“Death by interview” is the harsh but unfortunately all-too accurate name that I give to the majority of corporate interview processes because of the way that they literally abuse candidates. Death by interview is worth closer examination because harsh treatment during interviews impacts almost every working American, simply because each …

Practices: The return of talent agents; HR owns M&A; and hiring without degrees Anyone who tracks advanced trends in talent management knows that many of them  originated in the Silicon Valley. However, you probably also know that many of the publicized practices that start in the Silicon Valley are so …

NASA artist – black hole 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 …

  White papers by Dr. John Sullivan offer you more of an in-depth look at some of the hottest topics of the day. Much more than an article, but easier to read than book, these documents are intended to help you formulate your own position or philosophy relevant to a …

Answering your questions? John only responds to questions from Fortune 1000 ranked corporations and only if you use your corporate email address. Great questions along with the answers may be posted with the utmost confidentiality and anonymity. Your email address, name or corporate name will not appear. Ask a Question [accordion] …

If you’re not getting exceptional hires, it may be because your traditional interview process is simply not designed to excite them. Instead of dwelling on the past, a superior alternative is to ask them to solve real problems, to demonstrate that they are forward-looking and that they have solutions for …

Part 2 of a 2 part series (Click here for Part 1) A retention toolkit for innovators. As the economy picks up and unemployment rates continue to drop, I can forecast with a good deal of certainty that the turnover rates among all employees will increase. However, it is important …

Part 1 of a 2 part series (Click here for Part 2) A retention toolkit for innovators. Corporate executives are beginning to learn the high value of Innovators, which can be 5 to 300 times the value of an average employee. If a company doesn’t have enough innovators, a primary …

The Top 30 Boldest Actions for Recruiting Individual Innovators. I just returned from the always powerful CoDev conference where a prime focus was on the difficulty of hiring and retaining innovators. Almost everyone agrees on the value of innovators but unfortunately, because of their design and their lack of boldness, …

The war for technical talent is so intense that a handful of firms like Google, Facebook, Cisco, Apple, Twitter and Zynga have shifted to a powerful but rare recruiting sub-strategy known as acqui-hiring. It involves established firms acquiring startup firms not for their products (only Facebook admits it) but instead …