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.

WOW Hiring Managers by Projecting a Candidate’s Performance and Promotion Trajectories

Imagine a recruiting session with your hiring manager where you are selecting from among three finalists who all seem to be about equal in their required qualifications and thus their ability to do this “current job.” And you speak up…

WOW Hiring Managers by Projecting the Retention Trajectory of Candidates

Add a Future Focused Element to Your Hiring Assessments Hiring managers all too often undervalue their recruiters because they feel that they know more about the finalist candidates than the recruiter does. But imagine sitting down with your hiring manager…

Not Hiring Exceptional Candidates Is Extremely Damaging but It’s Preventable

Note: This article is part of a continuing series covering high-impact business practices that recruiting should be doing, but it doesn’t! Losing Exceptional Candidates Is Damaging Your Firm Learning specifically why exceptional candidates were not hired can be added to…

Managers Are Hoarding Talent: A Hidden Problem That’s Likely Hurting Your Firm

Expediting the transfer of employees among diverse business units allows a firm to develop and retain employees, while simultaneously increasing the cross-pollenization of ideas and the transfer of best practices. Unfortunately, I find that executives at every large organization I…

Need Top Performers? Hire Candidates With a Strong Professional Network

Actionable Tips for Hiring Those With Powerful Professional Networks Everyone knows the power of networks. But many hiring managers and recruiters are surprised to learn that the strength of someone’s professional network is also one of the strongest predictors of…

Firms Can’t Be Competitive Without Strong AI, But Even Apple Struggles to Recruit AI Talent

If your firm wants to be dominant, it should follow the lead of the world’s most successful firms. So corporate leaders should take note that each of the CEO’s of the five most valuable firms (Apple, Google, Microsoft, Facebook and…

Kick-Start Your Firm’s Growth By Hiring Candidates With Game-changer Competencies

This article covers how you can directly accelerate your firm’s growth rate through recruiting. If you’re skeptical about whether that is possible, be aware that data reveals that human capital has a much greater impact on kickstarting a firm’s growth…

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…

Image: Rodney Dunning / Creative Commons

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…

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