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  How to Use LinkedIn to Recruit Passive Candidates
by Lou Adler - Jun, 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...
  How to Use LinkedIn to Recruit Passive Candidates - Part 2
by Lou Adler - Jun, 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...
  Treat All Candidates as Passive to Increase Your Quality of Hire
by Lou Adler - Jun, 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...
  Are You Prepared To Recruit The 'Next' Generation?
by Kathy Bornheimer - Jun, 2011
Are You Prepared To Recruit The “Next” Generation? - Do you remember when the only body part that was pierced was women’s ears? - How do you develop, maintain or use a “blog” and can you tweet with the best of them? - Did you participate in Vietnam War protests, or learn about them on the History Channel? - A candidate says, “Working here would be really fly”; is that good or bad? - Did you buy your first new ca...
  The Risk of Ignoring Millennials
by Judith Lindenberger - Feb, 2011
One of the biggest challenges for businesses today is integrating the Millennials twenty-somethings into a Baby Boomer culture. They are the newest generation to enter the labor market, arriving with their distinct ideas about what they expect from their jobs. They are our future leaders and our next generation of revenue-generators. So who are the Millennials and how do we manage their expectations while maintaining high perf...
  Clean Up Your Toxic Workplace
by Dr. Linda Burrs - Feb, 2011
Organizations with sound diversity and inclusion strategies frequently experience higher rates of creativity, are able to hire and retain the best and brightest talent and make product development a priority in order to stay competitive. Yet for years — and in some circles today — the word diversity has been associated with controversial, even negatively viewed practices, such as affirmative action, the Equal Employment Op...
  How to Recruit Passive Candidates
by Lou Adler - Jun, 2010
We’re now working on a major survey with LinkedIn on determining the percent of their 70mm+ network that is active, passive, or somewhere in-between. Recent data from the Recruiting Leadership Council1 indicates that for a broad sample of the U.S. workforce, 15-20% are very active and around 20% passive, with the remaining 60% showing a mix of passive and active behaviors. Our internal research would indicate that higher qu...
  Should the Recruiting Department Be Charged with Financial Malfeasance?
by Lou Adler - May, 2010
Earlier this year I presented a financial model that demonstrated that on average, hiring a C+ person instead of a B+ person costs a company somewhere between 50 and 100% of the person’s annual compensation. This becomes a huge waste of resources if you do this more than once. For example, if you’re hiring just one $60,000 C+ person instead of a B+ person, the net loss is $30,000-60,000 per year. If you’re hiring 1,000 peop...
  The Seven Secrets of Passive Candidate Recruiting
by Lou Adler - May, 2010
Between 1978 and 2002, I personally made 457 placements. These represented a combination of retained and contingency searches ranging from professional staff to general management. In addition, I was actively involved in another 283 search assignments where I either got the retained assignment, or had my candidates as finalists. In total, about 60 percent of these were true passive candidates. The others were hot tiptoers who...
  Letting Go of RIF-ed Off Rage: Survival Stages & Strategies for Soon-to-Be Terminated Employees
by Mark Gorkin - Apr, 2010
One way I know that the economy is still in trouble is by speaking topic requests: a) recently I wrote about an after-dinner presentation on “Letting Go” for a career transition support group; to be tactful, many folks were “in between” jobs and b) two weeks ago I led a program on managing stress for county government employees who, due to budget cuts, have either been notified of a specific future termination date or know th...
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