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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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Outside of traditional job sites, the list of platforms employers and agencies consider when advertising job openings and employer brand is pretty short. The list starts at Google and usually ends at Facebook. Between those two, you can get in...
I don’t talk about eQuest much. It’s old. It’s boring. It does the dirty job of compliance and distribution while the recruitment world focuses on sexy tech like chatbots and messaging. It’s the low-risk stock that returns 5 percent year-in,...
When we got together for the August Cincinnati HR Roundtable, people were excited to talk about the topic more than usual. We were going to discuss feedback. The room was full of energy because people have had different experiences with...
It’s a very specific legal problem faced by many corporations: How do you admit wrongdoing without hurting the company’s public image? The solution: In exchange for compensation, have the victim sign a non-disclosure agreement and keep quiet about their experience....
Note: This is the final article of a 4-part series on compensation practices for small companies. In this series Margaret O’Hanlon shows how a small company typically deals with compensation, discussing each of a few key practices and what problems...
For 14 years, Matt Ferguson led CareerBuilder. As of today, however, his time as CEO is over. In a release, former president and COO Irina Novoselsky will take over as CEO. Ferguson will be relegated to executive chairman, effective today. Novoselsky...

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With fewer peers and more power, it’s easy for leaders to lose touch with those they lead. A study by Hay Group’s McClelland Center finds that senior leaders in an organization often gain power at the expense of self-knowledge, and are...
There’s an entire industry built around training managers to be great leaders, and why not? It makes sense that the person tasked with managing a team should possess some leadership skills. But, we also know that not every manager is suited to be a great leader. In fact, most managers are downright unsatisfied. When...
Attracting top talent continues to be a big issue for all businesses, but retail, in particular, is struggling this year with talent attraction. According to ManpowerGroup’s latest Talent Shortage Survey, 32% of U.S. employers reported facing difficulties filling jobs in 2015. When it comes to sourcing for retail roles, many recruiters may
New apps, social media, nudges … we’re always trying to catch the latest trends to stay ahead of the curve and impress our clients, vendors, prospects, and more. But as I look at trends in recruiting over the last year or so, I am reminded of that saying that is so popular in...
There has long been an assumed link between the quality of leadership a company has and its ability to attract and retain great people. But why is that? Is it because a Steve Jobs or Mark Zuckerberg simply attract talent? Or is there something else going on at a more systemic level? A...
Smart talent acquisition of top talent increases our ability to employ the right organizational initiatives and exhibit the right leadership approaches needed to make change stick. Unfortunately, there are far too many change management initiatives destined for failure in business today. The one true ingredient to evolving (smarter than “

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I’ve worked as a recruiter for J. Jill, SAP, and then started the boutique recruiting firm Boston Tech Talent, and offer you up these suggestions if you’re thinking about going out on your own. I don’t recommend starting a staffing company...
In this continuing series of articles entitled “You Can’t Be Strategic Until …” I highlight the strategic actions that talent-management leaders should take to increase their measurable strategic business impact on their firms. In this case, the needed strategic action...

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