Lou Adler

About the Author

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Lou Adler is the president of The Adler Group, a training and consulting firm helping companies find and hire top talent using Performance-based Hiring(sm). He is the Amazon best-seller author of Hire With Your Head (John Wiley & Sons, 3rd Edition, 2007) and the new Nightingale-Conant audio program Talent Rules! Using Performance-based Hiring to Hire Top Talent (2007). Adler is a noted recruiting industry expert, national speaker, and columnist for a number of major recruiting Internet sites including SHRM, ERE.net, Kennedyinfo.com and ZoomInfo.com. Adler's early career included executive and financial management positions with The Allen Group and Rockwell International. He holds an MBA from UCLA and a B.S. in Engineering from Clarkson University, New York.

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…

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

Jobdescription

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…

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Ban Job Descriptions and 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.

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Recruiters Must Demand Their Hiring Managers Prepare performance-based Job Descriptions

Since we promote people based on their performance, why don’t we hire them the same way? Amazon willing, my next book, The Essential Guide for Hiring & Getting Hired, will be available as an eBook on January 31. The book is written for everyone involved in hiring: recruiters, hiring managers, and candidates. This…

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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,…

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7 Ways to Minimize Perception-driven Hiring Mistakes

If you like someone when you first meet, you maximize their positives and minimize their negatives. If you don’t like someone, you maximize their weaknesses, and minimize their positives. Now consider how many great candidates didn’t get the jobs they deserve because someone on the hiring team made a superficial judgment in the…

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