July 26 , 2017

Latest Posts

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 »

The Bold Recruiters Toolkit — 50 Tools for Aggressive Recruiters (Part 1 of a 2-Part Series)

The competition for recruiting top talent is already intense in certain industries and is soon to grow in many others. In this highly competitive environment, you can’t expect to fill your quota, no less recruit the highest quality candidates who you desire, without having a superior recruiting toolkit. If you are currently dissatisfied with your recruiting results, you must adopt ... Read More »

Use Prospect Research and Failure Analysis to Learn Why Recruiting Underperforms

When you are battling for talent in a highly competitive environment, you are likely to encounter more than your share of failures. In fact, because underperformance in recruiting is so common, I am constantly surprised when corporate recruiting leaders have no formal process for identifying specifically why their current recruiting efforts don’t produce their desired level of results. The formal ... Read More »

News Flash: Recruiting Has the Highest Business Impact of any HR Function

Within most corporate HR functions, the atmosphere is simply too politically charged to even consider raising this powerful question:“Which HR function ranks No. 1 with the highest impact on two critical business success measures — revenue growth and profit margins?” Well, the data is in, and we now definitively know that the answer is … recruiting is the most impactful ... Read More »

13 More Bold and Outrageous HR Practices That May Indicate Your Approach Is Too Conservative (Part 2 of 2)

Additional “Bold and Outrageous” HR and Talent Management Practices Here are my selections for the remaining top recently implemented bold approaches that define the bleeding edge of HR practices. Recruiting on social media with the “10 days of shoes” contest – Marriott is a longtime innovator in employer branding but it has found a novel way to use social media ... 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 »