sourcing Top Sales People, Or Sourcing Secrets Of Top Recruiters

    Performance-based Hiring is about recruiting top performers, and in today's economy recruiters and companies have a chance to pick up some really great talent. The key word here is "Chance." One prerequisite to finding and recruiting top talent is that recruiters must understand the mentality of a top performer. The...

    Provided By Adler Group

  • White Papers // Jan 2009

    The First 100 Days - Recruiting In 2009

    The recruiting industry has always been a barometer for the overall economy. According to this year's survey, only 8% of respondents say they are going to hire significantly more people in 2009 than in 2008. 41% are in some sort of hiring freeze and are expecting to downsize or stop...

    Provided By Adler Group

  • White Papers // Jan 2009

    Don't Fire Your Recruiters Just When The Recovery Is About To Begin

    Forget the Lone Rangers and those experienced recruiters who have not gotten significantly better over the past two years. Hiring top people is a business process, equivalent to selling your firm's products and services. Now is the time to start implementing new training programs and changing your outdated pre-recession recruiting...

    Provided By Adler Group

  • White Papers // Dec 2008

    The UAW, The Detroit Bailout, And Related Sourcing Issues

    The needs of top candidates must drive every aspect of a company's hiring processes, not the ego of managers, nor the bureaucrats in legal and HR. Your company falls into this category if you worry more about preventing average people from applying instead of figuring out how to attract more...

    Provided By Adler Group

  • White Papers // Nov 2008

    Don't Sell The Job, Sell The Next Step! Recruiting Lessons From A Winning Football Drive

    Too many recruiters rush the closing process, trying to push the candidate across the finish line before the race has even started. If you want to win the recruiting game, stop the Hail Mary's. Instead, consider successful recruiting more like a well-planned football drive, where time of possession is key....

    Provided By Adler Group

  • White Papers // Nov 2008

    How To Develop A Talent-Driven Hiring Strategy In Changing Times

    One of the clients asked us to lead a full-day sourcing strategy review session for their recruiting and hiring leaders. The company believed they were moving in the wrong direction and needed to rethink everything they were doing very quickly. The catalyst for all this was the impact of the...

    Provided By Adler Group

  • White Papers // May 2010

    A Hiring Top Talent Checklist

    When the supply of top candidates falls short of demand, you'll need to rethink how you find, recruit, and hire top talent. The following checklist will help. Under conditions of talent scarcity, if you do the following steps as described, you will hire more top talent and close each search...

    Provided By Adler Group

  • White Papers // Apr 2010

    Who's To Blame For Hiring Mistakes?

    If you have low standards a hiring mistake is someone who gets terminated or quits during the first 3-6 months. If you have high standards it's someone who isn't an achiever. An achiever - typically a B+ or better person - is someone who delivers high-quality results on a consistent...

    Provided By Adler Group

  • White Papers // Sep 2010

    Recruiting Passive Candidates 101

    Use the One-Question Performance-based Interview to Recruit and Close. For the author, the primary purpose of the interview is to look for voids and gaps in the candidate's background. Using the one-question interview, the author compares the candidate's major accomplishments to what's described in the performance profile. The difference, if...

    Provided By Adler Group

  • White Papers // Jun 2009

    Can Your Company Hire A-Level Talent?

    Every company wants to hire the best people, but most haven't figured out how to do it consistently and across the board. Here's a short checklist of prerequisites. Rank yourself on a 1-5 scale to see where you stand, with 5 being the best and 1 being worse than pretty...

    Provided By Adler Group

  • White Papers // May 2009

    8 Cool Ways To Engage Your Hiring Managers And Hire More "A-Level" Talent

    If it wasn't for hiring managers, recruiting would be so easy. But, alas, this is not to be. Instead, one can either confront them head on, or put our heads down in despair, and find still other perfectly qualified candidates they still won't like. Unfortunately, too many recruiters fall into...

    Provided By Adler Group

  • White Papers // Apr 2009

    Hiring In The Age Of Twitter

    Now is the time for top recruiting organizations to take the following steps to ensure that their 15 minutes of fame aren't similar to the 15 minutes just experienced by "Cisco Fatty": Make sure you have a clearly defined hiring process, that the process is clearly described on your career...

    Provided By Adler Group

  • White Papers // Oct 2010

    Are Corporate Recruiters Capable Of Hiring Top Passive Candidates?

    Hiring more Achievers should be the primary goal of all recruiters. It starts by becoming a Corporate Headhunter. If you're a recruiting leader I'd suggest start hiring recruiters who can challenge hiring managers, who are willing to call people who aren't looking and engage with them in a career discussion,...

    Provided By Adler Group

  • White Papers // Jan 2010

    The Financial Impact Of Not Hiring The Least-Best

    The financial gain of hiring A-level talent is probably 10-100 times the person's compensation. The financial cost of hiring a walking lawsuit is probably 10-100 times their compensation. Assuming the duds and the stars represent 10% of your total hires, it's what you do with the other 90% that really...

    Provided By Adler Group

  • White Papers // Dec 2008

    How To Tame 500-Pound Gorillas (ALA Your Hiring Managers)

    Here are the ten most common hiring mistakes the author has seen repeated year in and year out by company after company. Most of them are attributed to the inability of hiring managers to properly assess and recruit top performers. The second big problem is the lack of understanding of...

    Provided By Adler Group