Articles

Written by Tina Eaton on 11/01/2018. Slow vs. Fast Hiring and the Impact on Your Bottom Line HR expert Dr. John Sullivan estimates that on-the-job performance can decrease by an entire percent every single extra day you spend making a hiring decision. ‍At Amazon, if their hiring department was to take 10 …

Note: this two-part article is part of my continuing series of profiles on exceptional corporate recruiting leaders. The first time I met Jim D’Amico, he was explaining how he convinced his healthcare CEO to let him try just about anything in recruiting, as long as he could show a positive …

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 experiences, when, for example, they are presented with a metric revealing high turnover, but there is no follow up covering the actions needed to lower …

For some unexplained reason, the sales component of recruiting is often ignored. Few recruiting leaders ever make a scientific assessment of the sales component of recruiting, but if they did, they would instantly become champions of peer interviews. Peer interviews (where a panel of team members conduct a candidate interview) …

Written by Arlene Hirsch on August 28, 2018. udson reviews quarterly attrition reports to determine whether there are any unusual turnover patterns or problems. Tracking this information recently alerted him to an unusual spike in consultants leaving before their first-year anniversary. He wanted to pinpoint the cause to make sure …

Few realize that increasing your hiring speed often has the second-largest impact on hiring results (after referral hires). Most track time to fill, but few recruiting leaders calculate the high correlation between your hiring speed for top talent and their resulting on-the-job performance after they become a new hire. To …

If you haven’t heard the term “complementary football,” it’s a performance improvement approach that corporations and HR shouldn’t ignore. This approach increases your chances of winning by ensuring that the outcomes of one sub-team complement and support the work of the next sub-team. Rather than a siloed approach, sub-teams work …

It is certainly true that “who you know” has an impact on getting a great job but it’s a time-consuming mistake to assume that attending most networking events will result in you knowing “more of the right people.” In fact, I find that when you leave them after intense preparation, …

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 you don’t hire extremely fast, quality candidates who apply at your firm will be gone within days because they have accepted …

Written by Carol Patton on 09/06/2018 on HRExecutive.com. Among the best ways to relieve executive and manager anxiety is to show how workers with disabilities can produce a return on investment, says John Sullivan, professor of human resources at San Francisco State University and a global HR adviser in San …