Lou Adlers Updated Rules for Winning Talent Wars

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<p><strong>Irvine, Calif. &mdash; June 20&nbsp;</strong><br />Lou Adler is known in HR departments and by recruiters nationwide as the thought leader who successfully transformed hiring into a systematic and scalable process that leaves little to chance. </p><p>Financial companies, hospital and health care systems, name-brand online companies and product manufacturers are among the numerous organizations that rely on Adler&rsquo;s Performance-Based Hiring to win the talent wars. </p><p>This summer, Adler has released the third edition of &quot;Hire with Your Head,&quot; featuring the time-tested approach and integrating it into today&rsquo;s online world.<br /><br />Every hiring manager and every outside recruiter knows Adler and his company, The Adler Group, as sources for improving their hiring success. </p><p>Through on-site seminars, workshops, keynote speeches and webinars, The Adler Group trains thousands every year to help improve sourcing, interviewing, hiring and retaining talent to help companies prosper. </p><p>In &quot;Hire with Your Head,&quot; Adler explains why the traditional methods of hiring and interviewing simply do not work. </p><p>When the fundamentally flawed hiring process is compared with Adler&#39;s performance-based hiring approach, it becomes crystal clear which is the better way to go.<br /><br />&ldquo;To succeed today, any kind of organization must take proactive control of the talent supply chain,&quot; Adler said. &quot;This is as necessary in the hiring area as any other critical sector of a company.</p><p>This up-to-date and fully revised edition of &quot;Hire with Your Head&quot; features an in-depth look at the biggest change in the hiring arena since the introduction of the personal computer. </p><p>Social networking sites such as LinkedIn, MySpace and ZoomInfo, have eliminated any secrecy in hiring and recruiting. </p><p>Available positions that were once shared only with potential candidates are now two or three mouse clicks away from discovery by anyone &mdash; competitors, as well as applicants. </p><p>With changes in the hiring world happening at the rate of Internet innovations, keeping up with the rapid pace is a challenge. </p><p>Knowing how to manage the information and the candidates who hold the same information cards as the hiring manager is critical. <br />&nbsp;&nbsp;&nbsp; <br />The same &quot;Wild West&quot; atmosphere that has put information on job openings on the fast track also has led to dramatic changes in the attitude of potential hires. </p><p>There are fewer obstacles to keep employees in positions they find unfulfilling or unrewarding. The stigma of leaving companies has just about vanished, and changing jobs for short-term and superficial reasons and accepting counteroffers are now acceptable. </p><p>Qualified candidates easily can find new jobs and new opportunities. Companies must address these changes and adapt their sourcing and hiring methods to maintain any competitive edge.<br /><br />&quot;Hire with Your Head&quot; shows readers how to find the best candidates, both active job seekers and passive browsers. </p><p>Adler explores the use of multilevel sourcing, where pursuing a series of different channels ensures a constant flow of top candidates on an ongoing basis.<br /><br />Identifying top candidates but failing to conduct good interviews condemns the hiring process to failure. </p><p>Adler explains how two simple questions can be used to identify real performance potential, bringing the candidate into an authentic give-and-take discussion about the actual challenges and situations that the position entails and determining how the person will perform, based on how they have handled similar situations</p><p>The methods described in &quot;Hire with Your Head&quot; lead to a clear understanding of the candidate&rsquo;s problem-solving abilities, insights, intelligence, potential, vision and leadership skills.<br /><br />&ldquo;Hiring managers make mistakes when they allow presentation and emotion to overshadow performance, and this happens on a daily basis in offices around the globe,&rdquo; Adler said. &ldquo;The system that I have created and refined eliminates these mistakes by taking the candidate and the interviewers step by step through this simple yet highly analytical process.&rdquo;</p>

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