TA must shift from its “can’t we all get along mentality” to an aggressive competitor mentality. This shift must occur because both the need for talent and the competition for it (in critical areas like AI) are now becoming the #1 business success factor. A factor that’s more critical than …
Read More »Dr John Sullivan
An Obscure Turnover Cause Is Now Ranked #1 – And “A Company’s Projected Business Outlook” Is That Turnover Cause
Higher uncertainty has made “communicating a positive company outlook” an essential retention tool. Yes, a combination of uncertainty-creating factors, including large layoffs, a volatile economy, and the fear that a lack of AI capability will make some companies noncompetitive almost overnight. And this sudden high level of uncertainty has created …
Read More »Surviving The Fastest Rate Of Change… In The History Of Business (With speed learning and a learning network)
When everything changes at breathtaking speed, learning becomes a critical success factor. Let’s Begin With… The 4 Underlying Premises That Support A Shift To Speed Learning Premise #1. We are experiencing the fastest rate of change… in recent history – The recent phenomenal growth of AI has further accelerated the …
Read More »Load Management – Increasing Top Performer Productivity By Borrowing A Sports Tool (Because an excessive volume of work gets automatically piled on top performers)
The damage caused by excessive workloads is well-known but surprisingly, few proactively manage them. Yes, it’s common among teams for work to naturally gravitate to top performers because of their track record for getting things done. And as a result, many that assign work to others follow the long-established “busy person …
Read More »Interview Icebreaker Jokes – The Damage They Cause Isn’t Funny (This dinosaur practice should become extinct)
One joke can quietly hurt diversity, raise anxiety, and make interviewees feel like they won’t fit. In addition, most of these icebreaker jokes don’t even meet the practice’s primary goals of relaxing the candidate, reducing anxiety, and making the candidate more open to talking. So why do so many interviewers …
Read More »An “Interview Preview” – It Improves Hiring By Reducing Interviewee Anxiety (An introduction to white-glove interviewing)
The easiest way to raise the interview’s low predictive value is by reducing candidate anxiety. Yes, it’s a fact that Google research, unfortunately, found that most interviews were no more predictive than a coin flip. And academic research has further shown us that one of the primary reasons for the …
Read More »When You Must Hire The Very Best… Extreme Referral Tools Will Have The Most Impact (It’s time to shift to bolder recruiting tools)
Tired of weak results? Blame cautious recruiters that won’t try more aggressive recruiting tools. Understanding Why Extreme Recruiting Approaches Are Necessary One of the primary reasons why most hiring managers have long been frustrated with the number of top candidates that they are receiving. This is because risk-averse recruiters (most …
Read More »Recruiting Leaders Your Future Is Dim – Guidelines For Your Transition Into AI
AI’s capability is so great that TA leaders that can’t drive the transition will be replaced. Note: The goal of this short piece is to get TA leaders to plan for their transition into AI. AI is currently dominating both national and business news, and that importance will persist for …
Read More »Hiring’s Hidden Problem – Your Resume Screeners Are “Hunting For Weaknesses” (Instead of focusing on applicants whose strengths far outweigh their flaws)
Not seeing enough strong applicants? Blame screeners that are overly focused on finding weaknesses. Yes, the #1 screening error in most organizations occurs when your screeners are exclusively focused on “screening out” all resumes that contain even a single weakness or flaw. During their “hunt for weaknesses,” these screeners purposely …
Read More »How to Hire After Layoffs By Lauren Dixon
As seen on Reworked.co by Lauren Dixon How to Hire Again When it does come time to hire for a previously eliminated role, legal questions are the first to address.Society for Human Resource Management (SHRM) suggests to wait at least six months since the layoff. If “the former employee finds …
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