Recruiting expert, Lou Adler, shares what’s going on in the minds of professionals today. Click through to learn how satisfied they are with their jobs, and what motivates both passive and active candidates to accept new offers. Download the full Talent Trends report: http://bit.ly/talenttrendsebookss Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT Tweet with us: http://bit.ly/HireOnLinkedIn

1. Recruiting, Staffing and Hiring
2014 Trends and
Some Wild ‘n Crazy Ideas

2. Agenda and Objectives
One
Review LinkedIn Survey
Results 2013-2014 on Job
Satisfaction and Job-seeking
Behavior
Two
Using Career Zones to
Develop Sourcing and
Recruiting Strategies
Three
Implement a 50-30-20
Sourcing Plan to See/Hire the
Best Available, not the Best
Who Applies
Four
Avoid the “Vicious Cycle” to
Maximize Attraction,
Retention and Performance

3. Satisfaction Over Time
31%
46%
12%
4%
7%
38%
41%
9% 9%
3%
Very Satisfied Somewhat Satisfied Neither Satisfied nor
Dissatisfied
Somewhat
Dissatisfied
Very Dissatisfied
2010 201378% vs. 79%

4. Zone 1 Zone 2 Zone 3 Zone 4
Very ActiveTiptoersExplorersSuper Passive
Time
GrowthandImpact
Extraordinary
Career Move
Significant
Career Move
Much Better
Job
Lateral
Transfer
Career Zones & Job-seeking

5. 2013 Career Zones
23%
13%
43%
21%
Job Hunting Status by Career Zone
Active Tiptoer Explorer Passive

6. Satisfaction by Career Zone
45%
9% 4% 1%
44%
53%
29%
19%
4%
3%
16%
21%
25%
25%
8%
22%
46%
55%
72%
Very satisfied Somewhat
satisfied
Neither satisfied
nor dissatisfied
Somewhat
dissatisfied
Very dissatisfied
Zone 1 - Passive Zone 2 - Explorers Zone 3 - Tiptoers Zone 4 - Active
38% 41% 9% 9% 3%

7. Job-Seeking Behavior Over Time
28%
40%
15%
17%
21%
43%
13%
23%
Zone 1 Passive Zone 2 Explorers Zone 3 Tiptoers Zone 4 Active
2010 2013
68% vs. 64%
32% vs. 36%

8. Job Satisfaction by Seniority
48%
38%
29%
36%
44%
42%
6%
8%
11%
8%
8%
12%
2%
2%
5%
NAMER Director+
NAMER Manager
NAMER Individual Contributor
NAMER Job Satisfaction by Seniority
Very satisfied Somewhat satisfied Neither satisfied nor dissatisfied Somewhat dissatisfied Very dissatisfied

9. Use Career Zones to Reposition Your Opportunity
Time
GrowthandImpact
Accelerated
Growth
High Job
Satisfaction
Fully-
employed
Zone 1
Slowing
Growth
Adequate Job
Satisfaction
Fully-
employed
Zone 2
Flat Growth
Lower Job
Satisfaction
Fully-
employed
Zone 3
Declining
Growth
Lower Job
Satisfaction
Under-
employed
Zone 4
Very ActiveTiptoersExplorersSuper Passive
21% 43% 13% 23%
30% Solution:
Max Use of Time
There is more
risk in not
looking.
Speed: change
jobs as soon as
possible!
Optimize Best
Career
Opportunity

10. Implement a 50-30-20 Sourcing Program
20%30%50%

11. Use Career Zones to Reposition Your Opportunity
Going Towards Strategy
More Passive
Advanced Recruiting
Going Away Strategy
More Active
Basic Recruiting

12. Positive Motivators
Negative Motivators
IntrinsicExtrinsic
Career Maximization
Learn – Do – Become
Helping others
Team – Hiring Manager
Company or Mission
Slow growth
Work mix not satisfying
Not part of team
Mission not important
Cultural misfit
Low salary
Bad boss
Not appreciated
Deteriorating business
Economic need
Compensation Max
Short-term Rewards
Contests, Bonus
Big Title - Big Brand
Ego need
GETTING DOING & BECOMING
Marketing, Recruiting & Retention

13. Great Ads: Capture Intrinsic Motivator
McFrank & Williams Advertising Agency, Inc.

17. Compelling Email to Prospects
• Going-away or
Going-towards?
• Capture intrinsic
motivator
• Focus on what
person can do,
learn, or become
• Describe impact
• Email 1st, don’t call
• Make it viral

18. Summary and Q&A
Key Points
 While job-satisfaction is on the
rise, employees are more open to
consider switching jobs.
 Senior managers are more
satisfied and less likely to move.
 55% of the Very Satisfied are still
open to change jobs!
 Career Zones can guide
recruiting strategies programs.
 Implement a “Going-towards”
recruiting program focused on
long-term positive motivators
Budurl.com/EGFHp2
info@louadlergroup.com

19. Lou’s whitepaper and analysis of the report
are coming out in a few weeks.
In the meantime, download the research
this webinar was based on:
lnkd.in/talent-trends