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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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Ever wonder why the smartest person on your team is not necessarily the best team player? Have you been trying to put your finger on what makes your manager such a good leader? The answers could be related to your colleagues’ levels of emotional intelligence. More than just a buzzword or management fad,...
I recently sat through a conference presentation that included many slides on building a culture of innovation. As I glanced around the room, I noticed another attendee with that “Yea, right” look. I chuckled to myself because at that moment I was thinking the same thing. Innovation is not about a product or...
More and more employers, union and non-union alike, are getting ensnared in efforts by the National Labor Relations Board to aggressively expand employee rights under the National Labor Relations Act, to the detriment of employers. While employees have the express right under Section 7 of the Act “to engage in other concerted activities...
Disciplined leaders succeed by purposefully creating a winning corporate culture where everyone feels inspired, productive and rewarded relative to what matters most in the company. But understanding how productive your employees are relative to the results they’re creating can be a challenge. Fortunately, there are five questions you can ask to
The world’s innovators are calling for reinvention and transformation of HR departments. Given that the majority of hiring responsibilities fall within HR and it is, in most cases, the entry into companies, reinventing HR must start with transforming the way leaders think about and behave about hiring. Many innovative leaders and early
You simply can’t catch trophy fish with weak bait, and similarly, you can’t attract quality candidates with dull and ineffective job post descriptions. But most corporations simply post their descriptions without design criteria or any pretesting. This is a serious error because a simple side-by-side comparison test approach (borrowed

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