http://sheila-greco-cjre.squarespace.com/blog daily 0.75 2017-04-03 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500241492736-T0G5Z0GB3G1WCIYVSIL8/image-asset.jpeg About SGA Talent http://sheila-greco-cjre.squarespace.com/blog/sga-talent-can-customize-our-recruiting-recruitment-services-to-your-exact-needs monthly 0.5 2017-11-06 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1499774573855-950KPDXCCEL9ZZW7VZYY/image-asset.jpeg About SGA Talent - SGA Talent - Let Us Help You Achieve Your Recruiting Goals by Customizing Our Recruiting & Recruitment Research Services To Meet Your Exact Needs http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent daily 0.75 2018-01-30 http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/succession-planning monthly 0.5 2017-11-22 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1511355958613-KUWDA54GK2MH6NJLSGH7/image-asset.jpeg Blog - Succession Planning & The Importance Of Mapping The Competition Succession Planning & Mapping With SGA Talent - https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1511184171713-5C7ANOVJ5O1IO4QVK5IB/JPMorgan+Chart.jpg Blog - Succession Planning & The Importance Of Mapping The Competition   Profiling The Talent: Now is the time to gather the intelligence that will assist with making smart hiring decisions. Getting to know the talent - who they are, what they do, career highlights, career history and compensation. Once the organization charts are created, profiles must be gathered. Additional information provided are direct dials and emails. An example of a biography included in a succession planning report. Daniel Pinto, Chief Executive Officer, Global Head, Investment & Corporate Banking Biography: Mr. Daniel E. Pinto serves as the Chief Executive Officer of Europe, Middle East and Africa at JPMorgan Chase & Co. Mr. Pinto serves as Chief Executive Officer of Corporate & Investment Bank at JPMorgan Chase & Co. since March 25, 2014. He serves as Chief Executive Officer, Chief Executive Officer of Corporate & Investment Bank and Chief Executive Officer of EMEA of J.P. Morgan Securities Plc. He served as the Head of EMEA at JPMorgan Chase & Co. He has been a Member of Executive Committee at World Business Council for Sustainable Development, Geneva since January 1, 2017. He served as Co-Chief Executive Officer of The Corporate & Investment Bank at JPMorgan Chase & Co. from July 2012 to March 2014. He serves as the Chief Executive Officer of Europe, Middle East & Africa Region at JPMorgan Chase & Co. since June 2011. He served as the Head of Investment Bank and EMEA at JPMorgan Chase & Co. He served as the Head of Emerging Market at JPMorgan Chase & Co. from November 15, 2006 to 2009. He served as the Head of Global Fixed Income at JPMorgan Chase & Co since April 14, 2012. Mr. Pinto served as the Head of Investment Bank at JPMorgan Chase & Co. and served as its Co-Head of Global Fixed Income from November 2009 to July 2012. He serves as a Director of J.P. Morgan Securities Plc. Below is a link to one our succession planning projects. Click here for Part of A Succession Planning Report SGA Talent Completed Networking, Engaging, Recruiting - It is never too early to begin engaging a potential high performer. Consider starting today! With only 20% of passive candidates actively looking, the need to engage with high performers are important from the moment identified and when there is potential interest. Depending upon a company's strategy, and process, the engagement process can start with an email, call, text or possibly even a face-to-face meeting. The good news is that mapping can provide a company with what is needed to start the process. As leaders think about succession planning, it is good to consider implementing mapping as part of the process. The process of identifying profiling, engaging and building a pipeline of external potential talent often results in the creation of an immediate pipeline of screened candidates, shortening what is sometimes considered a long cycle time of sourcing. Additionally, another huge advantage of mapping outside high performers is that there are available candidates with whom there is already an existing warm mutual relationship making for the process to be much easier as well. Are you using mapping as part of your succession planning process? Since 1989, SGA Talent has been supporting companies of all sizes with mapping and succession planning. We are here for you too. Happy Hunting! Best regards, Sheila Greco Contact Sheila Greco sgreco@sgatalent.com             http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/recruiting-emails-produce-results-a-big-part-of-recruiting-success-is-the-messaging monthly 0.5 2017-10-03 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1507036962460-2SYPQ6LZXHH8SHX416KB/image-asset.jpeg Blog - A Big Part Of Recruiting Success Is The Messaging & Using Multiple Messaging Vehicles To Reach Potential Candidates The war for talent has pushed the need for recruiters to have access to several ways to connect with potential candidates. Many recruiters rely solely on LinkedIn but recruiting must go beyond just an InMail or LinkedIn message. Recruiters should be emailing, calling, texting and using other social media vehicles as additional ways to connect with potential candidates. The recruiting message is important for sure, but so is knowing who you are trying to recruit and the ways in which the recruit prefers to be contacted. According to Career Builder, there are some generational differences in how candidates prefer to be contacted. It was noted that 57% of Millennials prefer to be contacted by email over phone calls. As for Gen Xers, 47% have equal preferences towards email and phone calls. For the Boomers, 58% prefer to be contacted by phone over emails. However, remember these are preferred methods, but I recommend having at least 3 ways to connect with a potential candidate, especially passive ones. The good news about knowing about these preferences helps me as I begin my initial outreach to these professionals. Again, please recognize that recruiting requires going beyond just LinkedIn. Recruiting is a process and there should be no limits as to how to reach out and connect with potential candidates. Lastly, we all know that not everyone is found on LinkedIn or for that matter uses LinkedIn as much as we would like to think. Go beyond this resource but do not ignore it. Messaging matters. Keep the recruiting messages less than 200 words. According to RecruitLoop, optimal recruiting emails should be between 150-200 words. Additionally, according to LinkedIn’s data, recruiters can increase their response rate by 27% by keeping their InMails shorter than 200 words. I myself depending upon the opportunity prefer to keep the messages under 200 words but for some it is not about the number of words but writing a message that will get a response. Recently we tested a variety of email messages to see which received the best response and below are a few examples that yielded a great response rate. Overall our messaging is personalized, yet easily customized, provides a bit of information about the role that will prompt a response if there is interest and it includes a closing option that allows the recruit to commit to a conversation or state there is no interest, now.   1. Personalize the message I reviewed your career history and you are someone I would like to speak with regarding an opportunity I am working on. Upon review of your background, you are someone I would like to connect with regarding an opportunity I am working on. When we last spoke I noted that you wished to stay connected and hear of future opportunities. Do you have time to speak regarding an opportunity I am working on? 2. Opportunity Details We have been retained to identify a Director of Internal Communications. Ideally we are looking for someone who has experience with both External and Internal communications as well as being passionate about being part of a company undergoing a lot of change to include many merger and acquisition activities. This is an exciting time for our client and if you are interested in being part of this, let’s chat. We have been asked to recruit several sales professionals who exceed sales goals not just meet them. If you are top of the list, love to sell, interested in being part of a growing company in a niche market, we should have a conversation. As an accomplished consultant in SAP, I am interested in speaking with you. We are looking to recruit technical professionals who are great listeners, communicators and results driven. The reason for my outreach is to get to know you, your career aspirations and to learn how you accomplished what you have done thus far. I welcome the opportunity to spend 10-15 minutes with you to learn more about you and what you wish to accomplish in the coming years. 3. In Closing Realizing you are very busy, if you are interested in learning more about this opportunity, please provide me with a few dates and times that may work for you so I will be sure to make our call happen. If you are not interested, please let me know as well. Have a great day and I hope to connect soon. Happy Hunting! Sheila Greco   http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/talent-mapping-has-multiple-uses-take-a-look-at-our-latest-study-for-details monthly 0.5 2017-07-25 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500992645784-SAI1SHTUEEFAYSY631WW/image-asset.jpeg Blog - Talent Mapping Has Multiple Uses - Today SGA Talent Presents the Multiple Uses of Talent Mapping While Exploring “The 25 Best Tech Companies to Work For in 2016, Talent Mapping Has Multiple Uses - It Provides Important Data Many Leaders Have Come To Rely On To Stay Ahead Of The Competition http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/fortune-250-chief-financial-officers monthly 0.5 2017-07-10 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1499349956478-BQSH35NHEWE2IBARCRQD/image-asset.jpeg Blog - SGA Talent Releases 2017 Chief Financial Officers Study SGA Talent Knows Talent - Who They Are - Where They Are & How To Gain Access To Them Recently we were asked to research the Chief Financial Officers at the Fortune 500 and Barron's 400. In an effort to complete this task we were required to create a comprehensive list of these highly skilled individuals as well gather profiles, emails, organization charts and more. Due to this, we decided to build upon our findings and release our study; A Look Inside The Chief Financial Officers and Those Who Lead The Finance Team’s At The Fortune Companies" SGA Talent's Study, "A Look Inside The Chief Financial Officers and Those Who Lead The Finance Team’s At The Fortune Companies" is a 81 page report listing the names, titles and profiles of those who lead these great finance teams along with many statistics surrounding education, career paths and of course women leaders too. About The Study: Every day SGA Talent creates talent pools of skilled talent to help our clients recruit high potential professionals. Part of our job is to know where the talent is and of course who they are. This month we wanted to highlight those who lead the finance teams of the Fortune 250 Companies. The Study Discovered Education is Important The majority of these Chief Financial Officers understandably have an educational background in finance, business, economics or management as well as a master’s degree in accounting or other finance-related studies. It was discovered that of the 250 professionals, 127 had a Masters of Business Administration, with 32 having undergraduate degrees from a top-tier university. Additionally, it was uncovered that 11 of these very talented individuals have a Juris Doctor Degree (JD). The Study Showed a Professional’s Track Record Matters A big take away was that while education and the relevant qualifications are all-important, the quality of a professional’s working experience and professional track record is the strongest indicator for potential Chief Financial Officers. The Study Uncovered That Chief Financial Officers Knows More Than Just the Numbers The role of a Chief Financial Officer today is not just knowing the numbers, but to know Shareholders, Employees, Operations, Products, Customers, Vendors & Suppliers as well. It became obvious when the profiles were gathered and examined. Women Are Making Some Advancements Within these Ranks We discovered 14% of The Finance Leaders In the Fortune 250 Are Women, compared to just 8.8% in 2010. As we identified all 35 women and reviewed their profiles it becomes evident why each has progressed to this level.   https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1499701260595-N95TAIA5LQ85EKGTP23S/Image3.jpg Blog - SGA Talent Releases 2017 Chief Financial Officers Study http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/effective-recruiting-kickoff-meetings-set-the-tone-for-a-positive-partnership monthly 0.5 2017-06-06 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1496715750509-JSFTHCUR68EIMWY4NYIH/jetty-landing-stage-sea-sky.jpg Blog - Recruiting Kick-Off Meetings Are A Must Be sure to implement effective recruiting kick-off meetings as part of your routine recruiting process. It pays off..... http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/companies-using-sign-on-bonuses-to-lure-employees monthly 0.5 2017-05-30 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1496147318767-EQ6RF4DJSC0MBKIR5SUK/image-asset.jpeg Blog - Sign-On Bonuses Are Not Exclusive To Senior Level Executives http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/new-leader-new-team monthly 0.5 2017-05-24 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1495541380562-73SAV6AWUC54POBS75C1/image-asset.jpeg Blog - Be A Talent Advisor Not Just A Recruiter - There Is A Difference Not Every Recruiter Is A Talent Advisor, But They Sure Can Be Sourcing, recruiting, vetting and presenting skills are all critical for recruiters to be successful. But the best, most respected and of course most effective recruiters can also lead a recruiting process, build and follow a proven strategic recruiting strategy start to finish. These types of professionals are better known as talent advisors and tend to be more strategic than the average recruiter. Talent advisors know the importance of adding value to the recruiting process; will always go beyond hiring managers' expectations while also acting as great advisors to candidates too. Simply put, talent advisors are just more strategic, act as a consultative partner to a hiring manager and take the time to get to know their candidates. Talent advisors do more than the average recruiter. Talent Advisors Provide Hiring Managers with More Than Just a Resume Hiring managers know how to read a resume to look for the requirements and skills needed to do the job. This is a "no brainer". But for many to make the decision to move forward or not, having more information is always better. I believe recruiters need to provide commentary around each presented candidate and why he/she is qualified. I am not saying there needs to be a 2-page write-up but what I am suggesting is that there needs to be more than just a resume when presenting a candidate for a role. Some hiring managers make it easy for talent advisors and recruiters by requiring these professionals to fill out a questionnaire which of course helps with qualifying a candidate. But, when a questionnaire is not provided, talent advisors go the extra mile to provide hiring managers with information covering the candidate's background, education, accomplishments, and why the candidate may be a good fit for the role not to mention, the company. Providing insight around a candidate is much preferred by almost any hiring manager compared to just receiving a piece of paper with information on it. When a questionnaire is not provided here are a few questions I suggest asking a potential candidate; 1. What interests you about the job? The Company? 2. After looking at the job description or listening to the description I provided you today, why do you believe you are qualified to do the job? Talk to me about your skills, accomplishments and how they fit in with the requirements of the role. For some roles, I ask the candidate to take the time to write-out the answers to these questions. 3. Talk to me about your short-term and long-term goals. Where do you see yourself in 3 years, 5 years? 4. What types of people do you hire? Tell me about your team. 5. What is your current salary? What did your W2 state last year? Some candidates will divulge their salary without hesitation, while others are hesitant or not willing to disclose it at all. Personally, I almost always require a salary to be provided, before I submit a candidate for consideration. 6. What do you like to do when you are not working? This helps the recruiter and hiring manager understand a little about the candidate that is not on a resume. Now I believe the talent advisor/recruiter has some great information to share with the hiring manager. Preparing Candidates For Interviews Are A Must - Don't let all your recruiting efforts be for naught, by not preparing your candidates. Your job is not done until the hire is made. Please don't fall short by not preparing your candidates for an interview. Truth is, successful hires in part are the results of candidates’ preparedness. Talent advisors realize the importance of candidates’ being prepared for interviews so it is almost second nature for these professionals to take part in these activities. In my book, it is a must do activity and the fact that there is no one better to prepare a candidate for an interview than the talent advisor, is just a no-brainer. Stopping short with just presenting a candidate is like being short of a touchdown and not crossing over the goal line. Preparing a candidate is not a difficult task, and does not require countless hours to do so just do it! A Few Ways To Prepare Candidates For Interviews 1. As a rule, tell each candidate to leave an interview conveying a strong desire to work for the company while showing enthusiasm and how he/she can add value and complement the team. 2. Share with the candidates what you know about the hiring manager, the team and others to whom they will be meeting with. Encourage candidates to explore social media and conduct people searches on the internet to learn more about these professionals. Additionally, simply direct candidates to the company's website, yahoo news, and career sites to learn more about the company's mission, corporate culture and values. 3. Have the candidates prepare by being ready to speak about their accomplishments, strengths and why they would be right for the job. 4. Tell candidates to be ready to talk compensation. 5. Most importantly, tell the candidates to be themselves. Recruiting is not a job it is an adventure. Be sure your adventure comes full circle. It starts by finding the candidates and ends with a successful hire. Everything in the middle separates an average recruiter from a talent advisor. Be an expert, provide commentary and prepare your candidates. Happy Hunting Sheila Greco sgreco@sgatalent.com   http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/case-study-attacking-talent-challenges-with-our-client monthly 0.5 2017-06-06 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1494251277925-3CUFWGB7G9J9LOOPU8C9/image-asset.jpeg Blog - Case Study - Client Faces Multiple Recruiting Challenges Requiring Multiple Recruiting Strategies Sometimes even the best corporate recruiting teams need to outsource a piece of their recruiting efforts! http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/strategic-recruiting-concept-recruiters-sourcers-working-together monthly 0.5 2017-04-18 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1491586907921-585PK4VR6V69CBJH30CF/Offer_Green.jpg Blog - Recruiting Should Be A Team Sport Recruiting As A Team Sport - This allows Sourcers and Recruiters to be narrowly focused yet allowing each to pitch in when necessary, creating a seamless, cohesive recruiting process. https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1492438578427-4BG0WG9FWOOZG6DB923S/image-asset.jpeg Blog - Recruiting Should Be A Team Sport Recruiters Can Almost Always Use The Help and Support Of Sourcers https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1491586792918-E0HT0P8GPURRNBK0NGBI/sourcersRecruiters.jpg Blog - Recruiting Should Be A Team Sport Keeping The Roles Separate: Some believe this works and it does, but there is a lot to be said for making recruiting a team sport.   Happy Hunting to all of you! Sheila Greco http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/980 monthly 0.5 2017-04-13 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1491908385928-4X1L4PLTX89VULCQHPNF/image-asset.jpeg Blog - Organization Charts Display Important Insights Into A Company's Talent & Inner Workings Graphically representing relationships between individuals, functions and departments, organization charts are useful to teams within an organization for obvious reasons and very enlightening to those outside the company. Depending upon a company, its structure can be by function or product and reveal today's plan as well as tomorrow's too. These charts also provide the reader with valuable, quantifiable data, confirming or denying just a theory or providing information that is currently unknown. For recruiters’ organization charts assist with identifying talent others may not have access to. Increasing the potential value of a talent pool that may just be limited to public information. A big edge for those looking to fill roles requiring a specific skill-set or experience. For years, strategic recruiters and talent acquisition leaders have used organization charts to recruit. Some limit the use to just current openings, while others find it beneficial for future recruiting efforts often used for creating relationships with potential future hires. No matter what the recruiting use, organization charts help anyone and everyone involved with recruiting to be more effective, smarter and more efficient. Organization charts guide recruiters to becoming more effective with qualifying potential candidates. By having an organization chart is front of them during the time of an interview, a recruiter can ask pointed questions about the individual, the team and how the person compares to his/her peers while asking the screening questions necessary to vet a candidate. Taking the time to source and create a comprehensive talent pool to include building organization charts of the companies of interest, without a doubt makes a recruiter an expert. It ensures the recruiter and hiring manager that the recruiter made every effort to find, recruit, vet and present only the best candidates for the role. Organization charts without a doubt creates recruiting efficiency when the professionals identified have full contact information to include email, corporate telephone numbers, cells phone numbers and when available public profiles. We have discovered that by having all this information speeds up the recruiting process by at least 55%, allowing the recruiter to make a connection and outreach immediately a few different ways. This can be huge when time is of the essence and hiring goals need to be met. When recruiters do get access to organization charts, they don't have to limit the use to just recruiting. Often times this data is shared amongst other teams within an organization to include Sales, Marketing, Merger & Acquisition, Business Intelligence and Talent Management professionals. These charts can be used to analyze such things as diversity, competitive advantages, disadvantages, and simply reveal the structure or a team or teams. We at SGA Talent find great value when using organization charts to recruit. Do you? We have also helped our clients understand the inner workings of organizations by mapping them. If you are not currently using organization charts to recruit, you may want to consider it. If you are wondering how a company is organized, don't wonder anymore. Give us a call to see if we can help. It's time to be in the know with regards to hidden talent and more. Happy Searching and Sourcing ! Sheila Greco sgreco@sgatalent.com                         http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/gender-diversity-continues-in-to-exist-in-todays-workforce monthly 0.5 2017-03-23 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1490147347386-J38R4KOM28I8YXSK9GZO/image-asset.jpeg Blog - There Exists A Need To Close The Gender Diversity Gap In The Workforce Women are clearly a big part of today's workforce and ready to climb the corporate ranks. If a conscious effort to recruit and promote qualified women into roles which are currently male dominated, closing the gender gap can be accomplished. http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/recruiting-skilled-talent-in-100-hours monthly 0.5 2017-03-07 http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/sga-talent-celebrating-28-years-in-business-thanks-for-your-support monthly 0.5 2016-12-27 http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/successful-recruiters-characteristics monthly 0.5 2016-12-08 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1481211909223-LZCB3G4KT46HLY8P0LVV/image-asset.jpeg Blog - Successful Recruiters Characteristics http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/having-an-identified-engaged-pipeline-of-ideal-candidates-has-many-benefits monthly 0.5 2016-10-04 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1475259487366-81H4CUWD4W9RTXNRE0R6/smiling_businesses_collegues_man_woman.png Blog - Having an Identified & Engaged Pipeline of Ideal Candidates has Many Benefits smiling_businesses_collegues_man_woman http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/accentuating-the-positives monthly 0.5 2016-05-23 http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/using-the-telephone-to-recruit-can-be-well-worth-the-call monthly 0.5 2016-04-18 http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/hiring-candidates-right-soft-skills monthly 0.5 2016-02-24 http://sheila-greco-cjre.squarespace.com/recruitment-research-recruitment-solutions-sga-talent/sga-talent-sheila-greco-associates-llc-announces-re-launch-of-sga-executivetracker-live monthly 0.5 2016-01-26 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https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500241705988-NP7ZXM176C50CHWHGJF2/image-asset.jpeg Recruiting   We know how to recruit. Our success is built upon our ability to help our clients attract, recruit and hire top talent more cost effectively than other traditional recruiting models. As we continue to work with recruitment teams of all sizes, having a variety of recruiting needs, our distinct services can all be customized to meet the exact needs of each individual client. If you are looking for a trained team of recruiting and research experts, who have extensive experience in all industries including retail, healthcare, financial services/insurance, manufacturing, technology, consulting/professional services, business services, consumer packaged goods and pharmaceutical/bio-tech, you should be working with us. https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1499774884352-VFWIJKBR9V3SNUPFG14Q/image-asset.jpeg Recruiting https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1475510601714-H3IZALG1MCQ4CBFSQUJX/image-asset.png Recruiting   Top Three Recruiting Options Used By Our Clients:   1. On-Demand Recruiting / Candidate Pipeline Development, Vetting / Sourcing Services Not only do we deliver candidates that result in hires, we also provide all the data gathered during the recruiting process. Our proven team approach to recruiting is second to none. When you hire SGA Talent you hire the experts. Our methodical approach starts by creating the potential talent pool, followed by quality recruiting efforts, thorough vetting processes and the creation of a ready to be interviewed, qualified pipeline of candidates. Packages start at $70.00 per hour.   2. 100 Hour Recruiting Option Our 100 Hour Recruiting Skilled Talent Methodology Produces Results and Is Cost Effective. SGA Talent's Goal - To create a talent pool of approximately 100 qualified potential candidates and present 3-5 candidates within 3 weeks (100 hours). Days 1-5 (40 hours)- Start with a Kick-Off Meeting – Every recruiting assignment requires a kick-off meeting to set the objectives, discuss responsibilities, accountability, the creation of the target list, recruiting strategy all while focusing on the ideal candidate(s) the client is seeking. The first three days are critical for the overall success of the project. This is when the talent pool is carefully being built and the recruiting activities are at the beginning of being fully executed. Overall, the goal for the first week is to create a talent pool of 60 to 70 potential candidates, all with direct dials, emails, and profiles so that each can be connected with at least twice, via email and Inmail this first week. Days 6-10 (80 hours in ) - The recruiting process is fully underway and calls have been made to each in the talent pool. The goal for this time period is to actually connect, recruit, vet, network and present the best 2 to 4 candidates while adding at least 30 additional potential candidates to the talent pool so that the total will be at approximately 100. Days 11-15 (Completing 100 Hours Recruiting Skilled Talent - Following up and wrapping it up - During this time period communication with all parties involved must be focused upon. Speaking with candidates, the hiring manager and keeping with the spirit of a cohesive recruiting team is very important during this critical time period of the recruiting process. For which the goal to achieve success has arrived with either a hire or close to having one. Cost per hire has been as low as 4%-14% of base salary, well below the industry norm.   3. 3-6 Month Recruiting Partnership Need multiple hires? Looking for additional help with a hiring spike? Let our recruiting team help achieve your recruiting objectives. SGA Talent's Goal - To create a talent pool large enough to support your hiring objectives. Part of our strategy is to continue to build upon the talent pool while keeping the candidate flow constant. In this scenario our role is to provide qualified potential ready to be interviewed candidates within the first 2-3 weeks with a consistent flow throughout the life of the project. Cost per hire is well below the industry norm.     http://sheila-greco-cjre.squarespace.com/job-opportunites daily 0.75 2017-11-10 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1510320844145-N2UV97HMC9GI3SU2PT3X/SGA+Talent-Ones+to+watch+in+Recruitment+2017++%281702CV39%29Winners+Logo.jpg Job Opportunites https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1510319863376-DBGXYIG2A8LWDNCAYUCE/image-asset.jpeg Job Opportunites We are currently seeking talent advisors/recruiters We are looking for seasoned recruiters/talent advisors to join our team. As a member of a world-class, collaborative, fast paced and innovative environment, we are seeking talent acquisition professionals who will embody these attributes to help support our client's needs and help us grow. Our new team players will be challenged in attracting candidates for all levels, and all departments. Our recruiters/talent advisors are passionate, results driven and are able to navigate candidates throughout the stages of the selection process. Involved with full life-cycle recruiting activities, backed by a world-class research recruitment team will almost ensure success to those wishing to be top performers. We are only looking for motivated, qualified, passionate team players. Responsibilities: Works closely with our leaders to develop and oversee recruiting strategy Involved with full life-cycle recruiting from start to finish Maintains a pulse on the industry and the top talent to be sourced, has developed a wide network of connections Manage the sourcing & qualification of talent - involved with creating a robust talent pool of potential candidates Develops robust pipelines of candidates Utilizes advanced recruitment sourcing techniques to tap into talent pools Leverages the use of all direct recruitment channels, such as social media, recruitment research and internal databases. Requirements: A minimum of 1 year experience of full life-cycle recruiting Ability identify top talent, and enforce a recruiting process from start to finish Understands the industry the company is competing within, and where to find talent Ability to build rapport with candidates and hiring managers with the goal of being a trusted recruitment advisor Send resume to sgreco@sgatalent.com and put in subject line recruiter role.   http://sheila-greco-cjre.squarespace.com/new-client-openings daily 0.75 2018-03-12 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500242004434-CWBN5FMLLH4C6H04ZL73/image-asset.jpeg New Client Openings SGA Talent Knows How To Recruit Efficiently, Quickly and Cost Effectively - We Just Get The Job Done! https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500292083768-YUN68JBYS10L9CHP6FJ8/image-asset.jpeg New Client Openings http://sheila-greco-cjre.squarespace.com/welcome-to-sga-talent daily 0.75 2017-07-16 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1499774774939-9AH6TT774VZWFZBQ3AIQ/image-asset.jpeg Welcome To SGA Talent https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500241651505-422V612PMRF81LNOEBJ9/image-asset.jpeg Welcome To SGA Talent http://sheila-greco-cjre.squarespace.com/rpo daily 0.75 2017-07-17 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500292246169-OGQNDRQQGO8PGVGV8VGQ/image-asset.jpeg Recruitment Process Outsourcing https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500226333198-SHKLGPQY0VLDGKPGJU53/image-asset.jpeg Recruitment Process Outsourcing http://sheila-greco-cjre.squarespace.com/studies daily 0.75 2018-02-19 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1515598371319-7HOMMSY0HK68UK3HM8XA/greenbar.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1499706322424-II0YPE4UA8N9GEZQJXZM/image-asset.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1519072665578-TE12F21ACCNTTSRGMLT4/bar.jpg Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1494444629470-MAW01K371QG8BAYMEI8J/study3.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1508871688861-F1RXYPGPASVB0O3WQKBF/bar.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1508871369792-SVNDAW31XZBFZD7Q18FI/bar.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1499706364279-AK5QDSBSRA2L1EIHKGV5/image-asset.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500999305328-H1DTNB3QUT0X0ERW78UJ/image-asset.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1499706006035-P5EU86O2PBJG5N5PJ5KY/image-asset.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500242257323-NRARFNY4PA3DL1F9IMFY/image-asset.jpeg Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1503435871561-U2A95ZM8U72Q6M7EERRC/website.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500999273161-FCFJP4WXM9LZ5GB56VWC/image-asset.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1508871383929-DIILMDNLWS300UR9OMJ2/CIOSTUDY.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1499706255924-BGHQLLFGHKJXRUDE03R5/image-asset.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1519072548400-EBZ24IWUHYDLH4KQM8O1/Top50LiberalArts.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1500999381776-ESTE5II0MHS9AQ02H4PM/image-asset.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1515598303216-IUNDV5O0OM8BH76OB35N/SP35.png Studies https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1493762115173-46AE3YVU3ORL4CX15PV9/WomenWorkplage2.png Studies http://sheila-greco-cjre.squarespace.com/giving-back daily 0.75 2017-11-13 https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1497269046883-LN0GJ4X6ALV43ZIUWAZD/image-asset.png Giving Back https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1496885313794-EBK0GOBODBV5ZRNYOBMA/soup+kitchen.jpg Giving Back Soup Kitchens - Holiday Dinner Volunteers - Food Drives -       https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1496885631428-AOD8TBTODRJVUZCJ574W/image-asset.jpeg Giving Back Liberty Arc Annual Golf Tournament https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1496885485472-S2PJZCV9DLX4IPD8RGID/image-asset.gif Giving Back March of Dimes https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1501616720090-AUAP7LEPBN1LW8WKD2SS/image-asset.png Giving Back https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1501616532030-IN6E5D1YWT3A7T9BWUBA/image-asset.jpeg Giving Back https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1496886624109-1DREW0OK37963JKYUNTK/image-asset.jpeg Giving Back https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1496884913199-YDRVFENB0D7G1N4IR2D0/sgk.jpg Giving Back Susan G Komen https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1496885227839-YKB401TZJZKHDE3ZGSBU/make+a+wish.png Giving Back Wish Granting Volunteer https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1496884525279-E0CYYULKADC9JH7BWUFN/CBA+.jpg Giving Back https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1499950322444-PK64ICNWVHIQMMMKBR6G/image-asset.png Giving Back https://images.squarespace-cdn.com/content/v1/57ea7faf5016e19cf4134954/1496884760534-YHXLMEJK1S3C2FE3242Q/smi.jpg Giving Back SGA Talent is rooted in our local communities allowing us the opportunity to commit ourselves to philanthropy and public works. http://sheila-greco-cjre.squarespace.com/new-page-3 daily 0.75 2017-11-10