Despite all the technological advances in recruiting, most hiring managers are surprised to learn that the best way to find and hire top candidates still … Read more

Dr. John Sullivan, professor, author, corporate speaker, and advisor, is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high-business-impact talent management solutions.
He’s a prolific author with over 900 articles and 10 books covering all areas of talent management. He has written over a dozen white papers, conducted over 50 webinars, dozens of workshops, and he has been featured in over 35 videos. He is an engaging corporate speaker who has excited audiences at over 300 corporations/ organizations in 30 countries on all six continents. His ideas have appeared in every major business source including the Wall Street Journal, Fortune, BusinessWeek, Fast Company, CFO, Inc., NY Times, SmartMoney, USA Today, HBR, and the Financial Times. In addition, he writes for the WSJ Experts column. He has been interviewed on CNN and the CBS and ABC nightly news, NPR, as well many local TV and radio outlets. Fast Company called him the "Michael Jordan of Hiring," Staffing.org called him “the father of HR metrics,” and SHRM called him “One of the industry's most respected strategists." He was selected among HR’s “Top 10 Leading Thinkers” and he was ranked No. 8 among the top 25 online influencers in talent management. He served as the Chief Talent Officer of Agilent Technologies, the HP spinoff with 43,000 employees, and he was the CEO of the Business Development Center, a minority business consulting firm in Bakersfield, California. He is currently a Professor of Management at San Francisco State (1982 – present). His articles can be found all over the Internet and on his popular website www.drjohnsullivan.com and on staging.ere.net. He lives in Pacifica, California.
Despite all the technological advances in recruiting, most hiring managers are surprised to learn that the best way to find and hire top candidates still … Read more
The Most Effective Problem Solvers Are Intellectually Curious and Consultative Once you realize that most of the work done by professional-level employees … Read more
It’s not an overstatement to label the current federal government partial shutdown as the most extraordinary opportunity to recruit government employees … Read more
If you work in recruiting and you are not personally worried about an upcoming downturn, realize that many others are thinking about it. For example, … Read more
If you work in the conservative world of corporate or agency recruiting, it never hurts to occasionally take a quick look at the wild side of recruiting. … Read more
Forget the job threats created by the march of the robots, because the new skill sets required by radical new technologies are much more likely to cause … Read more
Can you think of a more universal goal among corporate recruiters than to be recognized as a strategic recruiter? Where being classified as strategic means … Read more
When a corporate recruiting function conducts an audit, I find that the resulting data usually reveals that the recruiting problems that dramatically … Read more
This “think piece” is designed to stimulate your thinking about a major omission from your talent metrics. Can you imagine the frustration that a manager … Read more
For some unexplained reason, the sales component of recruiting is often ignored. Few recruiting leaders ever make a scientific assessment of the sales … Read more
Increasing your speed of hire ranks as the No. 2 option for improving a firm’s quality of hire. The competition for talent is so high these days, that if … Read more
The Top Causes of Unnecessarily Slow Hiring Whenever you are focusing on hiring high-demand top performers and innovators in a highly competitive market, … Read more
Why You Are Losing “The War For Seasonal Talent” Explained Managers who must recruit seasonal staff need to wake up and realize that the recruiting … Read more
Do you work in an organization where increasing an employee’s pay for retention purposes isn’t a realistic option? Whenever you hire someone who is driven … Read more
Employee referral programs should be producing 50 percent of all of your hires because they are the most powerful corporate recruiting tool by far. Over … Read more
In this continuing series of articles entitled “You Can’t Be Strategic Until …” I highlight the strategic actions that talent-management leaders should … Read more
The latest addition to the modern recruiting process, social media background checks, may be the dumbest element. Unlike most background checks, they don’t … Read more
If you need to gain a competitive advantage in recruiting, consider proactively revealing detailed information covering the attraction factors that … Read more
Most of your recruiting messages are simply lost within the literal flood of digital messages that top prospects receive every day. So, if you need your … Read more
You probably already know that despite their good intentions, many managers are not very good at hiring. During simpler times, it made sense for … Read more