Lou Adler's Keynote presentation on "Performance-based Hiring" at the Greenhouse Recruiting Optimization Summit

1. Lou Adler’s
Performance-based Hiringsm
1997
2002
2007
2013
2005
Best Metrics
Candidates/Hire
Sourcing Mix
budurl.com/HOGreenhouse

2. Core
50-60%
Mistakes
15-20%
A-Team
Achievers
Top 25%
Ask Yourself:
• How many people will you be hiring in the next 12
months?
• Do you spend more time figuring out the cost of
hiring these people or the impact they can make?
budurl.com/HOGreenhouse

3. Where have we gotten better?
Improved
Process
Efficiency
Improved
Interviewing
Accuracy
Implement a
Hire the A-Team
Process
Sourcing: Improved
Diversity & Passive
Candidates
Improved
Employee
Performance &
Engagement
Strategy drives tactics, process and focus.
What’s your strategy?
Fully Integrated
“Internet of
Everything” Hiring
System

4. Do You Have the “Right” Strategy?
Is there a surplus or scarcity of the A-team “Achievers”?
HAVE GET
Surplus – Weed Out the Weak – Active – Best Who Apply
Scarcity – Attract the Best – Passive – Raise the Talent Bar
DO BECOME
Hiring Manager Shift: 1st Define Job, Not the Person!
Top Candidate Shift: DOING & BECOMING vs. GETTING

5. Staffing Spiral of Doom Catch-22
Assumption: excess
supply of talent
Talent Surplus
vs.
Talent Scarcity
Hire for Core: Max Efficiency
Assumption: scarcity of
talent
Hire A-Team: Max Quality

6. Staffing Spiral of Doom Catch-22
Talent Surplus
vs.
Talent Scarcity
Assumption: scarcity of
talent
Hire A-Team: Max Quality

7. Doing vs. Having
Define A-Level Job vs.
A-Level Person
Think Scarcity
Attract the Best
Passive >> 80%
Compelling Messages
Applicant Control
Create 30%
Opportunity Gap
Careers vs. $$ Max
2Q Performance-
based Interview
Trend of Growth
Assess & Recruit

8. Zone 1 Zone 2 Zone 3 Zone 4
Very ActiveTiptoersExplorersSuper Passive
Time
GrowthandImpact
Extraordinary
Career Move
Significant
Career Move
Much Better
Job
Somewhat
Better Job
Sourcing & Recruiting the A-Team
20% - Ads40% - Email/ERP40% - Networking
5%
20%50%
25%
CoreA-Team

9. Tell Stories
Capture the
Intrinsic
Motivator
Emphasize the
Doing, Learning
& Becoming
Sell the
Discussion, Not
the Job!

10. Getting the Right People on the Bus
Driver  Passenger 
Backseat  Driver
Takes 10 minutes to figure out
where you’re going
Overcome concerns,
objections, and Day 1 issues
Get the candidate to sell you!
Get the wrong people off the
bus and get the right people on
the bus  get referrals
Applicant Control

11. System – Scarcity Strategy – A-Team
Driver  Passenger 
Backseat  Driver
Takes 10 minutes to figure out
where you’re going
Overcome concerns,
objections, and Day 1 issues
Get the candidate to sell you!
Get the wrong people off the
bus and get the right people on
the bus  get referrals
Applicant Control

12. Summary & Next Steps
• Scarcity vs. Surplus Strategy
• Get the A-Team on the Bus – ROI vs. $$
• Move towards “Internet of Everything” system
The Greenhouse version of
Performance-based Hiring
• Private online course – fee subsidized
• Incorporate process within system
• Only Greenhouse users
• Be part of beta product development team
• Become Performance-based Hiring certified
info@louadlergroup.com
Handout & ROI Calculator
budurl.com/HOGreenhouse