If you want a great business,
you need a GREAT team.

But you aren’t going to get one with the
hiring methods you’re using today.

Don’t let bad hiring decisions damage your
organization and drain your profits!

Dear Friend,

You’ve heard the old saying that a chain is only as strong as its weakest link.

It’s a great metaphor for all kinds of situations, and a perfect one for your business.

No matter how few or how many people are in your organization...
No matter what you produce or sell...
No matter what sector you service...
You are only going to be as productive, effective, and successful as your LEAST productive, effective, and successful team member.

If you’ve ever seen any aspect of your business suffer because of the inadequate performance of a particular person, you now just how true that is.

A bad hire can wreak havoc in a company, and cause a chain reaction of negative consequences — missed deadlines, inefficiency, lowered morale, resentment — that goes all the way to your bottom line. And once an employee is hired, it can be very difficult (not to mention costly) to get rid of him or her.

On the other hand, when every member of your team is a perfect fit for the job they were hired to do
—when their performance consistently meets or exceeds the demands of their position
—then your organization runs like a well-oiled machine, with each part working efficiently and effectively to deliver excellent results.

That means, of course, that it is absolutely CRITICAL that you bring in the best possible candidate for every job right from the start.

The problem is, the typical processes and methods used to recruit and hire people — processes you’ve more than likely been relying on up until now — really AREN’T designed to effectively accomplish that goal.

Staring with the ads and recruitment strategies that attract candidates, right on through the interviewing and assessment stages, down to the presentation of an offer, standard hiring practices leave a huge amount of room for error.

But there is a way to avoid those errors. An easily-implemented system that virtually eliminates the “wild cards” and guesswork in the hiring process, and enables you to hire superior people with near-scientific consistency and accuracy.

By way of telling you about this system, let me introduce myself. My name is Lou Adler, and I’ve spent my entire career studying the recruiting and hiring process, from both inside companies as a manager, and outside of them as a headhunter.

I found out a long time ago that hiring the right person for every job is absolutely vital to the success of an individual manager, and of an organization as a whole... and that standard practices far from ensure that this happens.

But it wasn’t until I put myself on the line as a contingency recruiter, offering my clients a one-year guarantee on the candidates I found for them, that I decided to do something about it.

Most recruiters at the time offered a 60- or maybe a 90-day guarantee on their candidates. Giving people one whole year gave me a huge competitive advantage over just about everyone else.

On the other hand, if the hire didn’t work out, I didn’t get paid. And a year gave employers an awfully long time to observe an employee and assess whether he or she was indeed “working out”.

As you can imagine, I became highly motivated to find ways to improve upon the existing hiring model and eliminate the maybes in the process. My job quite literally depended on it.

Five years later, I had a system in place that was consistently producing measurably better hiring outcomes. My clients were thrilled, and I knew that while my new system was far from perfect, I was definitely on to something.

I’ve been strengthening and refining that system ever since, and I don’t have any plans to stop working to make it better.

But today, more than fifteen years and countless improvements, tweaks, and fine-tunings later, I can confidently say that the methodology I have created is as close to guaranteed as you’re going to find anywhere.

That confidence is backed up by the clients who rely on my techniques day in and day out to help them identify, attract, and hire great talent. Since 1990 my organization has trained over 200 companies in these principles
— from big boys who hire on a daily basis, like Verizon and Texas Instruments...
to countless small organizations who make a only handful of hiring decisions a year...
and every conceivable kind of business in between
— with an overall reported hiring effectiveness of more than 95%!

My system works for all of them because it’s all about hiring ONE GREAT PERSON for the job at hand. So whether you’ve got one position to fill, or hundreds — a three-person team in your garage office, or outposts all over the world — the exact same hiring principles apply.

If you’ve gotten this far, then I suspect that you are directly involved in one way or another with your company’s hiring decisions.

If that’s the case, then I’d like to offer you a RISK-FREE opportunity to put the latest, greatest, most up-to-date version of my PROVEN hiring system to the test.

It’s called Talent Rules: Using Performance-Based Hiring to Build Great Teams. And it is going to completely transform how you hire, who you hire, and how those hires impact your organization’s productivity and profitability.

Poor candidates are so often hired because standard hiring practices suffer from a multitude of flaws, from the way most job descriptions are written, to who is involved with the interviewing process and what criteria candidates are judged on, and more.

The system you’ll discover in Talent Rules — what I call the POWER Hiring methodology — is based on five fundamental principles that reflect the key steps involved in getting hiring RIGHT.

Every technique, tip, and strategy you’ll learn in Talent Rules stems from one of these five principles. Together, they create a unified, streamlined, and virtually airtight hiring approach to hiring that all-but-eliminates the possibility of hiring the wrong person.

You’ll learn:

  • The ultimate key to making better hiring decisions
  • What you could be saying in your job descriptions that attracts the wrong candidates... and more importantly, doesn’t attract the right ones
  • How the top candidates look for jobs, and what you need to do to get your position in front of their eyes
  • The two effects that lead to more hiring mistakes than any others
  • How to make sure you’re attracting the top 10% of potential candidates right from the start (instead of the bottom 30%, like you may be doing now)
  • A radically different way of defining jobs — both internally and externally — that will fundamentally change the way you find candidates and assess their competency (and, in turn, dramatically increase the quality of the people you hire, improve productivity, reduce turnover, and minimize errors.)
  • Three ways to define outstanding performance, and which of them will work best for your particular organization
  • The most important interview question of ALL TIME — it will give you 65-75% of everything you need to make a hiring decision (and chances are, you’re NOT asking it now)
  • What never to ask in an interview
  • How many interviews you need to conduct over the course of a single hire...
    how they should be structured...
    who should and shouldn’t be involved...
    and what you need to do after they’re completed
  • The 10-factor assessment form that will empower you to accurately determine a candidate’s performance potential once the interview process has ended
  • The amount of time you should wait to make a hiring decision — no matter how strongly you feel about the candidate
  • Highly effective ways to overcoming compensation challenges and persuade a great candidate to pass up more money in order to take your job
  • How to find and attract great candidates who aren’t actively looking for a new job
  • Maximizing the power of online sourcing channels like Google, Career Builder, Monster, etc. so that you’re targeting the very top talent pools and avoiding the unqualified masses
  • And so much more! In Talent Rules I guide you step by step through the entire hiring and recruiting process, covering every conceivable piece of ground along the way. Once you have it, you will possess a COMPREHENSIVE and PROVEN system for attracting and hiring superior people.

I’ve designed Talent Rules to be totally practical and hands-on. So in addition to six idea- and information-packed audio sessions, you’ll also get printable forms and checklists and “hiring hot tips” cards for quick reference. They’ll make it incredibly easy for you to take what you learn no the sessions and start putting it into practice immediately. And you can utilize them over and over again, each and every time you launch a new search.

Your business is only going to be as good as your weakest employee. So take a minute right now to imagine just how strong... how productive... how completely unstoppable your business would be if every single person who worked there was the very best person for the job. If every single piece of your operation were functioning at its highest possible level.

Now stop imagining it, and start making it happen!

Superior employees equal a superior business. Find them. Hire them. Fill your organization with them. When you do, you will be on your way to greater success — not to mention an easier, more enjoyable work life — than you ever imagined.

Lou Adler
Author, Talent Rules

Talent Rules!

Talent Rules!

Using Performance-Based Hiring to Build Great Teams
by Lou Adler

I want to find out how to hire the best person for the job every time, so that I can build a strong, cohesive, highly-effective team that will make my business hugely successful.

Please send me Lou Adler's program
Talent Rules! for the special price below.
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  • 6 MP3 audio sessions
  • 6 Hours and 3 minutes of audio
  • Printable PDF Handouts
  • Printable PDF Charts

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  • 6 Audio CDs
  • Over 15 hours of audio
  • Printable PDF Handouts on CD
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