Dr. John Sullivan

Dr John Sullivan is an internationally known HR thought-leader who specializes in providing bold and high business impact and strategic Talent Management solutions to large corporations. A prolific author with over 900 articles and 10 books covering all areas of Talent Management, he has written over a dozen white papers, conducted over 50 webinars, dozens of workshops and he has been featured in over 35 videos. In addition, Dr. Sullivan is an engaging corporate speaker who has excited audiences at over 300 organizations in 30 countries. His ideas have appeared in every major business source including The Wall Street Journal, Fortune, BusinessWeek, Fast Company, and others. Fast Company called him the "Michael Jordan of Hiring”, Staffing.org called him “the father of HR metrics” and SHRM called him “One of the industries most respected strategists”. He was selected among HR’s “Top 10 Leading Thinkers” and he was ranked #8 among the top 25 online influencers in Talent Management. He served as the Chief Talent Officer of Agilent Technologies, the HP spinoff with 43,000 employees, and he was the CEO of the Business Development Center, a minority business consulting firm in Bakersfield, CA. Since 1982, he has also been a Professor of Management at San Francisco State University. His articles can be found all over the Internet and on his popular website www.drjohnsullivan.com and on www.ERE.Net. He lives in Pacifica, California.

Articles by Dr. John Sullivan

HR Management, Talent Management

5 More Ways to Tell If an Employee Is Looking to Leave

123RF Stock Photo

Second of two parts

As I noted yesterday (in 5 Ways to Identify an Employee Who Is Ready to Quit), employee turnover is always an important issue, but most managers are unaware of the fact that overall, turnover rates went up 45 percent last year.

I’m predicting that they will go up at least 50 percent this year, so individual managers should be aware of the precursors or warning signs that can indicate that an employee is considering looking for a job so they can act before it’s too late.

If you approach the problem systematically, you can successfully identify which individual employees are likely to quit with an accuracy rate of over 80 percent.

Yesterday, I listed the Top 5 ways to tell if an employee may be getting ready to leave. Here are five more: Read more…

HR Management, Talent Management

5 Ways to Identify an Employee Who Is Ready to Quit

Employee-Retention

First of two parts

There are few things that are more shocking to a manager then to have one of their top-performing employees suddenly quit on them.

Some managers have described it as the equivalent to a “kick in the gut.” It is a shock not only because losing a key employee will damage your business results, but also because managers hate surprises, and as a result, they frequently wonder how they missed the signals that this person was going to leave.

Employee turnover is always an important issue, but most managers are unaware of the fact that overall, turnover rates went up 45 percent last year. Read more…

Recruiting and Staffing

The Evergreen Advantage: Why It’s Smart to Always Be Recruiting

123RF Stock Photo

As the war for talent continues, it’s time for recruiting leaders and hiring managers to shift to more creative and innovative recruiting solutions.

A bold approach that I have been recommending since 1999 is the creation of “evergreen jobs.”

Simply put, these are the one or two most critical corporate jobs where you continuously search and hire every more-than-qualified applicant who fits the culture in order to ensure that you always have enough talent in these critical positions. Read more…

Recruiting and Staffing

12 More Critical Issues With Diversity Recruiting Today

© Michael Brown - Fotolia.com

Second of two parts

Last week (in The 10 Biggest Problems With Diversity Recruiting Today) I highlighted how a weak business case, not being data-driven, failing to segment your recruiting targets, and failing to effectively use employee referrals can severely reduce your diversity recruiting results.

Today, I will complete the list of the common diversity program design errors and briefly highlight some recommended actions.

The following are also powerful design errors that can negatively impact your diversity recruiting results. They are listed in descending order, based on their relative impact. Read more…

Recruiting and Staffing

The 10 Biggest Problems With Diversity Recruiting Today

Photo by istockphoto.com

First of two parts

In case you missed it, there was a great deal of publicity generated recently when Google’s Laszlo Bock recently opened up and announced Google’s diversity numbers.

Google was disappointed in them, but that shouldn’t be a surprise. Almost every major corporation struggles with meeting their diversity goals as a result of a poorly designed diversity recruiting effort that hasn’t changed much since the 1970s.

As a corporate recruiting expert, I continually analyze recruiting approaches of all types, and in my experience, diversity recruiting is the worst-performing one among all recruiting sub-programs. Read more…

HR Insights, Talent Management

3 More Metrics With Insight Into Talent’s Financial Impact

Illustration by Dreamstime

Second of two parts

Yesterday, I started you off with three (3) simple measures that by themselves are enough to give you a snapshot — but accurate view  – of talent’s impact on your business organization.

Today, here are three more metrics for your consideration. When added together, these six (6) will help you truly gauge the impact your talent has on making your business successful. Read more…

HR Insights, Talent Management

Financial Snapshot: 3 Metrics With Insight Into Talent’s Impact

© Mike Kiev - Fotolia.com

First of two parts

In a world where it’s easy to get a “snapshot assessment” of your personal physical health or your organization’s financial or IT security effectiveness, what could be more valuable than an easy-to-conduct executive level “snapshot assessment” of talent management and HR?

Unfortunately I have found that most in HR are satisfied with a subjective or low-level tactical assessment, which instead of business impact, covers spending efficiency, lean staffing, and whether managers and employees are satisfied with us.

In order to be considered as credible, this snapshot must instead be strategic, and it should mirror the executive snapshots that are available in finance, customer service, and IT. In order to assess how well you’re doing, a benchmark number must also be provided so that you can compare your results to your direct competitor firms. Read more…

Recruiting and Staffing

13 Critical Steps for Making High-Quality “Boomerang” Hires

From istockphoto.com

Second of two parts.

Yesterday, I told you about why “boomerang rehires” — former top-performing employees who you rehire after an absence of a few years — are such an important sources of quality hires (See Want a Great Source of Quality Hires? You Need a “Boomerang” Program.)

But, if you want to take advantage of a boomerang program, there are some important action steps you need to consider: Read more…

Recruiting and Staffing

Want a Great Source of Quality Hires? You Need a “Boomerang” Program

123RF Stock Photo

First of two parts

Other than referrals from your top-performing employees, it’s hard to find a corporate recruiting source with a higher quality of hire (i.e. on-the-job performance) and a higher ROI than “boomerang” rehiring programs.

If you’re not familiar with the term, a “boomerang rehire” is a former top-performing employee who you rehire after an absence of a few years. I rank them No. 2 in new hire quality and they also produce significant volume of hires. CareerXroads ranks them N0. 6 in volume, after college hires..

Although “boomerang” programs have been around for years. In the past they were a bit of a burden because if you wanted to find and keep in touch with your former top-performing employees, you had to put together and maintain your own corporate alumni group. Read more…

Recruiting and Staffing

How to Successfully Implement Video Job Descriptions

123RF Stock Photo

Second of two parts

Yesterday, I wrote about the many benefits of going to video job descriptions.

If you’re willing to try video interviews out, here are some of my recommendations to consider.

1. Who should make the video?

You might think that hiring managers would be reluctant to do video interviews, but the opposite is often true because they are excited about having a new way to attract top performers. By the way, even though there are professionals who will make these videos for hiring managers, start off by having the managers make their own. Read more…