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 …

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 …

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.

Ghosting in business is getting worse. If you’re not familiar with the term, candidate ghosting, it’s when a candidate stops merely responding to their recruiter.

Note: This “think piece” is designed to stimulate your thinking about the strategic role of recruiting Your firm’s future skill sets needs are increasing dramatically. By not adding future skills every day through every new hire, you are reducing your company’s ability to be competitive and grow. The importance of …

When you’re struggling to acquire talent in these low-unemployment times, application incentives can be a key motivator and differentiator.

Today’s sparse talent pool increases your chances of a hiring mistake. But a no-fault divorce approach allows you to release mis-hires quickly. And despite the lack of available talent to choose from, the pressure from hiring managers to “get me, anybody, I need butts in chairs” is immense. So, it’s …