Oct 27, 2015 How to Reduce Hiring Bias Against Women   Unfortunately, there are many barriers that limit the job opportunities for professional women. Firms should use surveys of past women candidates or hires and quality of hire data to determine which factors unnecessarily restrict the hiring of women at …

As seen on The Wall Street Journal.  JOHN SULLIVAN: Unfortunately, there are many barriers that limit the job opportunities for professional women. Firms should use surveys of past women candidates or hires and quality of hire data to determine which factors unnecessarily restrict the hiring of women at their firms. The …

  When the Competition Is Trying to Poach Your Top Employee  September 29, 2015 Print Friendly

Engaging those who someday might want to work at your firm We’ve all done it. At one time or another after hearing about the best practices or using the products of a firm that we admire, we have thought to ourselves “someday I might like to work there. It makes sense …

This presentation – – Will show you how bold HR practices directly impact the bottom line – Expose you to some innovative leading edge practices in HR, and – Show you simple HR actions that could increase your firm’s rev. by $1 million Print Friendly

Tips to help transform your hr stories biocom hr executive breakfast september 24, 2015 v1.5 from Dr John Sullivan Print Friendly

By Dr John Sullivan September 21, 2015 | ERE This article is not about politics; instead, it’s about how organizations can build a powerful employer brand in a short period of time. As an ardent advocate of cross-industry benchmarking (where you discover and adapt best practices from another industry), I …

“It’s the work (stupid)” That is the gist of the answer that you get when you ask top performers, “What would attract you to a new job?” If you were Picasso, wouldn’t you only be attracted to a new job if it provided you with the opportunity to “do the …

By far, the most frequently asked question is “What single best practice has the most dramatic impact on diversity recruiting results?”

Google’s seven-month old “rabbit hole” recruiting program simply has to be classified as innovative. The program has two major components. The first (a “keyword sourcing” approach) identifies employed top talent (some call them passives) based on the advanced terminology that they place in the Google search box while learning and …