Lou Adler

About the Author

Lou Adler Photo

Lou Adler is the CEO and founder of The Adler Group – a training and search firm helping companies implement Performance-based Hiring℠. Adler is the author of the Amazon top-10 best-seller, Hire With Your Head (John Wiley & Sons, 3rd Edition, 2007). His most recent book has just been published, The Essential Guide for Hiring & Getting Hired (Workbench, 2013). He is also the author of the award-winning Nightingale-Conant audio program, Talent Rules! Using Performance-based Hiring to Build Great Teams (2007).

I’ll Say It Again: We Need to Get Rid of Resumes and Job Descriptions

Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday. As some of you may know, I think the continued use of traditional, skills-infested job descriptions prevents companies from hiring the best talent available. By default, they wind up hiring the best person who applies. That’s the…

Get Rid of Job Descriptions and You’ll Hire Better People

Editor’s note: TLNT is continuing an annual tradition by counting down the most popular posts of the year. This is No. 6. Our regular content will return on Monday. For the past 30 years I’ve been on a kick to ban traditional skills — and experience-based job descriptions. The prime reason: they’re anti-talent and anti-diversity, aside from…

Why You Shouldn’t Waste Your Time Recruiting Passive Candidates

Editor’s Note: Sometimes, readers ask about past TLNT articles they may have missed. That’s why on Fridays we republish a Classic TLNT post some of you have asked about. Every executive and hiring manager worth his or her salt will tell you hiring top talent is the most important thing they need to do….

Want a Candidate to Succeed? Then Define What It Takes to Be Successful

If a manager is concerned about hiring a high achiever, you need to be concerned about the manager! We just ran a quick poll to determine if hiring managers would trade off experience for potential if they didn’t have to compromise performance or results. Two-thirds agreed. How would you answer the question, and…

Why You Can’t Hire High Achievers

If a manager is concerned about hiring a high achiever, you need to be concerned about the manager! We just ran a quick poll (see question and results in graphic) to determine if hiring managers would trade off experience for potential if they didn’t have to compromise performance or results. Two-thirds agreed. How…

Want to Be Great? Here Are the 7 Habits of Highly Effective Recruiters

We just updated our Recruiter Circle of Excellence Competency Model to take into account the expected surge in hiring in Q2 and Q3. There was also an interesting story by the co-founder of Meebo who concluded that most recruiters are pretty bad. Her big points: recruiters are afraid to pick up the phone…

I’ll Say It Again: We Need to Get Rid of Resumes and Job Descriptions

As some of you may know, I think the continued use of traditional, skills-infested job descriptions prevents companies from hiring the best talent available. By default, they wind up hiring the best person who applies. That’s the same reason I’m against the indiscriminate use of assessment tests. While these tests are good confirming…

Why We Should Banish Job Descriptions and Resumes

As most of you know, I think the continued use of traditional skills-infested job descriptions prevents companies from hiring the best talent available. By default they wind up hiring the best person who applies. That’s the same reason I’m against the indiscriminate use of assessment tests. While these tests are good confirming indicators…

Get Rid of Job Descriptions and You’ll Hire Better People

For the past 30 years I’ve been on a kick to ban traditional skills — and experience-based job descriptions. The prime reason: they’re anti-talent and anti-diversity, aside from being terrible predictors of future success. Some naysayers use the legal angle as their excuse for maintaining the status quo. To debunk this, I engaged…

Use Anti-DISC to Become a Better Person and Make Better Assessments

Warning: do not use this slick all-purpose assessments for screening out people. However, it’s useful for becoming a better interviewer and screening in people. DISC and all its variants (Calipers, Myers-Briggs, Predictive Index, etc.) should never be used to pre-screen people. At best, and if they’re not faked, these “tests” only predict preferences,…

Take a Tour of the Factory and Call Me in the Morning

As many of you know, I’ve been asked to participate in LinkedIn’s Influential Business Leaders Forum as spokesperson for career management and recruiting passive candidates. This article is a version of one of my first posts on LinkedIn. It caused a big reaction among the recruiters, candidates, and hiring managers who read it….