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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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For the second consecutive month, the U.S. posted strong employment gains in November, adding 211,000 workers to payrolls and exceeding the forecasts of labor economists by more than 11,000 new jobs. Unemployment was unchanged at 5%. The report from the Bureau of Labor Statistics, released in Washington this morning, all but guarantees the...
By Eric B. Meyer Can you eliminate discrimination claims by hiring minority replacements? Yeah, no. When a person claims that he wasn’t promoted because of his race, or terminated because of her gender, or brings some other claim of disparate treatment, that person must demonstrate several elements: For example, in a failure-to-promote 
Onboarding new hires, when done right, is one of the best parts of the hiring process. Who doesn’t like introducing a new worker to all of their fellow employees and showing them around the office without having to worry about the forms they’ve signed? But, when you get caught up in showing someone...
In 2012 Millennial Branding conducted a survey of 225 employers asking them to identify the top five skills they were seeking in a candidate for employment. It is not surprising that “communication” was among the top five desired skills. In fact, 98% of surveyed employers identified communication as a highly desired skill. In...
For the last year I’ve been itching to launch a new talent acquisition start-up. Taking a “live in the future – then build what’s missing” approach, I’ve been studying the industry for that missing link. In addition to consulting gigs with enterprise sized TA organizations, I’ve also interviewed
Hiring is a fickle business. Yes, you need to match specialized talent with projects that sharpen your competitive advantage to survive in today’s unforgiving business landscape. But, budget constraints and geographic restrictions may put high-caliber talent out of reach for your ad hoc needs. As a result, leaders tend to assign projects to

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