Lou Adler explains how to measure quality of hire, how to quantify it from an ROI standpoint, and how to maximize it.

1. How to Measure & Improve
Quality of Hire
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2. “How to Measure & Improve Quality of Hire”
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3. Introducing…
Lou Adler
CEO & Founder
The Adler Group
Lou Adler is the CEO and founder of The Adler Group – a training and search firm helping companies implement
Performance-based Hiring℠. Adler is the author of the Amazon top-10 best-seller, Hire With Your Head (John Wiley & Sons,
3rd Edition, 2007). His most recent book has just been published, The Essential Guide for Hiring & Getting Hired (Workbench,
2013). He is also the author of the award-winning Nightingale-Conant audio program, Talent Rules! Using Performance-based
Hiring to Build Great Teams (2007).
#hiretowin

4. Agenda
① Importance of Feedback
② Measuring Quality of Hire
③ Sourcing in the Talent Sweet Spot
④ Creating the Career Move
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5. REROUTING
1 2 4
Feedback Process Control System
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3

6. Performance-based Hiring
1997
2002
2007
2005 2013 Predictive Analytics
Feedback Process
Control
#hiretowin

7. Performance-based Hiring
Surplus vs. Scarcity?
1997
2002
2007
2005 2013 Predictive Analytics
Feedback Process
Control
#hiretowin

8. Top Traits of Top People
Measuring Quality of Hire
1
Consistently
exceeds expectations!
2
Coaches, manages,
develops self/others
3
Leadership:
Vision plus execution
4
Breadth and depth
of thinking skills
5
Flexible, deals with change,
manager, culture
6
Gets it done–
no excuses!
#hiretowin

9. Performance-based Hiring Job Fit Indexsm
Quality of
Hire
Talent
Predictor
Talent
Basic Skills
Experience
Ability
Quality &
Trend of
Growth
Team &
Individual
Achiever
Pattern
Career
Move
Job Fit
Intrinsic
Motivators
Managerial,
Team &
Cultural Fit
Track
Record of
Comparable
Results
©2015 All Rights Reserved. The Adler Group, Inc. #hiretowin

10. AIf B C predicts Quality of Hire
Big Data: Predictive & Control
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11. AIf B C predicts Quality of Hire
AYou need to track and control B C
Big Data: Predictive & Control
#hiretowin

12. Pre-Hire
Predictors of
QoH
AIf B C predicts Quality of Hire
AYou need to track and control B C
Big Data: Predictive & Control
#hiretowin

13. Pre-Hire
Predictors of
QoH
Workforce
Planning
AIf B C predicts Quality of Hire
AYou need to track and control B C
Big Data: Predictive & Control
#hiretowin

14. Pre-Hire
Predictors of
QoH
Workforce
Planning
Sourcing &
Recruiting
Funnel
Yield
AIf B C predicts Quality of Hire
AYou need to track and control B C
Big Data: Predictive & Control
#hiretowin

15. Pre-Hire
Predictors of
QoH
Workforce
Planning
Sourcing &
Recruiting
Funnel
Yield
Role
of Hiring
Manager
and Team
AIf B C predicts Quality of Hire
AYou need to track and control B C
Big Data: Predictive & Control
#hiretowin

16. Pre-Hire
Predictors of
QoH
Workforce
Planning
Sourcing &
Recruiting
Funnel
Yield
Role
of Hiring
Manager
and Team
The Process
Interview
The CX
NPS
AIf B C predicts Quality of Hire
AYou need to track and control B C
Big Data: Predictive & Control
#hiretowin

17. Pre-Hire
Predictors of
QoH
Workforce
Planning
Sourcing &
Recruiting
Funnel
Yield
Role
of Hiring
Manager
and Team
The Process
Interview
The CX
NPS
AIf B C predicts Quality of Hire
AYou need to track and control B C
Maximize Quality of Hire & Efficiency
Predict Measure AchievePlan Control ●●●●
Big Data: Predictive & Control
#hiretowin

18. Predictive Analytics &
Feedback Process Control
Candidates
per Hire
< 4
Passive to Active
Sourcing Mix
> 2:1
1st Contact
Funnel Yield
>80%
Pre-hire Talent
Scorecard
Quality
of Hire
CX NPS
>50%
Present / Meet
>90%
Maximize Quality of Hire & Efficiency
Predict Measure AchievePlan Control ●●●●
#hiretowin

19. 31%
35%
17%
3%
57%
48%
63% 64%
1%
7%
13%
25%
11% 10%
7% 8%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Under/Unemployed: Active Employed: Active Employed: Tiptoer Employed: Passive
Apply
Networking
Internal
Other
How People Get Jobs
Source by Job-hunting Status
©2015 All Rights Reserved. The Adler Group, Inc. #hiretowin

20. 31%
35%
17%
3%
57%
48%
63% 64%
1%
7%
13%
25%
11% 10%
7% 8%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Under/Unemployed: Active Employed: Active Employed: Tiptoer Employed: Passive
Apply
Networking
Internal
Other
How People Get Jobs
Source by Job-hunting Status
5–15% 15–20% 65–75%
©2015 All Rights Reserved. The Adler Group, Inc. #hiretowin
Size of the Talent Market

21. 31%
35%
17%
3%
57%
48%
63% 64%
1%
7%
13%
25%
11% 10%
7% 8%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Under/Unemployed: Active Employed: Active Employed: Tiptoer Employed: Passive
Apply
Networking
Internal
Other
How People Get Jobs
Source by Job-hunting Status
5–15% 15–20% 65–75%
©2015 All Rights Reserved. The Adler Group, Inc. #hiretowin
Size of the Talent Market

22. Sourcing in the Talent Sweet Spot
Surplus vs. Scarcity?
#hiretowin

23. Sourcing in the Talent Sweet Spot
Surplus vs. Scarcity?
#hiretowin

24. 10X
Sourcing in the Talent Sweet Spot
SEQ
Surplus vs. Scarcity?
#hiretowin

25. 20–30X
10X
Sourcing in the Talent Sweet Spot
SEQ
Performance Qualified
Active
Not Apply
Surplus vs. Scarcity?
#hiretowin

26. 50–100X
20–30X
10X
Sourcing in the Talent Sweet Spot
Performance Qualified
Passive
Not Apply
SEQ
Performance Qualified
Active
Not Apply
Surplus vs. Scarcity?
#hiretowin

27. 50–100X
20–30X
10X
Sourcing in the Talent Sweet Spot
Performance Qualified
Passive
Not Apply
SEQ
Performance Qualified
Active
Not Apply
Surplus vs. Scarcity?
Candidates
per Hire
< 4
#hiretowin

28. Sourcing in the Talent Sweet Spot
Follow-the-Leader Strategy
Find-Apply-Weed Out
Transactional
Ill-defined Lateral Jobs
Cost and Efficiency
#hiretowin

29. Sourcing in the Talent Sweet Spot
Follow-the-Leader Strategy Raise the Talent Bar Strategy
Find-Apply-Weed Out Reach Out and Nurture
Transactional Consultative Recruiting
Ill-defined Lateral Jobs Career Moves
Cost and Efficiency ROI and Quality of Hire
#hiretowin

30. Creating the Career Move
#hiretowin

31. Creating the Career Move
Indirect
• Skills
• Experience
• Academics
• Industry
• Competencies
• Responsibilities
Job Description
Having skills
#hiretowin

32. Performance Qualified
Creating the Career Move
Indirect
• Skills
• Experience
• Academics
• Industry
• Competencies
• Responsibilities
Job Description
Performance Profile
Clarify Expectations
• Grow sales by 10%
• Launch new product line
• Build a team in 90 days
• Evaluate the process
• Prepare a plan for ___
• Develop product spec
• Design a circuit
Having skills
Direct
Delivering
results
#hiretowin

33. LinkedIn Talent Solutions
You &
Company Top Candidates
#Followers
Career
Pages
Targeted
Media
Employee
Ads
Content
Updates
BUILD ENGAGE RECRUIT
Relevant
Jobs
Recruiter
Work With Us
Ads
Career
Pages
Job Slots Recruiter
​Grow your team

34. LinkedIn Talent Solutions
You &
Company Top Candidates
#Followers
Career
Pages
Targeted
Media
Employee
Ads
Content
Updates
BUILD ENGAGE RECRUIT
Relevant
Jobs
Recruiter
Work With Us
Ads
Career
Pages
Job Slots Recruiter
​Grow your team

35. Work With Us Ads
#hiretowin
​Attract more top talent by putting job ads right on your employees profiles
1 2
3
Get seen when candidates research or connect with
one of your employees.
Reach passive talent based on action
Displaying personalized job ads to every viewer. 50x higher click-through rate compared to traditional
ads, driving interested professionals to your jobs,
Career Page, and other destinations
Feature your most relevant jobs Strengthen your talent pipeline

36. Career Pages
#hiretowin
​Personalized experience just for candidates
Career Page (paid)Company Page (free)
1
1

37. Consultative Recruiting
Recruiting Passive Candidates
#hiretowin

38. Criteria to Engage
Consultative Recruiting
Recruiting Passive Candidates
 Title
 Company
 Compensation
 Location
 Job
#hiretowin

39. Criteria to Engage Criteria to Accept
Consultative Recruiting
Recruiting Passive Candidates
 Title
 Company
 Compensation
 Location
 Job
 Career Opportunity
 Job and Impact
 Hiring Manager
 Team
 Compensation
 Work / Life Balance
 Company, Culture,
Mission
#hiretowin

40. Criteria to Engage Criteria to Accept
Consultative Recruiting
Recruiting Passive Candidates
 Title
 Company
 Compensation
 Location
 Job
 Career Opportunity
 Job and Impact
 Hiring Manager
 Team
 Compensation
 Work / Life Balance
 Company, Culture,
Mission
Day 1 Year 1 and Beyond!
#hiretowin

41. ​Consultative Recruiting – Warmup for Needs Analysis
Recruiting & Hiring Passive Candidates
#hiretowin

42. ​Consultative Recruiting – Warmup for Needs Analysis
Recruiting & Hiring Passive Candidates
#hiretowin

43. LinkedIn Talent Solutions
You &
Company Top Candidates
#Followers
Career
Pages
Targeted
Media
Employee
Ads
Content
Updates
BUILD ENGAGE RECRUIT
Relevant
Jobs
Recruiter
Work With Us
Ads
Career
Pages
Job Slots Recruiter
​Grow your team

44. Recruiter
#hiretowin
​The ultimate recruiting solution that helps find candidates faster
LinkedIn Recruiter
Account type and number of seats Business account with options for multiple seat holders
Search LinkedIn profiles
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Templates & bulk messages
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Request introductions
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Open profile
Allow anyone to contact you on LinkedIn
Open Profile, any LinkedIn member can contact you

45. ​Consultative Recruiting – Warmup for Needs Analysis
Recruiting & Hiring Passive Candidates
Maximize Yield:
Ensure Your Candidates Don’t
Make Long-term Decisions
Using Short-term Information
#hiretowin

46. Feedback Process Control
& Consultative Recruiting
Performance-based Hiring
Talent Sweet Spot
Surplus vs Scarcity
Performance Qualified
Sourcing Talent Sweet Spot
Consultative Recruiting
#hiretowin

47. …Your work on performance-based hiring is a
genuine bright spot…I am blown away by how closely
your ideas map to the new science. I actually think
performance-based hiring is the secret sauce to getting
not only better talent management, but also to being able
to ensure that we live up to our promise of opportunity in
the 21st century.
Todd Rose, Harvard Professor, Director
Center for Individual Performance, Author of The End of Average
#hiretowin

48. LinkedIn Talent Solutions offers a full suite of
tools to help you find, attract, and hire top
candidates. Contact us to learn more.
Call
855-655-5653
or visit
bit.ly/contacttalentsolutions
Lou Adler
CEO & Founder
The Adler Group
Linkedin.com/in/louadler
Let’s connect!
#hiretowin