In a recent study, 91% of CEO’s see a need to change their sourcing and recruiting strategy. It is necessary to have new techniques, tools, and processes for recruiters to meet the shift to the hybrid-working model.
The Great Resignation is putting too much emphasis on filling jobs quickly, rather than on finding and hiring the best person possible long-term. The result? – underperformance, dissatisfaction, and unnecessary turnover. By hiring for the anniversary date, rather than the start date, you will avoid most of these problems and attract stronger people.
Prioritize employee career progression and shift to a longer-term lens and your organization will:
- Gain confidence when sourcing, interviewing, and recruiting
- Increase employee retention and performance
- Save time & money
In this upcoming webinar, recruiting and hiring expert Lou Adler will discuss how to attract a great hire that everyone will be happy with on the first anniversary date.
Learn how to:
- Spot the difference between great hires and great candidates
- Craft job descriptions to attract more diverse, high-potential talent
- Measure performance in an interview to test if the candidate can actually do the job
- Identify candidates who view the job as a career move
More about Lou Adler:
Lou is the CEO and founder of The Adler Group – a consulting and training firm helping companies implement “Win-Win Hiring” programs using his Performance-based Hiring℠ system for finding and hiring exceptional talent. More than 40 thousand recruiters and hiring managers have attended his ground-breaking workshops over the past 20 years.
More about Lou Adler’s Performance-Based Hiring:
Lou Adler’s Performance-based Hiring™ provides a blueprint for sourcing, interviewing, hiring, and retaining top talent. This unique, six-step process is aimed at finding talent that has a demonstrated ability to perform the job you are hiring for. Unlike traditional approaches to hiring, which seek to match a set of skills to a person, Performance-based Hiring™ starts by defining the real work involved, not skills or experiences. This real work includes the challenges and critical deliverables expected of a top performer.