Lou Adlers Updated Rules for Winning Talent Wars
<p><strong>Irvine, Calif. — June 20 </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’s Performance-Based Hiring to win the talent wars. </p><p>This summer, Adler has released the third edition of "Hire with Your Head," featuring the time-tested approach and integrating it into today’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 "Hire with Your Head," 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's performance-based hiring approach, it becomes crystal clear which is the better way to go.<br /><br />“To succeed today, any kind of organization must take proactive control of the talent supply chain," Adler said. "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 "Hire with Your Head" 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 — 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 /> <br />The same "Wild West" 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 />"Hire with Your Head" 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 "Hire with Your Head" lead to a clear understanding of the candidate’s problem-solving abilities, insights, intelligence, potential, vision and leadership skills.<br /><br />“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,” Adler said. “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.”</p>
