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Dr. John Sullivan
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Dr. John Sullivan is a well-known thought leader in HR. He is a frequent speaker and advisor to Fortune 500 and Silicon Valley firms. Formerly the chief talent officer for Agilent Technologies (the 43,000-employee HP spin-off), he is now a professor of management at San Francisco State University. He was called the "Michael Jordan of Hiring" by Fast Company magazine. More recruiting articles by Dr. Sullivan can be found in the ER Daily archives.

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Tough times often bring some interesting dilemmas for company leadership. I saw an article out recently from Strategy+Business that argued for strategic hiring during a downturn. Particularly interesting is this seeming paradox of investing in one area of the company while other areas are experiencing layoffs. The obvious question, from an
No matter what team you’re on, you’ve probably been asked to create and share the key performance indicators that measure your efficacy. There are lots of metrics that can be labeled KPIs and provide insight into parts of your process, but great KPIs will: Give stakeholders transparency as to your team’s successes and value
By Chad Terune, Kaiser Health News Sutter Health, long accused of abusing its market power in California, is squaring off against major U.S. employers in a closely watched legal fight over health care competition and high prices. The latest fight has erupted over Sutter’s demand that employers sign an arbitration agreement to resolve...
First of two parts If you have never read George Orwell’s book 1984, you need to – or if you have read it, go back and read it again (I did recently). Considering it was published in 1949, it is unbelievable how much his concept of “Big Brother” and the use of technology...
In a related article published last week on ERE.net, entitled “The Biggest Mistake In Employer Branding — Failing To Measure The Business Impacts of Employer Branding” I highlighted the importance of measuring and reporting the business impacts of employer branding . This first step is critical because all too many employer
If your organization doesn’t have a well-known, positive “employer brand” (if it is not known as a great place to work) you undoubtedly are paying a penalty. It’s true: Employers with great reputations can both spend less on employee recruiting and pay less than top dollar to hire the best. If your employee...

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