If recruiters ran their hiring process like a factory, they'd have more top performers, according to Lou Adler. The key is to think in terms of raw materials, sourcing and nonsourcing issues.

Adler provides a list of 20 internal problems -- from boring job descriptions to arduous application processes to slow response time from managers -- and says if you're guilty of more than 10, you need to fix those before you start sourcing more candidates.

Once the nonsourcing problems are fixed, there's another list 20 potential problems with how you're looking for candidates that could explain why you're not getting the quality you want.

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