A major tech company just made a big brouhaha over its “uncanny” ability to use AI to predict which employees will voluntarily leave a company within the next 12 months. But in my opinion, there are far easier techniques to stop turnover by simply understanding why people change jobs and accept offers in the first place. Over the past 40 years of recruiting...
Posts by Lou Adler
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- Topics:
- Employee Retention
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For the first 25 of the past 40 years, I was a full-time recruiter. Of the 500+ placements I made during that time (mostly mid- and senior management positions), only about a dozen were people who responded to a job posting. The others were referred or networked and most of them were passive candidates. Just as importantly, I rarely needed to present more than 3...
- Topics:
- Sourcing,
- Passive Candidate Recruiting
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Over the past 40 years, I have reviewed at least 30,000 resumes and LinkedIn profiles and personally interviewed over 5,000 job candidates. After tracking the subsequent performance of hundreds of these people, it became apparent that there were clues in the resume and work history that accurately predicted the likelihood the person would be successful even in...
- Topics:
- Recruiting Tips
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Whether a person will accept a job offer, reject it, or back out later should never come as a surprise. Any surprise factor can be...
- Topics:
- Recruiting Tips
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To maximize acceptance rates and prevent counter-offers, recruiters must never violate this rule when negotiating offers: Never make a...
- Topics:
- Salary Negotiations
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When I started as a recruiter in the 1980s, these things were true: If you knew the actual job needs in detail and the hiring manager...
- Topics:
- Quality of Hire