Tag Archives: Interviewing

Mutilating unusual names may seem inconsequential, but it hurts diversity hiring, both now and in the future. In today’s talent marketplace, every organization is fighting to hire as many diverse and international candidates as they can. Unfortunately, many of these candidates have names that are unfamiliar to most US hiring managers (including Asian, African, Latin, Indigenous, and Religion-based names). It’s …

Their backgrounds cause diverse interviewees to act differently but not matching expectations may cost them a job!

Unnecessary stress hurts interviewee performance. However, increasing transparency reduces most candidate stress.  Stop Treating Interviewees Like Adversaries By Increasing Interview Transparency Let me be blunt. Most recruiting organizations seem to enjoy making their interviews highly stressful. In fact, throughout recruitment history, job interviews have been highly adversarial and exclusively one-sided. Historically, candidates came into their interviews mostly blind about the …

Dr. John Sullivan speaks with host John Hollon about all things remote work: remote interviewing, remote onboarding, and how to manage a team remotely.

I recommend that you enter this waiting period with an “everything matters” approach. This means that rather than idly waiting, a candidate should take numerous actions that will provide them with a competitive advantage during this last phase of hiring.

For some unexplained reason, the sales component of recruiting is often ignored. Few recruiting leaders ever make a scientific assessment of the sales component of recruiting, but if they did, they would instantly become champions of peer interviews. Peer interviews (where a panel of team members conduct a candidate interview) are certainly not a new practice. However, peer interviews have …

Many recruiting leaders are not aware that “the magic bullet” in recruiting is improving your speed of hire. Hiring faster improves your quality of hire because you make a hiring decision before any top candidates drop out to take a competing offer. A faster time to hire will also improve your offer acceptance rates, strengthen your employer brand, and make …

As seen on ERE Media, February 12, 2018. Heads up: you are probably unwittingly damaging your firm’s hiring results. Slow hiring during periods of record low employment means that top candidates will be gone long before you make an offer. In fact, a CareerBuilder 2012 survey revealed that even when the unemployment rate was double what it is today, a …

As seen on Forbes by Victor Snyder (CEO at BossMakers) he quotes, Dr. John Sullivan on his expertise with job hoppers. From your employer’s point of view, they may like your large network and breadth of experience, or they may be reluctant to risk an investment in you. Increasingly though, the pros are outweighing the cons as businesses realize the …

As seen on ERE Media (May 22, 2017). Not using the hiring process for name capturing for future jobs is a missed opportunity Few hiring managers and recruiters realize that the hiring process itself offers a great opportunity to capture the names of top performers for your talent pipeline. I call this name-capturing approach “25 names” and it used people involved in …