Dr. John Sullivan

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.

Marketing for Recruiters — ‘What Is It Going to Take to Get You In This Car?’

Few in recruiting understand the importance of identifying a candidate’s job acceptance criteria Data, Technology, and Marketing are the three foundation pillars that are currently and dramatically transforming the recruiting function. I call these the new recruiting triad. Of these…

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What Will You Do When One of Your Employees Is Outed Online For Their Activism?

It should be no secret to anyone that political activity and tensions are currently high in the US. And by now, everyone in HR has heard about the Top Dog restaurant employee who resigned as a result of his participation…

When Hiring for Attitude — Catch ‘Attitude Fraud’ Because Candidates Fake It

“Attitude fraud” — when candidates with an undesirable attitude purposely deceive and act as if they have a great one to get hired. Even though it is a major problem, few in recruiting make any attempt to detect or avoid…

Improve Retention Up to 50 Percent Because Post-Exit Interviews Get More Honest Answers

Most corporate retention programs are driven by emotion rather than data. As a result, even though a data-driven “loss prevention” effort is common throughout the business, there is no one in the retention team who quantifies the percentage of turnover that…

Brady at training camp in Foxborough

Build a ‘Superteam’ — a Recruiting Strategy That Can Lead to Industry Domination!

The most powerful business strategy and the one with the highest capability for literally driving your firm to industry dominance may be building a Superteam. If you are a recruiting leader who wants to have a significant strategic impact, approach your…

Revelation — Treating Job Applicants Who Are Also Customers Poorly Is Costing You Million$

If the customer is always king, then an applicant who is simultaneously your customer must also be treated like a king. If you recruit at a firm that has retail customers, I guarantee that you don’t know the answer to this…

Need More Strategic Thinkers? Here’s How to Hire Them

What firm doesn’t need to be strategic? In fact, what could contribute more to the success of an organization in today’s fast-changing world of business than having a large cadre of strategic thinkers? As a result, CEOs would love to…

Without Metrics, Weak Onboarding Will Neutralize Your Recruiting Results

Think about it for a minute. You devote thousands of dollars and hundreds of management hours to recruiting, and as a result, you land a great candidate. But all that is for naught if the new hire gets off to…

The Definitive Action Guide For Minimizing Bias and Increasing Diversity Hires (Part 2 of 2)

This is the second part of a two-part article covering action steps on how to minimize biases that negatively affect diverse recruiting. The first part of this article was published on June 26, 2017. It explained the two types of…

The Definitive Action Guide for Minimizing Bias and Increasing Diversity Hires (Part 1 of 2)

There has been a great deal of recent coverage on unconscious biases. However, almost all of the attention has been on becoming aware of these unconscious biases. This is problematic because even data-driven Google could not prove that unconscious bias…

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