April 26 , 2018

Latest Posts

What Senior Managers Expect from Recruiters

I often find HR people (and recruiters in particular) with an insufficient understanding of the business that they are recruiting for. One of the ways to avoid that pitfall is to talk directly to the senior managers in order to identify their expectations. If you want to get an idea of what managers expect, look at this summary of the ... Read More »

Poaching Tools / Techniques Part 2 of a 2 part series

Recruiters must realize that (unlike in the past, when the “pool” of unemployed people contained some top performers) the current group of unemployed people is short on top talent. Currently the only remaining viable option is to source, raid, or poach top talent from other firms. Unfortunately most recruiting tools were developed to attract unemployed people that were actively looking ... Read More »

“Poaching” Isn’t Just For Salmon Anymore (Part 1 of a series – Arguments against poaching)

“Poaching” is the term recruiters use for directly recruiting (raiding) the employees of another firm. Poaching is considered unethical by some but any graduate of the “Gordon Gecko” school of business could easily fail to find any ethical issues in poaching employees. Especially, because, with only 4% of the population actively looking for work, the only way to get any ... Read More »

Diversity Recruiting — The Compelling Business Case

There are many excellent legal and social arguments for recruiting diverse employees. However the most powerful and effective arguments that I have made for excellence in diversity recruiting relate to the business and the dollar impact that diversity recruiting can have on the bottom line. Does having a workforce with diverse backgrounds, experiences, and ideas have impact on the firm’s ... Read More »

Torture By Resume

Managers hate being presented with a “stack” of resumes. One of any manager’s worst nightmares is when a recruiter drops off a “stack” of resumes to be read “right away.” No matter how well intentioned managers may be, the reality is that they will postpone looking through the stack for days or even weeks. Why Do Managers Hate Stacks of ... Read More »

Add Competitive Intelligence Gathering to Your Role as a Recruiter!

Many recruiters look at what they do in an extremely narrow perspective. One glaring example of this is the failure of most recruiters to realize that a key element of their success is based on how well they gather “competitive intelligence!”WHAT IS COMPETITIVE INTELLIGENCE? Competitive intelligence is the process of gathering valuable information about our firm’s direct competitors including strategies, ... Read More »

News Flash – Recruiting Has the Highest Impact on a Firm’s Shareholder Value

Ever wonder why recruiting gets so little respect by top management? In my work (regardless of the size of the company or no matter what industry) I find that the reason that recruiting gets no respect is because it fails to quantify its impact (in dollars) on the bottom line! Recruiters regularly use relatively silly metrics to describe their successes. ... Read More »

Death By Interview

“Too much of a good thing is bad for you” is true for both “sweets” and for interviews. I was at Agilent Technologies the other day when one of their many talented HR reps described “over interviewing” with the accurate and humorous phrase “death by interview.” I laughed and I couldn’t have agreed more! Because of the threats of lawsuits, ... Read More »

Hire Them Both – A Package Deal

In a tight labor market, firms can gain a tremendous competitive advantage by breaking the old rules and acting differently from the average firm. Unfortunately it’s often quite difficult to get conservative HR departments to realize that the recruiting game has changed forever. And if you are going to get the best recruits, you have to stand out from the ... Read More »

Sharing Best Practices In Recruiting – Some Examples

There was a great response to my best practices request. Sorry, I couldn’t mention them all. This is a continuing process so if you do something innovative, please send it on to me at JohnS@sfsu.edu. REWARDS FOR SAME DAY HIRING – SUPERIOR BANK Our company, Superior Bank is a nationwide $2billion dollar sub-prime mortgage and auto lender. We have 2,000 employees. I ... Read More »


Why Candidates Are Dropping Out of Your Hiring Process

As seen on Yello (March 31, 2017) by Tracy Kelly. HR industry thought leader and professor of management at San Francisco State University, Dr. John Sullivan, says the cost to candidate withdrawal is real; the lost investment is a drain on team resources. Your online application is too complicated Sullivan reports that at Fortune 500 firms, 9 out of ten ... Read More »