Episode 16: Brandstorm Talks With Lou Adler About Performance-Based Hiring
In this episode of Brandstorm, we welcome Lou Adler to the show. Lou is here to talk about the opportunity of performance-based hiring. If your business struggles to find top talent, then this podcast is for you!
Lou is the CEO and founder of The Adler Group, a consulting a training firm that helps companies implement the Performance-based Hiring℠ system for finding and hiring exceptional talent. Lou is also the author of two books, “Hire With Your Head” and “The Essential Guide for Hiring & Getting Hired”. He’s been featured on Fox News and his articles and posts can be found in Inc. Magazine, Business Insider, Bloomberg and The Wall Street Journal.
Performance-based hiring is the only validated methodology that integrates sourcing, screening, interviewing, and recruiting into a seamless approach based on how top people look for, compare, and accept one position over another.
If you wish to hire top-tier talent, then it’s time to rethink your strategy. In order to hire a great person, you have to start by offering a great job. Most HR departments consider the application process to be a strategy of weeding out the bad. Instead, they should be changing the messaging to attract great people.
High Touch, High Tech Process
This methodology will have you talking with fewer candidates, but spending more time with them, which will raise the talent bar as a resort. Start by defining a job by describing a series of five or six performance objectives. There are three criteria in finding great people through performance objectives:
1. Performance qualified
2. Achiever pattern
3. Career move
Solution Selling vs. Transactional Selling
Start by engaging in a career conversation; sell the discussion, not the job. Learn the person’s needs, and speak to those needs by offering a solution when it comes time to propose a job.
Job branding is more important than company branding when it comes to hiring. Company branding alone is sufficient when there is a surplus of suitable applicants. When you are offered a select few suitable candidates, however, job branding plays a more significant role. Give people a sense of purpose through the work needed, rather than relying solely on the company brand to attract them.