Dr. John Sullivan

Dr John Sullivan is an internationally known HR thought-leader who specializes in bold and high business impact and strategic Talent Management solutions for 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 was 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.

Articles by Dr. John Sullivan

Recruiting and Staffing

How to Really Recruit (and Hire) Self-Motivated People

Motivation11

Second of two parts

Yesterday, I wrote about how recruiting highly motivated people is The Single Smartest Thing That a Hiring Manager Can Do.

Today, I am going to give you some tips on just how to go about recruiting those kind of employees.

Once you are committed to hiring self-motivated individuals, you need to work with your firm’s recruiting leaders to come up with the most effective recruiting and assessment approaches. Read more…

Recruiting and Staffing

The Single Smartest Thing That a Hiring Manager Can Do

123RF Stock Photo

First of two parts

If you are a corporate manager, you already know that you routinely spend a significant portion of your time trying to motivate your employees.

On average, I estimate that encouraging, cajoling, and the worst part, having to hang around just to ensure that your employees are continuously working takes up to 50 percent of the average manager’s time each week.

If you don’t believe my estimate, ask a few managers to keep a work log for a few weeks if you want an accurate time for your firm. You might go a step further and ask a few of your managers if they enjoy trying to motivate and if they are good at it, because you’re likely to find that they dread every minute of it. Read more…

HR Management, HR News & Trends

The Ebola Scare: 10 Workplace Issues HR Should Be Ready For

Ebola This Week

You might initially think that Ebola is only a medical issue, but corporate leaders, HR, and recruiting professionals should realize that any Ebola-related panic and anxiety will also negatively impact an organization’s employees and candidates.

Take a moment to visualize this possible scenario where during the upcoming flu season employees will irrationally stress, panic, and avoid other employees and customers who appear to be even slightly symptomatic. Envision an HR function that will be bombarded with questions and concerns about sick leave, medical benefits, and a variety of Ebola related issues. Read more…

HR Management, HR News & Trends

11 Good Reasons That HR Really Needs Predictive Analytics

hr_advice

Second of two parts

Traditional HR metrics have a limited impact because they are backward looking and they merely report what happened last year.

Much like telling you who won the Super Bowl last year, historical metrics don’t add nearly as much value as having someone tell you six months in advance who will likely win the Super Bowl next year.

Predictive analytics are superior because they analyze past and current data and reveal patterns and trends that may allow you to accurately predict upcoming people management problems and opportunities. Read more…

HR Management

Why HR Needs to Get Serious and Adapt Workplace Analytics

Analytics

First of two parts

When you survey the most frequent users of analytics and metrics in the corporate world, not surprisingly, you find that HR ranks at the very bottom.

Compared to finance, which is ranked No. 1, human resources compares poorly with only half of its functions being classified as advanced users and three times more HR functions are classified as non-users.

HR shouldn’t be surprised to learn that the executive team came in No. 2 because they (along with finance) are at the forefront of demanding more metrics and analytics from HR. The remaining business functions, operations, R&D, marketing, and sales all had a higher percentage of advanced metrics users than HR in this excellent 2013 AMA/i4cp study. Read more…

HR Management, Talent Management

10 Action Steps That Will Allow HR to Effectively Manage Workforce Speed

Hiring speed

Second of two parts

Yesterday I wrote about The Need For Speed and Why It Is Critical For Business Success, and how executives are beginning to realize that the need for speed may not just be a luxury; it is probably already a critical success factor for business survival.

Today, I have a list that contains the 10 foundation steps that HR must complete if it wants to play a major role in effectively managing workforce speed.

1. Develop the business case for “workforce speed”

The first critical action step within HR is to build a compelling business case for developing programs to manage and increase speed. Read more…

HR Management, Talent Management

The Need For Speed and Why It Is Critical for Business Success

© Konstantin Sutyagin - Fotolia.com

First of two parts

I work in the Silicon Valley, where we have a long-established mantra of “faster, cheaper and better.”

But now no matter where you work in the world, almost everyone can sense the fact that every aspect of global business now seems to move significantly faster than it did even 10 years ago. You could even label the 21st century as “the century when speed dominated.”

This increased speed means that new products and product features come to market at an amazing rate, copying is almost immediate, everything you rely on seems to become quickly obsolete, and long-established businesses routinely lose out to faster moving startups. Read more…

Recruiting and Staffing

10 More Good Reasons You Should Hire Overqualified Candidates

overqualified

Second of two parts

Yesterday, I listed 10 Good Reasons You Should Be Hiring Overqualified Candidates. Today, I’ll list 10 more good reasons for you.

The 20 different reasons or benefits associated with hiring overqualified candidates are separated into three categories: 1) recruiting/ business impacts; 2) reasons to be suspicious of qualifications; and 3) actions to mitigate potential problems.

Recruiting and business impacts

11. They may be a self-motivated professional – If you are hiring a professional who is overqualified, it is highly likely that their professionalism and self-pride will drive them to perform and excel, regardless of what job they are currently in. Read more…

Recruiting and Staffing

10 Good Reasons You Should Be Hiring Overqualified Candidates

overqualified

First of two parts

Imagine being assigned a physician and then purposely rejecting them solely because they were “overqualified” for your medical situation. Well that’s exactly what happens when hiring managers reject candidates who have “too many” qualifications.

There is simply no excuse in this new era of data-based recruiting to adhere to this old wives’ tales” in hiring. I have written in the past about the cost of rejecting “job jumpers” and in this article, I will focus on the false assumption that hiring candidates who are “overqualified” will result in frustrated employees who will quickly quit.

There is simply no data to prove any of the negative assumptions that are often made about overqualified prospects or candidates. Read more…

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…