May 25 , 2017

Latest Posts

Adopt a “Whole Career” Strategic Hiring Model

If you are a recruiting leader, I would like to introduce you to a concept that many are not familiar with, which is “whole career employment.” The premise of this hiring and workforce planning model is that instead of the traditional expectation that employees will work at a firm continuously from their hire date until they retire, leaders need to ... Read More »

4 Talent Management and Big Data Lessons from the Presidential Election

Whether you follow politics or not, there are many important lessons that leaders in talent management and HR can learn from the recent presidential election. Before you dismiss the relevance of this learning opportunity out of hand, spend a few minutes to consider the following lessons from the election that may be valuable to leaders in HR and talent management. ... Read More »

Next Year’s Recruiting Headlines, Trends, and Next Practices

  A List of the Top 20 Recruiting Headlines That You Can Expect to Read Next Year I have broken the recruiting headlines and “next practices” into seven different categories (A-G). A. Next Year’s Technology-Related Headlines At leading-edge firms, you will see the following trends emerge. Read More »

Why “Name-only” Employee Referrals Produce Dramatic Results

Why Requiring a Resume Creates a Roadblock The primary goal of the “name-only” referral process is to increase the volume of high-quality referrals from employed prospects who are not active job seekers. That goal is achieved by minimizing any roadblocks that inhibit referrals. It specifically eliminates a major delaying factor, which is the need to have a resume to start ... Read More »

Talent Strategies for a Turbulent VUCA World — Shifting to an Adaptive Approach

It’s not the big that eat the small. It’s the fast that eat the slow! –-Author Jason Jennings If the rate of change inside your firm is slower than the rate of change occurring outside your firm, your end is in sight. –-Jack Welch’s philosophy Even the most optimistic business leaders have begun to realize that the incredible business turbulence ... Read More »

Delivering a Powerful Elevator Speech

By Dr. John Sullivan, globally renowned strategist in human resources and talent management Almost everyone needs a great elevator speech. Its purpose is to quickly impress someone that you meet for the first time. Whether you’re looking for a job, for help on a problem, or for funding, you must develop a convincing and compelling elevator speech that quickly sells ... Read More »

Assessing Whether You Have an Elite Strategic Recruiting Function — a Checklist

Corporate recruiting is a field where there are distinct and measurable differences between the average and elite functions. In short, what that means is that “elite” recruiting functions (defined as the top 1%) produce superior results and act in ways that are totally different from the average function. I am frequently asked during corporate presentations to cite the difference between ... Read More »

Solving the “Candidate Sharing Problem” Using a Social Media Approach

There is probably no more misleading statement in corporate recruiting than “we will keep your application on file for six months.” While such a statement may be factually true, the reality is that at most corporations, hell will likely freeze over before anyone will review that application again. Not only is this misstatement damaging to the candidate experience, but it ... Read More »

Webinars

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 »