Hiring Process

As seen on ERE Media, February 12, 2018. Heads up: you are probably unwittingly damaging your firm’s hiring results. Slow hiring during periods of record low employment means that top candidates will be gone long before you make an offer. In fact, a CareerBuilder 2012 survey revealed that even when the unemployment rate was double what it is today, a ... Read More »

What Ever Happened to Mary Jane? In an accidental conversation with a friend, you find out that one of your rejected finalists for a software job from six months ago, Mary Jane, is now producing gangbuster results at one of your firm’s direct competitors. You instantly regret passing on the opportunity to hire her. I’ve seen it happen numerous times ... Read More »

Note: This article is part of a continuing series covering high-impact business practices that recruiting should be doing, but it doesn’t!  Losing Exceptional Candidates Is Damaging Your Firm Learning specifically why exceptional candidates were not hired can be added to the list of the many things that corporate recruiting functions, unexplainably, don’t do at all. Most in recruiting are more ... Read More »

  As seen on LinkedIn Talent Blog, July 25, 2017. When asked, recruiters say that screening candidates for soft skills are one of the top areas they want to learn more about. That’s because soft skills (think leadership, relationship building, communications, adaptability, strategic thinking, learning and interpersonal skills) take up to 25% of the skills required to do the job and ... Read More »

As seen on ERE Media (June 5, 2017). Of all of the contributing factors that lead to success in recruiting, the hiring manager has the highest overall impact. For example, one study found that recruiting’s relationship with the hiring manager was the No. 1 driver of overall talent acquisition’s performance and that it was four times more influential than the ... Read More »

As seen on TLNT (May 24, 2017). Most firms have no idea that they have a revolving door that is bleeding diversity talent because unexplainably, they don’t measure and report diversity turnover and the cost. But what if your executives knew that diversity turnover was off the chart, especially in tech where workers, and especially women, black and Latino tech ... Read More »

As seen on ERE Media (May 15, 2017). Most firms have no idea that they have a revolving door that is bleeding diversity talent because unexplainably, they don’t measure and report diversity turnover and the cost. But what if your executives knew that diversity turnover “was off the chart,” where “women were two times as likely to leave as men, ... Read More »

For any questions please feel free to email me at John@drjohnsullivan.com.  Read More »

As seen on Yello (March 31, 2017) by Tracy Kelly. HR industry thought leader and professor of management at San Francisco State University, Dr. John Sullivan, says the cost to candidate withdrawal is real; the lost investment is a drain on team resources. Your online application is too complicated Sullivan reports that at Fortune 500 firms, 9 out of ten ... Read More »

People love texting. In fact, texting is the most widely-used app on a smartphone, “with 97 percent of Americans using it at least once a day.” And among the age group that recruiters often target (18 – 29), 100 percent of those surveyed use texting. In addition, the odds of a tech-savvy or innovator recruiting prospect or candidate not being a ... Read More »