By: Lou Adler

This email from a CEO to her recruiting team offers a glimpse of how hiring should be done. It starts by converting jobs into career moves and using a consultative hiring process to ensure full disclosure.

Shared: From your friends #*@TechAutoCareers.com®* the online resource for the *Automotive Sales Fraternity™*

Reengineering the Hiring Process at Your Company

For companies wanting to hire more outstanding candidates you might want to benchmark this CEO's hiring ideas. It starts with this email. If you’re a job candidate how would you react to this email from a CEO?

Setting the Stage for the New Hiring Process

Dear Recruiter: After you conduct a "clever" Boolean search on LinkedIn please send this email under my name to the top prospects.

Email Subject

A personal note from the CEO of (company name) regarding senior level and executive career opportunities in (function)

The Email Template

Hot Prospect's First Name,

One of our recruiters found your profile on LinkedIn and was quite impressed with your background. As part of a new company initiative for (describe high-level business objective), I asked our recruiters to identify and reach out to talented people like yourself with the purpose of changing how we hire people.

If you'd be open to consider a position that clearly represents a career move, you'll likely be interested in our new hiring process.

In my mind, a career move needs to offer at least a 30% increase but this is not all compensation. Some of it is job stretch, meaning a bigger job with more impact. Another part of the 30% is an increase in job growth, meaning we can offer more rapid upside growth. The other critical component of the 30% is an increase in job satisfaction, meaning doing more of the work you want to do in a more supportive environment. If we can't get close to a 30% increase, whatever we pay you won't matter--the job will not represent a career move.

It takes a long time (hours of time in meetings over a few weeks) to figure out if we can offer someone like yourself a 30% increase. It also takes an equal amount of time for you to fully understand what we have to offer. Our previous hiring processes precluded these types of discussions to even take place. As a result, we needed to reengineer how to offer talented people true career moves.

Here's a quick summary of our new consultative hiring process. We think you'll find it unique and we hope you agree to participate. Together we can build a great company. We can't do it without you.

No more silly job descriptions. We have discarded our skills-laden job descriptions and replaced them with performance profiles. These describe the top 5-6 performance objectives for the role during the first year. We want our hiring managers and new people to be fully aligned on the goals and challenges involved in every job before accepting an offer. Here's a link to a few positions you might be interested in considering.

We describe why the job could be a career move for you. As you'll see the employee value proposition is clearly described in these new-age job descriptions.

No more applications first. We're asking people who are interested in one of the roles to send us an email with a one or two paragraph summary of a major related accomplishment. If there's a reasonable fit, we'll set up a short discussion with one of our recruiters.

Have an exploratory discussion with one of our recruiters. During this first conversation the recruiter will ask questions about your background and major accomplishments. If we have an open position that represents a potential career move, the recruiter will describe it to you and suggest areas where a 30% increase is possible. We'll also get into some preliminary salary discussions at this point to ensure we're at least in the ballpark.

Agree to participate in a 30-minute phone screen interview with the recruiter. If the job offers the possibility of a true career move, our recruiters will want to spend 30-45 minutes with you digging into your background. You'll be able to ask as many questions as you like at this point, too.

Have an exploratory call with the hiring manager. If you and the recruiter are in agreement, we'll arrange a 30-minute exploratory phone call with the hiring manager. During this open exchange you'll be able to determine if the job represents a career move and if the hiring manager believes you'd be a strong candidate. If so, you'll be invited to an onsite interview.

We have a new hiring goal--match great people with great jobs--and a new hiring process to make it happen. We're growing fast and new opportunities are constantly being created. So even if the initial opening doesn't seem like a perfect career move for you, I urge you to participate. We can often modify a job to meet a person's career needs or something new might develop in the next month or two.

Check us out. I think you'll discover that at (company) our people truly are our most important asset.

I look forward to working with you and having you on our team.

Your Next CEO

About I.C. Collins

I.C. Collins is grateful that he can pursue something that is both interesting and has value on several levels. For over three decades in the Automotive Sales Industry a bottom-line guy Collins doesn't shy away from telling the truth in ways that cut through the noise to deliver streetwise and corporate knowledge from someone who's been there and done that, many times over.

He aims to create “a long-lasting major brand that for generations is a company that is business-critical to the leading brands in the world. We are focused every day on creating something that’s valuable and has permanence.”

P. S. Urgent if you’re looking to optimize your interpersonal skills for success get your copy of " How to Succeed in the Automotive Sales Industry " today @TechAutoCareers.com. Then settle in for a satisfying read that will surely enhance your interpersonal skills for success this year, it is not just a book we are a service.

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