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).

The Recruiting Funnel

I recently wrote an article for ERE describing my 20/20/60 sourcing plan. This plan represents the idea that a blend of sourcing programs should be used to ensure your company is hiring the best people possible; i.e., a combination of both active and passive. The recruiting funnel offers a graphical means to describe…

The 20/20/60 Sourcing Plan

I was holding a confab last week with a few recruiting directors from some global companies discussing the future of sourcing and recruiting. The emphasis was how to get better results from LinkedIn Recruiter. Their contention was that more could be done, but their recruiters were balking. The discussion started with a few…

To Recruiters, Hiring Managers and Candidates: Violate These Laws of Human Nature at Your Peril

Here are some basic truths about people regarding hiring and getting hired: There are very few people who have an economic need to look for another job, are willing to take a lateral transfer, and are high achievers. Yet most companies spend most of their time and resources looking for these kinds of…

The Formula for Hiring Success, Part 2

Recap: in part one of this series, the two-question performance-based interview was introduced. The first question involves asking candidates to describe some of their most significant business accomplishments in great detail. While it’s only one question, it is repeated multiple times to ensure coverage of all aspects of exceptional performance. The key to…

The 2-Question Performance-based Interview, Part 1

Recruiters need to be able to quickly and accurately assess candidate competency. The obvious reason for this, though, is not the most important reason. Of course, it’s important to ensure that the candidate is competent and motivated to do the work, and can fit within the culture and style of the organization, but…

A Recruiter Competency Model for Passive Candidates

This article is part of my continuing series on passive candidate recruiting. The key principle underlying all of these articles is that you can’t recruit and hire passive candidates using the same workflow, nor the same recruiters, used for active candidates. According to a recent survey we conducted with LinkedIn, 83% of fully-employed…

Lou’s Rules for Recruiting Passive Candidates

A recent survey we conducted with LinkedIn clearly indicated the 83% of their fully employed members classified themselves as passive candidates. It seems to me that if you’re not an expert at recruiting this 83%, you’re missing the 800-pound gorilla. To help here, I’m in the process of consolidating and summarizing all of…