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  • Hiring the Right People
    with Lou Adler and Jenna Connour - August 8, 2014
    Every employee is unique, but some bring more talent, motivation, and value to their companies than others. Lou Adler, founder and CEO of The Adler Group (a training and search firm), joins LJNRadio to expound on his article, “There Are Only Four Types of People – Are You Hiring The Right Ones?” and to offer his advice for finding the best talent for your company.
  • by Lou Adler - September 27, 2013
    Some Big Ideas Job-seekers Must Follow if They Want to Get a Meaningful Job 1. Applying directly to job postings should represent no more than 20% of what you do. Getting referred to a job is 5-10X more effective than applying directly. If you’re going to apply, only apply to jobs when you’re a perfect fit for the skills and experience listed on the job description. 2. Leverage your understanding of the recruiter’s rol...
  • Recruiting Trends for the Near Future
    with Lou Adler and Tim Muma - March 20, 2013
    Employers seeking talented workers are in the midst of certain transitions, whether it comes to technology, the workforce itself or what is truly valuable to an organization. With that in mind, strategies and philosophies need adjustment when it comes to hiring in the near future (even now if they're bold). Lou Adler, Founder and CEO of The Adler Group, a training and consulting firm helping companies find and hire top talent,...
  • by Lou Adler - September 20, 2011
    Measuring quality of hire (QoH) is somewhat elusive, but critical if a company wants to know if its sourcing, recruiting, assessment, and hiring programs are working properly. Without it, implementing a raising-the-talent-bar strategy become problematic. In this article I’d like to focus on some core issues involving QoH, and offer an idea on how to measure it both pre- and post-hire. Let’s get started by first defining Qu...
  • by Lou Adler - July 29, 2011
    Some points to make before you read this article: 1. It’s somewhat controversial, but by the end you’ll agree (if you get that far). 2. If you’re a corporate recruiter or HR leader, put your confirmation bias in the parking lot before reading this article. 3. You might want to listen to this YouTube video of a webcast (Future of Recruiting Circa 2020) we recently held. It will give you a sense what’s happening no...
  • by Lou Adler - July 22, 2011
    As I ponder the future of where our industry is headed, I’m reminded of Geoffrey Moore’s technology adoption curve, from his fine book, Crossing the Chasm. It describes how users (aka “buyers”) of technology follow a predictable adoption rate, generally based on their comfort with the technology and their ability to implement change. It’s not surprising that technology, especially the use of advanced business networking to...
  • by Lou Adler - June 22, 2011
    Technology, especially the use of advanced business networking tools, in combination with state-of-the-art Internet marketing techniques, are fundamentally changing the face of recruiting as we once knew it. Surprisingly, most major U.S. corporations are still moving too slowly to take full advantage of these important changes. Worse, many are actually fighting or are oblivious to these changes. As you know, we’re now work...
  • by Lou Adler - June 14, 2011
    Is LinkedIn worth $90 a share? If you’re a recruiter, it’s worth a heck of a lot more if you know how to recruit and use it properly. If you just think it’s a great research tool with millions of names of passive candidates, you’re missing its real value. In this case it’s worth a heck of a lot less. Worse, it will be worth even less than that once everyone gets the same list of names. “Simply put: you can’t source and...
  • by Lou Adler - June 14, 2011
    This week we’ll predict the future of LinkedIn and suggest what we think is needed to ensure that it remains the primary sourcing tool for recruiting passive candidates. Although we’re the exclusive and authorized provider of advanced training using the LinkedIn suite of corporate products and services, we have no inside knowledge of their future product releases. However, we do know that whenever we introduce a new sourci...
  • by Lou Adler - June 14, 2011
    There’s an old adage that you should treat candidates as customers. Somehow this has been forgotten in the current era of high unemployment and slow job growth. I’m going to reframe this idea and suggest that if you want to hire the best people possible, treat everyone as if they were a passive candidate. This is vital for candidates who are actually passive candidates. More important, treating everyone with the respect they d...