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Posts Tagged ‘Lou Adler’

Making a Career Move? Consider the ’30 Percent Solution’

successAccording to Lou Adler, author of The Essential Guide for Hiring & Getting Hired and creator of the Performance-based Hiring system, there’s a notion of the 30 percent solution when considering new job offers.

Per his post on LinkedIn, for a job opportunity to become truly viable for you to make the move, it must have at least a 30 percent increase over your current one. By increase he doesn’t mean salary alone. Yes, there should be a salary bump but that shouldn’t be the only reason for making the move nor should it comprise the entire 30 percent.

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Six Traits of High Performing Achievers

Here’s the cool thing about this piece we read on LinkedIn by Lou Adler, author of Hire With Your Head.

While it outlines several traits to spot in high achievers, its purpose is twofold. Managers can easily spot these traits to identify a high performer and if you’re an employee on the team, you can connect the dots and pursue the ideas below to become that go-to guy or gal.

1. You’ve been assigned difficult challenges ahead of your peers. In the piece Adler points out the best people on a team are assigned tasks that are typically given to the higher ups. If this happens frequently and during the first year of your employment, you get a gold star! This is certainly evidence of a high achiever and something to highlight on a job interview. Read more

Job Descriptions Weed Out Stars, Leaving Just The Dregs

weed flower dandelion seeds

Are job descriptions doing more harm than good? Lou Adler thinks so.

How could this be? You go to a job board and find a posting and if it doesn’t say “the candidate must have 10 years of experience in PR” then how do you know what they’re looking for?

But consider this, says Adler. “Top performers tend to get promoted more rapidly than under-performers. As a result, after a few years, they have less overall experience than the average person in the same job. If average years of experience and skills is used as the cut-off for screening when hiring from the outside, then the best people — those in the top-half (sic) — will automatically be excluded…Top people, including diverse candidates, don’t decide to apply for a job, or compare multiple offers, based on the job description. They are more interested in the challenges and growth opportunities, the leadership qualities of the hiring manager, the company culture, and overall impact they can make…Job descriptions are the lazy way out.”

Wow. Does this make sense to you? Or do we need some sort of description to help jobseekers make decisions?

photo: aussiegall

Smart/Sneaky Phone Tricks To Get Candidates To Call You Back

Listen up, passive-candidate recruiters: If you’re hiring for a boring-sounding position, don’t call it that in your phone message. Please.

Recruiting consultant Lou Adler posts at about phone tricks to pique your candidates’ interest and turn the pursuer-pursuee relationship around. I don’t know about this whole “reticular activator” thing, but check out some of these voice mail lines:

1. Your mother called and told me she wanted you to consider this job. (This actually worked.)
2. Your boss just called and strongly suggested you consider this job. (This didn’t work too well, but it’s worth a shot.)
3. You’re the 87th person I’ve called for this senior-level creative director level position, and I haven’t found anyone creative yet. I hope you’re not like the other 86. Even if you’re not interested in the job, I’d love a new idea for a better voice mail.
4. We’re trying to adopt the marketing concepts Obama used to become President. We’d like to talk to you, if you think you can help.
5. Our team of seven ASIC design engineers is looking for a new leader. Two of them said they’d like that person to be you.
6. We just opened a req for a new security analyst cadet for Star Fleet Academy’s Class of 2387. Is this something you’d like to explore? There is some travel involved.
7. Have you heard the story about the priest and the rabbi who went into the bar across from Fenway? If not, I’d like to tell you about it and what it has to do with our new Plant Manager position.
8. I call every person I’m referred to at least eight times before giving up. This is the 3rd call.
9. (Name) just suggested I give you a call. He said you’re one of the best people he’s every worked with, and while you’re probably not now interested in our executive marketing position, he thought you’d know someone who would be. (This one always works if the name is important enough.)

Are You A ‘Crazy Good’ Recruiter?

Guy leaping over puddle
flickr user: gilesclement

Check out “Adler’s ‘Crazy Metrics’ for Progressive Recruiters” at It’s a self-evaluation to see how your skills stack up against the industry averages. Lou Adler, the author, warns that the rubric’s pretty tough, but it’s good to see how you stack up.

Especially liked question 8, Technology Utilization Factor:

Whether it’s being an ATS geek, a Web 2.0 aficionado, a search optimization fanatic, or a CRM guru, recruiting in today’s era requires significant technology expertise. If you still advocate a tech-free environment, you earn a big zero on this factor. Googling for resumes is not a big deal anymore, so you get nothing for being good at this. If you’re training others in using the latest recruiter-tech stuff take all 10 points. If no one laughs at your lack of tech-expertise, score 5 points here.

How do you rate?