Related Topics: People Flow Continuum | Recruiting is Marketing | John Sullivan Articles

Recruitment

• World Class College Recruiting Program:
  Characteristics of Strategic College Recruiting Systems -- A checklist for assessing the quality of college recruiting programs and systems.
• Finding the Best in Your Field. Identifying the best in a functional field is easier than you think.
• Selecting a World Class Search Firm, Checklist for -- Some things to consider when you pick your next search firm.
• Speed of Hire, Gaining a competitive advantage through increasing the...
• Getting It All Wrong - The Recruiters Paradox, Part I, Part II & Part III
• Why Do Recruiters "Drop Candidates "Over the Wall" and Run Away? Or How to Continually Improve Your Recruiting Program!
• Don't Isolate Your Employment Function - Coordinate Your Recruiting And Marketing Efforts
• Staffing - The worst customer service process in the world.: Applicants may also be customers.
• Forget the Daughter… Bring a "Friend" To Work!
• Recruiting and Retention -- what to do when your stock price falls
• Steps in turning an average recruiting function into a -- "Wow" One!:  Part 1, Part 2 and Part 3.
• Experience -- it "ain't what it used to be"; It's time to kill the sacred cow of job experience in recruiting.
• Wowing them on the web -- getting passive job seekers to visit a firm's job web page
• Are You A Dinosaur Recruiter? -- checklist to help you assess whether you are ready for 21st century recruiting
• Managers should do all recruiting! -- Why recruiters need to take a broader view of the business.
• Why people accept and quit a job made simple: -- it's just market research
• What's wrong with HR... or how not to hire Michael Jordan
• The shelf life of resumes ... sit on resumes and lose the best candidates

Recruitment Strategy

• Is it time to fire your Director of Employment;
  What is the name of our employment strategy?
• How to hire great people -- that don't need a job;
  or How to hire 'Michael Jordan'.
• Why Employment is a Strategic Function --
  the Business Impacts of Bad Hiring.
• Characteristics of Strategic Employment Systems --
  Does yours measure up?
• Becoming an "Employer of Choice" -- a lofty goal.
• Forget the Daughter… Bring a "Friend" To Work!
• What's wrong with HR... or how not to hire Michael Jordan
• Resumes Stink--Start asking for a Portfolio
• Developing a World Class Recruiting Program--Innovative strategies for Identifying/Finding the Best College Students, Part I, Part II, Part III
• The War for Talent is Over...and Guess Who Won?
• The Coming "Bid for Talent Revolution".  Prepare now or else!
• Building an Employment--"Brand":  Part I and Part II
• New tools to find and assess great candidates
• How to Hire the Next Michael Jordan
• Forget the Job Fair...recruit at a trade fair!
• Where have all the good candidates gone?...the "shortage" explained!
• Share your Best Practices in Recruiting. -- Reader Responses follow
• Stop being boring -- become the "talked about" company in order to build your employment brand.
• Your firm's web page stinks! -- Part 1 and Part 2
• Don't Hire Them...Hire Their References!
• News Flash -- Recruiting has the highest impact on a firm's shareholder value
• Add competitive intelligence gathering to your role as a recruiter!
• Diversity Recruiting -- The Compelling Business Case
• "Poaching" -- Isn't just for salmon anymore (A 3 part series)
• What Senior Managers Expect from Recruiters
• The World's Most Effective Recruiting Tool -- Have the CEO Call Them!
• Finding Names the Easy Way -- Cards in a Bowl
• Finding the "Names" of the best in your field -- (Develop a Who's Who list of top talent)
• Top 10 Most Effective Recruiting Tools
• Sourcing Tools for Ordinary Managers
• Use a Recruiting Advisory Board to Improve Your Recruiting
• Re-Recruit Your Top Talent...if you want loyalty, buy a dog!
• Earrings for Talent...Creativity in Recruiting
• Hire Their Mentor:  A great recruiting tool for the hard to recruit candidate
• Target the Have to Be Asked candidate
• Consider Other Firms As Your Farm Teams
• Hire Your Customers!
• Recruiting in Retail:  Tips for Managers
• Top 10 reasons why you shouldn't recruit from Dot-Com's
• The Future of Internet Recruiting
• Using field identification to hire Santa Claus (or other customer service talent)
• Think of the "5 best people you know" referrals:  Give me 5, a no-cost name generating tool
• Steps in becoming a Business Partner Recruiter
• The 20 "Rules" for Great Recruiting
• Shift Your Recruiting Strategy as the Economy Changes
• Branding, recruiting and learning through public speaking and conference attendance.
• Questions from Hell:  Developing/Assessing a College Recruiting Program
• Stealth Recruiting at Non-Recruiting (Passive) Events
• Spice Up Your Application Forms:  add a sales sheet
• Making great offers without much money:  non monetary offers
• Predatory hiring:  the best hire is your competitors' top talent

Selection

• Performance Turnover: The Cost of Turnover may be higher than you think . A more accurate cost of turnover calculation.
• Alternatives to on-site face to face interviews
• Rethinking Interviews - The "Fut R View": A Better Way To Hire
• Cutting down on interview " No Shows"
• Experience -- it "ain't what it used to be"; It's time to kill the sacred cow of job experience in recruiting.
• Stop Interviewing--Hold a professional conversation instead
• Death by Interview -- "Too much of a good thing is bad for you" is true for both "sweets" and interviews.
• Finding Talent is Easy...do a behavior profile
• Getting Manager to pay Attention to Resumes:  "Five Greats, No Uglies."
• When Assessing Talent, "Give Up Without A Fight"
• Test your Systems... You Might Not Hire Back Your Own Employees!
• One Day Hiring Made Easy:  Parts I and II
• Use a dedicated hiring team, not individual managers!
• How to measure the quality of your applicants:  before you hire them
• Give Managers "Comparison Offer Sheets" to increase their "Closing" Success Rate

Training

• Measuring Training Effectiveness / Impact --
  training can be measured in a variety of ways
• New Hire Orientation "ToolKit" - Part 1
  64 tools and tips you can use to improve the process.
• New Hire Orientation "ToolKit" - Part 2
  Sales Reps know it - First impressions are everything!
• How to ruin a great recruiting effort with the Orientation From Hell - Part I
• How to ruin a great recruiting effort with the Orientation From Hell - Part II
• Why Corporate Training Doesn't Work...and Some Solutions

Development

• Developing World Class Job Rotation Programs to Improve Retention! Guide for assessing and improving job rotation programs.
• Developing Employee Challenge Plans
• Intraplacement: Reduce Retention Problems By Increasing The Internal Movement Of Your Employees, Part I and Part II of a 2 part series on Intra-placement.
• Tell them where they will be in 2 years:  with a "Where You'll Be" Profile.

Retention

• Retention is like a box of chocolates.
  A lot of professionals are missing the boat when
  they look at retention as a single issue.
• Retention - why employees leave;
  Why do people "leave" a job for a "better" job?
• Retention "ToolKit" 63 retention tools and tips you can use tomorrow
• Developing World Class Job Rotation Programs to Improve Retention! Guide for assessing and improving job rotation programs.
• Getting your managers to "own" retention - and how to cut your turnover rate in half.
• Intraplacement: Reduce Retention Problems By Increasing The Internal Movement Of Your Employees, Part I and Part II of a 2 part series on Intra-placement.
• Recommendations for Retention 58 action steps you can take.
• Another Retention Tool: - Attention Plans by Irene Cuan
• Retention Strategy Why do people stay in their jobs
• Recruiting and Retention -- what to do when your stock price falls
• Retention bonuses. -- Are they really a good idea?
• Why people accept and quit a job made simple: -- it's just market research
• The manager's toolkit for retaining ERP/HRIS professionals
• Retention -- Talking an employee out of leaving for start-up
• Predicting who is about to quit

General HR Information

• Improve the quality of your employment function,
  42 things you can do
• HR Planning Tools, New (or revisited)
• Characteristics of a World Class Internship
  starts with a written internship PLAN
• 360° Feedback, HR Program Evaluation Template for
• Stop Doing Job Descriptions -- an irreverent look at job descriptions.
• Becoming an "Employer of Choice" -- a lofty goal.
• The Ten Tenets of the 21st Century HR
• Should HR Report to the CFO or CEO?
• Y2K...but I'm not in HRIS... so it doesn't impact me?
• Steps to follow if you want to become an expert in a topic or industry -- gaining competitive intelligence. -- Part I
• Steps to follow if you want to become an expert in a topic or industry -- gaining competitive intelligence. -- Part II
• HR: -- a profession anyone can join?
• As a Manager--Why you need to pay attention to recruiting
• What's Wrong With HR?  A focus on cost cutting.
• Writing on Resumes...there is no law against it but...
• Headcount is Silly! -- Use budgets to manage and ignore headcount.
• When Should You Do a Performance Appraisal?
• E-HR (Electronic HR) -- A walk trough a 21st century HR Department
• Cisco...Simply the Best
• The Advantages and Disadvantages of..."External First" Hiring Preferences?:  Part 1 and Part 2
• Hire them both -- A package deal
• Torture by Resume
• Pre-Need Hiring and Workforce Planning
• Hire a "Warrior" Recruiter...Not "Bambi"
• How to Hire Great People Who Don't Need a Job
• Steal Their Recruiters!
• Put the work where the talent is
• Why hiring freezes are dumb
• Training and compensation's role in recruiting and branding
• How the sales function can help a firm's recruiting efforts
• Checklist for selecting the very best executive search firm
• Fire your administrative "Bambi" recruiters
• Visionaries in Employment
• Be Prepared!  "Resume Spamming" is on the way
• Develop a employment dashboard and index
• How to hire a great recruiter
• Hiring Advice for Small Businesses

Turnover

• Performance Turnover: The Cost of Turnover may be higher than you think. A more accurate cost of turnover calculation.
• The Cost Factors and Business Impacts of Turnover.
• Post-Exit Interviews are more useful than exit interviews.
• Getting your managers to "own" retention - and how to cut your turnover rate in half.
• What Is the "Ideal" Turnover Rate?  There are many opinions about what is the "ideal" turnover rate.  Here is how a CEO might look at it.

HR Metrics and Costing Factors

• Checklist of Possible Employment "Metrics" -- measures that can be used to assess the impact and quality of employment systems
• Measuring Training Effectiveness / Impact --
  training can be measured in a variety of ways
• CEO Metrics for HR (1st draft) aka - questions from hell. Don't let CEOs read this, they might want answers.
• Cost Per Hire - A "Better Metric" Is The Quality Of Hire
• The business impacts of not firing a bad employee/low performer
• Instead of the Cost of Hire… measure the Cost of a bad Hire
• HR Effectiveness Metrics
• The only recruiting measure that matters -- measure the quality of your hires.
• Calculating the Cost of a Vacant (COV) position:  a list of the possible "COV" factors
• Recruitment AD Agencies:  most don't get it:  (How to assess a recruitment ad agency)