Dr John Sullivan Talent Management Thought Leadership

Not having a competitive intelligence (a.k.a. CI) gathering process is a missed opportunity for recruiting to increase its strategic contribution and its direct business impacts.

One of the most powerful retention tools available is the “stay interview.” Not only is it inexpensive and easy to implement, but conducting a stay interview with your top performers is one of the highest ROI activities that ANY manager can utilize.

The future of recruiting is scientific, data-driven, and businesslike. Now you might assume that everything in recruiting is going fine, but you would be wrong. A 2019 survey of CEOs ranked their No. 1 internal business challenge as attracting and retaining top talent.

The ultimate goal of any business function should be to have a direct and measurable impact on their company’s bottom line and corporate strategic goals. Having a direct and visible impact on bottom-line results will make your team proud. But it will also get you more executive support and funding. Even though nearly every recruiting leader strives to “be more …

This “think piece” is designed to call attention to the tremendous costs resulting from losing your first-choice candidate. “Settling for” a second-choice candidate means that you’re not hiring the best. But few know it may mean suffering a 20 percent performance drop off. This performance loss is better understood when the percent is converted into dollars. For example, a 20 …

Recruiters look for job experience and then sort by skill level. But an alternative is to look for “skills experience,” which better reveals hidden candidates. “Skills experience” is when an individual has spent a considerable amount of time using a particular skill, but when most of the time that they spent exercising that skill occurred outside of their day job. …

At WorldWide ERC 2019, Dr. John Sullivan presents how to make executives aware of the vast business impacts from effective talent relocation.

Working with your best friend shouldn’t be ignored. It carries three simultaneous benefits. It directly contributes to attracting and retaining talent, but it also significantly increases productivity.

Research has shown that between half and three-quarters of all turnover is preventable. That means an individual’s manager must take ownership of the retention problem and administer the retention tools that will prevent them from leaving.

At ERE San Diego 2019, Dr. John Sullivan presents on the emerging issue of candidate ghosting and what employers can do to prevent this costly issue.

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 …