Dr. John Sullivan

About the Author

Dr. John Sullivan is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high-business impact; strategic Talent Management solutions. He’s 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. He is an engaging corporate speaker who has excited audiences at over 300 corporations/ organizations in 30 countries on all six continents. His ideas have appeared in every major business source including the Wall Street Journal, Fortune, BusinessWeek, Fast Company, CFO, Inc., NY Times, SmartMoney, USA Today, HBR, and the Financial Times. In addition, he writes for the WSJ Experts column. He has been interviewed on CNN and the CBS and ABC nightly news, NPR, as well many local TV and radio outlets. 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 industry's most respected strategists." He was selected among HR’s “Top 10 Leading Thinkers” and he was ranked No. 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, California. He is currently a Professor of Management at San Francisco State (1982 – present). 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.

10 Business and Recruiting Reasons for Requesting Salary Information

The practice of firms either requesting or requiring applicants to provide their salary history is coming under tremendous pressure as part of the overall push for pay equity for women. As a result, there are many new and proposed laws about the salary history request, including outright bans. In my view, almost everyone who…

Some Firms Use the Practice of Requesting Salary History — Why Firms Ask for It and How They Use It

The practice of firms either requesting or requiring applicants to provide their “salary history” is coming under tremendous pressure as part of the overall push for pay equity for women. And as a result, there are many new and proposed laws about the salary history request. In my view, almost everyone that has written…

Facing a Shortage of Applicants? — Losing Applicants Explained With 5 Ugly Numbers

It’s an almost universal complaint across both corporations and small businesses around the world. “We aren’t getting enough applicants and it is hurting our business.” This shortage of applications is probably occurring despite the fact that your corporation is well known and that your jobs are exciting. Find out the precise underlying reasons…

Ouch, 50% Of New Hires Fail! 6 Ugly Numbers Revealing Recruiting’s Dirty Little Secret

Large corporations have thousands of business processes, but I doubt that you’ve ever heard of a single process that has a 50 percent failure rate. So your firm’s executives will be shocked to learn that the recruiting process (the HR process with the highest business impact) often has a failure rate of 50…

Frustrated With Your Recruiting Results? Ask New Hires ‘What Worked’

It’s a basic law for business process improvement. When your process is completed, you survey your users to find out what worked and what didn’t work. In recruiting, it turns out that identifying “what worked” is the second-most impactful of all internally reported recruiting metrics (after quality of hire). This what-worked data has…

Candidate Coaching Improves Hiring Results — So Stop Losing Candidates For Preventable Reasons

If you are failing to coach your candidates prior to their interview,  you may be unnecessarily losing as many as 20 percent of your qualified candidates simply for trivial reasons. Candidate coaching is where a corporate recruiter provides pre-interview guidance to qualified candidates on what to expect, areas to focus on, and any…

Do You Work At a Dinosaur Recruiting Function? A Quick Assessment Checklist

I read an excellent think piece the other day by Kaela Wax. On her blog she stated that as an outsider, after closely studying the recruiting industry, she concluded that “My biggest takeaway: The industry is about 65 million years behind, and it’s a total mess.” Of course, her description made me initially…

Facing a Shortage of Candidates? Discover and Use the Right ‘Attraction Factors’

They call it talent attraction for a reason. Because, obviously, the primary role of the function is to literally “attract” the very best candidates. But when a recruiting function is only guessing about what draws in desirable candidates, it will face a perennial shortage of applicants. In fact, I estimate that the average…

Blow-Up Your Diversity Approach and Maximize Business Results With Customer Reflection Diversity

 This “think piece” is designed to stimulate your thinking about diversity Why Your Firm Needs to Target Diversity in Sales, Service, & Product Development Research studies have shown that diversity can result in as much as a double-digit increase in sales. However, corporate executives need to realize that if you want to maximize…

Talent Shortage Problem Solved! Create a Recruiting Culture

How leaders can stop worrying about their persistent and damaging talent shortage It’s hard to find a large corporation, a tech firm, or a small business that isn’t currently suffering from a shortage of top talent with the required skills. So if you’re an executive or manager, you might be surprised to learn…

Keep Your Recruiting Job Despite Technological Advances And Economic Downturns

Warning: if you want job security as a recruiter, start preparing now Listen up. If you are a corporate recruiter, you need to be worried about your job security! Recruiters need to realize that the march of recruiting technology is inevitable and unstoppable. No, it won’t be in the next few months, but…

In an Interconnected Digital Business World … Why Is Recruiting Still An Island?

a “think piece” designed to stimulate your thinking about strategic recruiting Corporate recruiting, unfortunately, operates as if it were an island. Recruiting can, justifiably, be accused of acting as if it is an autonomous corporate entity because it seldom has any formal processes for sharing information and data with other clearly interdependent business…

Revelation! Unconscious Bias Hurts Your Hiring Results Across All Candidates

One of the primary reasons why increasing amounts of technology are entering the recruiting space is the recognition that recruiters and hiring managers harbor a great deal of unconscious bias, which has a negative impact on a firm’s recruiting results. I live in the Silicon Valley, where in an effort to increase diversity…

Want Managers To Focus On Retention? — Show Them The $ Impacts Of Turnover

Almost everyone in talent management agrees that managers don’t place enough emphasis on employee retention, despite the fact that retention is often ranked as the No. 1 people-management problem. In fact, according to a recent PayScale survey, “63 percent of employers consider retention a top priority” (where five years ago, only 20 percent…

The Top 5 Talent Surprises That Could Spoil Your 2017

It’s hard to think of an exception to the rule that “it’s always better to be prepared than surprised.” As a result, most professionals do read end-of-year projections (e.g. 2017 trends) because they help them view and prepare for the future. But unfortunately, when you only track these micro-trends, you might end up…