Dr John Sullivan Talent Management Thought Leadership
It has become common for firms to strive to become an “employer of choice” (EOC). Unfortunately, it’s easy to say that you have become an employer of choice, but in reality being an employer of choice is a difficult but measurable status to obtain. Here are some ways to assess …
Read More »Screening & Assessment
Recruitment Ad Agencies: Most Don’t Get It (How To Assess A Recruitment Ad Agency)
Since the war for talent began several years ago, corporate recruitment managers have been begging for help from “recruiting support” firms. Unfortunately, one of the key players in our industry, recruitment advertising agencies (RAA’s), have often failed to meet this new challenge. If you are currently considering selecting (or changing) …
Read More »When Assessing Talent, “Give Up Without A Fight”
Most recruiting is relatively straightforward and easy to understand. But there is one crucial aspect that is counterintuitive. That aspect is the ease of finding your new hires. It would seem logical that you would be happy when it is relatively easy to get candidates to say “yes” to your …
Read More »Your Firms’ Web Page Stinks! (Here Are Some Ideas on How To Assessing Your Firms’ Career/Jobs Page)
Use this check list to assess whether your jobs web page is up to current (and future) standards! Don’t be surprised when it fails the test because most web pages are just “paper” ads that have been reproduced on the web. Emerging web pages will differ dramatically from current ones. …
Read More »Alternatives to on-site face-to-face interviews
PC to PC Live Video Interviews.Teleconference Interviews (Company site or 3rd party vendor (Kinkos)).3rd Party Assisted Video Taped Interviews (with preset questions).Video Taped Interviews (candidate designed and mailed to recruiter).Telephone Interviews.IVR (Interactive Voice Recognition) Interviews.Touch-tone (Keypad response Interviews).Computer assisted Interviews (On line, real time questionnaire with assessment).E-mail questionnaire Interview.Web based …
Read More »Why employment is a strategic function – The business impacts of bad hiring.
1/3 of salary is way too low for critical jobs. A bad "hire" can cost you millions if they lose a great customer or make bad decisions. The Quaker CEO cost them 1.4 BILLION on the sale of Snapple alone. Now that's a bad hire! (Ask any sports team what is the cost of a bad 1st round draft pick that leads the team to a losing season and then must be let go in a year or two!)
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