Providing Candidate Feedback Should Be A No Brainer

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Providing candidate feedback is a no brainer

As we know recruiting is a process. One in which is nonstop until the hire is made. This is a no brainer. But sometimes we forget about the candidates. Those who spent time speaking with us, updating their resumes, speaking with our clients, going on an interview and sometimes not. As recruiters we need to remember candidates are people who deserve feedback. Providing candidate feedback during the process and at the end of the search should be a no brainer.

When recruiters are handling multiple assignments getting back to candidates may not be easy or a priority. The challenge to simply provide candidate feedback has changed as a result of our fast-paced, 21st century recruiting activities. But that doesn’t mean we can’t care for the candidates. Candidate feedback not to mention providing a positive candidate experience should be a no brainer.

I truly understand how candidate feedback can easily get lost during the recruiting process. However, if you focus on this activity as part of the recruiting process, providing candidate feedback can be accomplished. Keeping this in mind, consider how you can change this.

1. Take the call - don't ignore a candidate's call or email. Provide candidate feedback during the course of the recruiting life-cycle.

2. Make the call - set aside time either in the morning or late afternoon to do so. Make it part of your day and recruiting process.

3. Stay connected - make them part of your network.

Simply put, we need to appreciate our candidates.

Just saying…

Sheila Greco

sgreco@sgatalent.com

 

 

 

Interesting Side Notes…Winning in the marketplace requires winning in the workplace

It's all about winning in the workplace!

Happy employees make a difference to a company's overall success.

I believe that a company’s carefully-maintained employee-first culture can and does positively effect its bottom line.

 

Business Talks Winning in the marketplace is certainly the main focus of any company. But just as important is the company's ability to take care of business in the company's workplace. Yes, to me, it is all about winning in the workplace that drives the company's success. I cannot stress enough, the fact, that people are a company's greatest asset.

Creating a quality and winning workplace filled with content and high-flying team players does make a difference. I recently came across a quote from Doug Conant, ex CEO Campbell Soup which stated, " To win in the marketplace you must first win in the workplace." To me, this says it all. As a business owner of a small company I know the importance of having happy people in our workplace and how it has played and continues to play in our overall success.

As I look to maintain and build upon a winning workplace, the following are a few of our company's "must haves"  to ensure we are winning in the workplace. Please note that they are not in any specific order.

1. Offer competitive salary with the opportunity to earn more based upon individual and team successes.

2. Have in place an environment that offers a challenge to each team, holding each accountable while offering a real sense of ownership to completed projects.

3. Make available necessary tools that will assist with the each team player's successes.  I believe there needs to be relevant tools and proven processes in place to empower each employee.

4. There also must exist the opportunity for career advancement, creativity and it is okay to fail while trying something new environment.

5. Hire those who will make the team stronger. I have also learned that creating a winning workplace environment requires the need to ensure every new hire is a great one. Again, looking to maintain and enhance the all ready great colleague type of environment.

6. As a leader it is important to keep morale high, create that positive and winning workplace that will keep turnover to a minimum. It also means promoting, hiring and training leaders others want to work for.

7. Always promote the concept that the customer is always right attitude. It starts at the top and should be part of the corporate culture.

What do you believe is important to winning in the workplace?

 

Sheila Greco

sgreco@sgatalent.com

Sheila Greco The Importance of Training Your Employees 5/25

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"People Are Our Greatest Assets"

 

 
 
 
 
 
 
 
 

 

Please note that before we hire, it is a must that we have identified a professional who can fit our company culture. To us, it is just as important as skill sets and educational background. Therefore, as you can imagine, part of the training includes committment and engagement into our culture.

As a small services company, our people are the company. Having said that, each professional needs to be engaged, committed, productive and add value. Therefore training new employees is important to the both new hire and the company. We take training seriously.

Today's focus is on the training of a new research professional.

Training to us includes shadowing, on the job training and baptismal by fire! It starts with explaining what we do, the process, the methods used to do the job and why what we do is important to our clients. Once explained by the leader, the new hire spends the day shadowing the "best" on each team. For the next day the new hire sits, watches, listens, is taught how to use tools and shown our proprietary process. Day 2 is repeat Day 1. On the third day a project is given to them to run with while having an experienced SGA team member watch and teach. This step I believe quickly determines if someone has what it takes or not. On day 5, if they survive, the new hire is given a mentor.

Overall we try to create a positive learning environment that encourages development and employee confidence. We are all about positive feedback. We are not about any type of negativity. One of our slogans is, " If you can't do it here, you can't do it anywhere." We want people to do well. Our company is for the strong, the fearless, the results driven who are committed, passionate and understand the importance of providing superior services to our clients. We believe our training process and mentorship program is part of our success.

Lastly we have created an environment that continues to play on an individual's strengths not weaknesses. Everyday the team is open to learning and navigating unchartered waters. Either way we have created a solid team and continuous training which has become part of our company's DNA. I must say that it helps having experienced, engaged leaders, teams, and individuals who believe in achieving excellence.

In closing, research is not for everyone, nor can everyone do it well. We have focused our hiring efforts on keeping only those who are sponges for information, find it interesting, love to learn, find joy in getting the information requested while understanding the need for quality and speed. Needless to say many have come and gone, but we have maintained a great team throughout our 25 year journey. Now in a hiring mode, we will certainly be focusing on training to be ensured new hires are keepers. We are seeking those who are good for the company and our clients long-term.

Believe in training!

Happy Hunting!

Sheila Greco

 

Sheila Greco Shares Wisdom and Experiences of the past 25 Years 2/25 Hiring Your First Employee

Alexander_the_Great  

Hiring Your First Employee

 

Theme for Today is Hiring Your First Employee!

Hiring my first employee was exciting and scary at the same time. Prior to making this decision I looked at the possibility of hiring a freelancer,  but due to the business and my philosophy of wanting everyone under one roof, I decided to hire a full-time employee who would work alongside me at the office.

Significant growth warranted this move as did the number of future hires shortly thereafter. My hiring strategy was such as to hire an "athlete"; a solid citizen with a strong career background and track record of success. Ideally I looked for professionals coming from a relatively small company who were not afraid to roll up their sleeves and be utility players. Qualities of these professionals needed to be; must have a strong work ethic, the desire to work hard, the ability to set his/her own goals versus what the company sets and to be engaged with who we were and what we did. Additionally, I preferred to hire those with great personalities, were athletes in high school and/or college or involved with extracurricular activities that required these folks to go the extra mile for themselves and others. Ok, don't crucify me with this one, but I really found great success with recent college graduates who had come from a family where females worked as opposed to being at home. Truthfully, in the beginning I was just looking for professionals who had thick skin, were not afraid to ask questions and were okay with rejection. Remember research 25 years ago required the use of the telephone and our successes were dependent upon obtaining accurate information for our clients to use. A researcher's job is not an easy one as many of us know, so hiring for this role was not that easy either. However I must say we did make many successful hires many of whom today continue to be employed with us.

How did I go about the hiring process? I networked. I believe if people knew me, my personality and what I expected from an employee this route would be the best way to go. Honestly, it worked and still does. I would also like to mention the value of internal referrals. Many of my first 15 employees were the result of employee referrals.  So my advice to entrepreneurs is do not neglect employee referrals, be sure to investigate them. Make it a habit to ask your employees who they know and of course no family members please. However this resource dried up as time went on, so the need to look beyond this resource became a must. It became necessary to look outside our networks and rely on others for future candidates. However to this day, I still ask the team who they know when we are looking to hire.

I must say that I am happy how we have grown over the last 25 years and we must have done something right since over 75% of our current employee base were amongst the first few hiring waves. I love my team!!

Happy Hunting and sure hope you enjoyed how I hired my first employee (s)!

Sheila Greco

 

 

 

Sheila Greco Shares Wisdom and Experiences of the past 25 Years 1/25

SheilaSilver4

Success does not just happen!

You make it happen!

But long-term the secret is how to continue to make it happen!

 

 

 

 

 

 

 

Sheila Greco Shares Wisdom and Experiences

Decades of success requires determination, the ability to recognize change and the need to evolve as part of a long-term plan. For me, I can say if you want to succeed you need to evolve. Part of my 25 year journey was not an easy one, but I must say a rewarding one. As I continue on with this journey, I continue to learn, work hard, stay passionate, innovate and surround myself with smart people. The next 25 will be even better for me, the team, the company and our clients. Why? Because we learned from the first 25!

For the next 25 business days I will be sharing a few of my favorite experiences, events and happenings with all of you. I hope that you can learn from certain ones, relate to others or just enjoy reading them. It's been a great ride and I do look forward to the next 25. Thanks team, mentors, clients and all of you who have been with us along the way!

The theme of Day 1 of 25 is to share with you advice I was given before I started the business, and shortly thereafter. Enjoy today's blog Sheila Greco Shares Wisdom and Experiences!

Starting a business is hard, it is scary, but if you are going to do it, just do it, give it your all and don't look back! This is pretty  much my dad's advice who of course was an entrepreneur. Thanks Dad! Today, I want to add to what he had said as well as offer my own advice to the next entrepreneur. I believe that in order to be successful you must love what you do, be passionate, have the desire to win, over deliver, the drive to work hard, a sense of humor, the ability to listen/learn from others, and never stop setting goals. Oh and by the way, for those who like to say or believe successful people got lucky, my response to that is I believe you make your own luck.

The next advice I was given was by Rick Miners, (Mentor) an ex-Partner at Goodrich & Sherwood whom I worked with in New York City early on in my career. He impressed upon me the fact that our industry is such that time is always of the essence and clients expect everything yesterday. Boy is this true! Running with this advice I soon realized quality services are assumed, and quick results are expected. Additionally he said each project and assignment needs to be completed to the client's satisfaction because again in our industry we are only as good as our last project/assignment. Again so very true.Thanks Rick.

Another piece of advice, given to me by Don Mitchell (Mentor) was to search for inspirational quotes to refer to as often as it makes sense and as times change look for new ones that correspond to your goals and changing times. So I can remember, so clearly, that on the Sunday night before I started my business, I searched through hundreds of quotes to find the ideal one. I finally did. It was a quote from Sir. Thomas Watson, and it is "To be successful, you have to have your heart in your business, and your business in your heart." This quote stayed taped to my phone until I finally got rid of it in 2001. But of course it has never been forgotten.

The last bit of advice was from George Bradt who advised me to seek out mentors. Of course he being one of them, I went off and carefully selected 4 more. Thanks George you have always been there for me and continue to be. I must say that these mentors over the years have helped me with decision-making, ideas, guidance, inspiration and always open and honest. My advice to everyone out there....you need one or two mentors. If you have one, great if you don't go find one.

Well folks that is it for the day! If you have any questions, want to learn more or just want to have a conversation about my experiences, call and let's set up a time to chat.

Don't forget to check back tomorrow for 2/25, Sheila Greco Shares Wisdom and Experiences !

Happy Hunting!

Sheila Greco

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Hope you enjoyed my blog; Sheila Greco Shares Wisdom and Experiences

 

 

 

Madonna's Decades Of Success & Her Career Plan

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Only Read This If Success Is Part Of Your Plan

And Realize Change & Career Evolution Need to Be Part Of It

 

Decades of success requires determination, the ability to recognize change and the need to evolve as part of a long-term plan. Understanding that complacency and standing still can result in being left behind. As a successful individual it is necessary to know success can come and go if we allow it to. But it doesn't have to. Success just does not happen, it includes a plan that often includes change as situations change, may need to be tweaked periodically and it must include the plan that realizes change needs to be part of the plan.

Madonna had a career plan and still does, it includes to do whatever needs to be done to be #1. Do you have a solid career plan in place?

Do you have a career strategy in place to follow as you navigate through your career journey? If not it is not too late to create one. You need to set and have goals in order to achieve them. As simple as some goals may be, setting goals help people succeed and not having goals may cause failures or stumbling blocks which can stall or disturb one's career. My advice is if you don't have a career plan, do it now.

Madonna wanted super stardom right from the start of her career and still does. She originally created her brand, continues to maintain it  and is not afraid to reinvent herself/brand to stay on top. Yes, she may have done a few things that were "borderline" unacceptable, but we cannot argue the fact that she is still recognized as one of the greatest successes in the entertainment world today. Are you the next star to be born?  What career legacy are you looking to leave behind while creating your brand in this very competitive ever-changing world? Are you willing to learn, build and continue to do whatever it takes to enhance your career skill sets and build upon your knowledge base so that you too can continue to grow professionally for decades?

Many agree that one's career defines them, who they are and how they are perceived by others not to mention yourself. Therefore your career should be one that makes you proud and of course without regrets. However building one's career is not an easy task. There needs to be a plan and it needs to be followed, tweaked, and full of goals that may change as the landscape of the playing field changes. But you have to work at it, set goals and do what is required to stay on course so that as you navigate the sometimes tumulus waters, you continue to reach the goals you had set out to achieve. Down for a moment or two, just get back up because anyone can be successful if they want to and are willing to do what it takes.....

Why is Madonna so successful after so many decades? Her passion and desire to be #1 was and remains her ultimate goal. She continues to evolve and reinvent herself as new stars enter into her space. Part of her success is her ability to recognize that complacency or just maintaining her foothold in the entertainment world would not sustain nor yield continued success. Instead she continues to take control of her career, her brand, and is not afraid to personally make changes in areas she can control. For example, in order to sustain her success she needed to appeal to broader audiences, which at times required creating new types of music, choreographing new moves, making changes, sometimes dramatic ones to her live stage shows, basically doing what she needed to do to continue and advance her successful career. Can you say that about yourself? Do you take the time to look around to see what you may need to do to sustain or advance your career? It doesn't matter what you aspire to be in life, it is important that you need to have a plan and strategy in place so you can achieve your personal goals.

She is not one to settle for second best. Are you? Are you looking around your company and recognizing others' talents, potential threats to your advancement, your strengths and weaknesses compared to others? You should be evaluating where you are currently and decide your next steps to achieve your goals. Out of a job? Don't let it get you down. Dig deep, reinvent, find what you like. Put a plan in place and go for it. But of course you need a career plan even after decades of success.

Relationships matter. Do you use your relationships to help with your career advancements? How good are your business and personal networks compared to others? Take a look to see and if needed increase your networks. Madonna knows about relationships and how to exploit them for sure. Madonna knows the importance of surrounding herself with the right people to advance her career and help her succeed. She knew and continues to know how to get out of people what she personally needs. Are you surrounding yourself with people who can make you better professionally? Do you have a mentor and support system to help with navigating your career? Of course hard work almost always pays off, but you also must know how to play the game and be in the right circle so to speak. Yes you need to be determined, focused, not to mention flexible and open to change but you also need a bit more, a network, the right network of course.

Blaze the trail. Madonna set the trends she did not and will not follow them. Part of her plan was to become knowledgable as to what was selling, what the fans wanted and played to their wants, needs and desires. Of course, that was part of her plan. What is part of yours? Creating a successful career plan is not a random act. To help with your career plan ask yourself a few of these questions; What do I want my brand to be? How do I feel about coloring outside the lines? I am ready to take control of my life/career and ready to take action to achieve my career goals and aspirations. Am I ready to be challenged? Ready to lead not be led? Do I need to reinvent myself and evolve? Who is my competition? How can I exploit their weaknesses? Do I have someone I wish to emulate?  Am I passionate about what I do? Don't be afraid, you only go around once so make it a good one! Make a foot print in your organization, the world and create a legacy for yourself. Make a plan, make it your own, follow the plan and be sure to recognize when it is time to change/evolve you are ready to do it.

Enjoy!

Sheila Greco

New Years Resolutions Are Goals & Commitments.........

Resolutions, Goals and Commitments can be made at any time.

A New Year does not necessarily mean one suddenly becomes a new person or a company suddenly changes and all is well. New Years Resolutions are traditions to many, a goal intended  to help some become better people, better managers, healthier, thinner, more successful, so go ahead make the committment. Just keep in mind that change and achieving the resolutions on the list don't just happen. As creatures of habit change may be slow but don't let time get in the way. Success on many fronts comes to those who want it and work hard to get it!

I am a true believer that almost everyone wants to succeed at something. Having said that it wouldn't be wrong for me to say everyone wants to succeed in life, and in order to do so, commitments, goals or resolutions must be put in place with the desire to achieve them. As a leader, coach and mom, I preach to all who will listen, that these committments and resolutions don't just need to be at the beginning of the year, but whenever you want to. Additionally don't forget these commitments can be tweaked or changed a bit to adapt to what is happening at a specific time. But goals need to be made! I encourage people to make a few resolutions, one for personal growth and the other for professional growth.

I say loud and clear, set your goals, set your commitments and go for it! Define success as it relates to you, your needs, your desires and don't be afraid to make a reach goal if you are feeling it. As you make your commitments remember that you will need to incorporate whatever activities or duties necessary to achieve them into your every day life. Make them habits. Create habits that will make you better.

Lastly, as you make your commitment, say it loud and clear, print it out and post it on your wall, not Facebook but if you wish you can, but the wall you face every day at the office or home. This posting will be your reminder of the commitments you made to you!!! Good luck and go for it!

Cheers!

Sheila Greco

 

Be That Athlete The Hiring Managers Desire. Train like an Olympian!

I can't remember hearing, " recruit us an Olympian!"

 

But I often do  hear I want an athlete for this job!

Are you  training  to be that athlete?

 

Becoming an Olympian takes a lot of hard work, much more than the average hard-working athlete. It is about dedication, the desire to be the best, passion and a lot of sacrifice! Do you want to be the athlete recruiters and hiring managers are seeking? You have to train today and every day!

Each athlete has a specific training program designed exclusively for them and their sport. As a "business professional athlete" are you training for your next big event? The next promotion? Does your career path show you have what it takes to make the first string? Make the Olympic Team? Your training program is your job specification, the expectations that have been set for you by the company, your manager and the goals you have set for yourself.

Your corporate experiences, and accomplishments actually show what you have done to date and will be used when you are up for the next promotion or job consideration.  Do you like what you see?  Take control of your career. Work hard, give it your all, train like a champion and you will perform like a one. As you prepare to climb up the corporate ladder you have to be prepared to do whatever needs to be done to get there.  Just as an Olympian does, you need to have the desire, the passion, make the commitment, be ready to make sacrifices and work harder than the average athlete.

In 2012 is has been proven, and we have seen it first hand, that companies are focusing on their first string. The powerhouses!  Their athletes. The Dream Team. Companies, managers and leaders alike  are coming to realize that  it takes a long commitment to make the team better by challenging the best players and working with them to improve constantly. Strong teams, make strong companies and have what it takes to win. So if you want to be part of the first string, you better be training for it!

Continuing on.....first string players do get the nod. This is true when hiring managers and leaders are recruiting. It is true that Top performers merit the attention of managers, leaders and the executive teams. So if you are looking for attention and want to be the one being asked to take a promotion you need to be training for it.  Success doesn't just happen. It takes a lot of hard work.

As recruiters we are being asked to find the best athletes in a company. Compare and contrast talent of those who are part of the candidate pipeline. The best athlete isn't always looking, active or out there, so in order to find them we need to identify the dream team, those who are considered the first string. Happy Hunting!

Be That Athlete The Hiring Managers Desire. Train like an Olympian! Go for the Gold!

 

 

Would You Survive The Recall Race For Your Position Within Your Company? Sheila Greco wants to know...

Do you have what it takes to survive the recall race?

Do you have supporters?  Those who believe in you and your abilities?

 

You are being evaluated every day. In order to survive the recall race, you need to first know your role in the organization, understand expectations of the role and how it plays out within the organization. Once you know this, you can help yourself thrive and survive the recall race within your organization.

For your self-evaluation of where you could possibly stand today, you may want to start asking yourself of few of these questions.

  • Have you recently been promoted?
  • Have you been given a salary increase lately?
  • Have you survived the company's downsizing or right sizing activities?
  • Have you been asked to be part of a winning team?
  • Have you won a big or new account lately?
  • Have you exceeded company expectations as well as your individual ones?
  • Are you on the company's "A"  list, known as a star amongst your peers, subordinates, company decision makers and executives?
  • Do you have the knowledge and skill sets needed to survive in your current role? How about the next role?
  • Were you passed on for a recent promotion opportunity?
  • Are you considered a "solid"employee, and not an exceptional one?
  • Have you taken a salary decrease due to poor performance or because you are not part of the "A' Team or on the company's "A" list?
  • Are  you considered a doer, not a leader?

Be honest with yourself. Would you survive the recall race?

Big Question; Would you hire yourself for the role you are in now? Do you have what it takes to fill the role you are currently sitting in? Do you possess the talent, skill sets and knowledge required for your role? Do you have what it takes to be exceptional in your role?

Who are you? Are you a good employee or a valuable one? Compare yourself to your peers. Others probably are. How are you perceived within the organization? Perception is reality. Isn't it? Do you have a positive and winning attitude? Are you trustworthy? Able to get the job done when asked and when not asked? Are you considered a leader? Possess leadership skills? Are you a team player looking for the next challenge? How are you at team building and building relationships internally and externally? Are  you a passionate about your job? These are in my opinion a few key factors that are used when considering who can survive the recall race? Ask yourself, would my boss, team,  peers, subordinates support me in the role I am currently in or would they choose the other guy/gal?

Be honest with yourself. Learn how to survive the recall race. Re-evaluate what you are doing, how you are doing it, how you are perceived by others and do you really have the votes to survive the recall race? If you think you do, then great. If you think you may need to work on a few things then do. If you truly believe you may not win the recall race then try to change, but only if you want to. You can almost always take charge of your success or failure. It is never to late!

Additionally, the truth is that if you have any doubt about not surviving the recall race, others may be thinking the same about you therefore winning the recall race may become a concern of yours some day.

Helpful tips on how to survive the recall race.

  • Know your role and expectations of the role. Don't just survive, thrive, go beyond and exceed expectations.
  • Remember your behavior, results, attitude and successes count.
  • It is advised to learn how to build relationships both internally and externally. You always need supporters.
  • Your success can and does affect the company's success.
  • It is important that the powers that be, at all levels like what you do, stand for,want to be on your team and want to be like you.
  • Be a leader or at least act like one. Be the best you can. Be known as an expert or as the expert of knowing how to get to the answers.
  • Inspire others, show passion, show the need and desire to succeed. Be able to make tough decisions.
  • Be a great listener. Don't be afraid to ask questions. It is widely accepted these days to ask for help if you do not understand something. When you do ask the questions, know who to go to. Go to the expert and learn.
  • Learn from successful people. Choose a mentor who is knowledgeable, has what it takes to be the best. Begin to emulate their behaviors, attitudes and values. Often times these are the ones who could be helping you survive the recall race. These could be your supporters.

Thanks for stopping by! I look forward to your comments.

 

Sheila Greco

 

Making Smart Recruiting Decisions - There is Great, There is Better ....

There is Great!

There is Better!

You only know you recruited the best when you know the potential talent pool. When you are in the know, it will assist with making smart recruiting decisions.

 

Making smart recruiting decisions can make or break the team, the company, market share, competitiveness  and much more.  Whether a company is recruiting a college graduate, experienced professional or senior level executive, each hiring decision needs to be a smart one.

 

When a company talks about branding they need to take into consideration that their people are their brand.  So as a company recruits talent,  it is imperative that they bring in the right talent, each and every time.   This means you need to know who is out there. You need to find greatness!

Yes, many will argue there is vast number of great people. Alexander the Great is a perfect example of that, however, would he really be the best fit for the particular job you are recruiting for? You don't know until you compare him to the others, based upon your company's requirements and needs.

Making smart recruiting decisions depends on knowing who makes up the entire talent pool.  Recruiters need to know who these people are. As I always say, you need to know where you are hunting for these professionals. This means taking 10-15 minutes to determine where you want these professionals to come from. Many companies do this for college graduates by recruiting from particular schools carefully chosen by the company.  This should hold true for companies as well.

So how do you know you have uncovered greatness? Or there may be someone else out there who is better than your top candidate? You don't unless you have  accurately mapped out each company and people of interest in the specific group. Once this is complete determining greatness is easier and making smart recruiting decisions can be done.

How do you do this? You recruit, network and build a pipeline from the potential talent pool and compare and contrast  these professionals that you believe are on target. Then I suggest scrubbing the list again and choose the best of the best who closely  match the job specification, company culture, needs, wants and desires of the hiring manager.  How? Begin with their background.  What makes them so great? How does he/she compare to the others in the talent pool?  Does this person deserve merit as an individual contributor, team player, leader or all three? If managing a team, is he/she  great at assembling a successful team and a great leader or is it  a combination of both?  Recruiters and hiring managers need to be in the know. Making smart recruiting decisions requires information,  that can be obtained by mapping out the desired companies of interest. Remember the list will grow as you recruit purely by networking. When this happens it further confirms that the recruiter is in the right space. So recruiters know your targets, know your potential hires know who you are looking for and take the time to know the pool and the talent within it.

Let me repeat if I may. In order to obtain your next “Alexander the Great” you need to know where he is hiding and the talent pool he is competing amongst.  Great talent is out there, so is the better talent, be sure your recruiting decisions are based upon information.  Recruiting is a process and a major part of the process is knowing who to recruit and having access to the right talent. Not just talent.

Thanks for stopping by. I look forward to speaking with you and your comments on this topic.

Sheila Greco

 

Are You Passionate About Your Work?

Are You Passionate About Your Work?

A Passionate Team is a Must for Managers.

Imagine a team of players with no passion for what they do.  Yikes - you may as well quit while you're ahead if that's the case. It is a proven fact that one bad egg can affect a team's morale, results and ultimately affect the company and services the team provides.

With this in mind, when managers are taking a look at their next hire, one of the key questions should be "are you passionate about your work?"

Great teams are often comprised of people who are passionate about what they do.  These people don't mind working hard, never feel entitled and respect and enjoy working with their teammates to create a cohesive/well-oiled machine.  Teams filled with passionate players feel a sense of success when the team wins and feels poorly together when the team fails. This is the type of team every manager dreams about.

I have been the proud owner of Sheila Greco Associates since 1989 and I am still passionate about what I do every day. I want to continue to create a strong work environment,  hire passionate team players and of course I want to surround myself with smart people who want to be part of our family and team.

I believe our success is because our players are driven by passion, the fear of failure and the desire to succeed.  Would I have done things differently as I built the business? Perhaps, but I must say the main reason our company is successful is because of the people I have on my team.

Below are a few tips that can either make you or your team more passionate and successful.

1.  First and foremost you must be self-motivated. If you are not, make yourself. You can do this! Passionate people whether doing something they love or not, can and do often succeed long-term!

2. Feel good about who you are, know your skill sets and be comfortable in your skin.

3. Don't depend on everyone else, depend on yourself for success.

4.  Don't be afraid to offer your 2 Cents in meetings. Participate, ask questions and offer suggestions.  Don't just sit back, you can help create passion.

5. Try a new way of doing what you may consider redundant.  When it works tell your teammates about it.  Tweak it as a team and implement it. New ideas generate positive things.

6. Continue to learn something new everyday.

7. Find a piece of your job you enjoy the most and run with it.

Being passionate about your job can come to you if it doesn't all ready exist.  We all definitely want to be able to say "I can't wait to get to work. All I want to do is work, I love work" this may not be the case for everyone however passion is an emotion and emotions can be enhanced.

If you tried a few of my tips listed above and not feeling any better about your job, it might be time to reconsider what you are doing. If you love what you do, shout it out! Especially when you are asked by an internal manager or executive and of course if you are out interviewing!!

Thanks for stopping by.

Sheila Greco

 

Corporate Culture Makes A Difference When It Comes To Recruiting

 

How does your company stack up?

 

Corporate Culture makes a difference when it comes to recruiting. Companies with happy employees, breed success. Companies with top talent naturally create an environment that recruits itself. Winning and successful teams result in a company's success. A company's success makes a difference when it comes to recruiting.

A company's corporate culture is very important as one looks to make a move to a new organization. Yes the position, location, salary are part of the equation, but movers and shakers want to go to a company where they can soar, make an impact, be happy and of course succeed. In order to do so, these professionals want to be part of a company where employees come first and are respected. Creating a corporate culture where the best employees and management want to come to work, work hard, see the results and are respected will trickle down and among the other employees within the organization.

I have recruited for companies with a great reputation and others that do not have such a favorable corporate culture and there is a difference when it comes to recruiting. I must add that the leader of a team can make a difference too. If a leader believes in his/her people, that leader will have an easier time recruiting within the organization. Corporate culture can start with one or two individuals and quickly spread throughout the organization.

So pay attention to whom you hire. It will matter now of course but in the years ahead as well. Be a preferred employee company showing unfailing respect for all. Corporate Culture Makes A Difference When It Comes To Recruiting!

Enjoy! Thanks for stopping by!

Sheila Greco

 

 

Office Christmas Parties Are Still Work Related Events. Therefore....

Office Christmas Parties Dos & Don'ts

Enjoy, just do it the right way!!!

Since 2008 Christmas Parties have been limited and in many places eliminated. This year as they make a comeback  let us not forget how to behave and make the most of them.  The Office Christmas Party should be fun. A time when you can let your hair down, live a little, but don't live it up too much. You are in control of your behavior. Keep it that way.

Remember the party givers want you to have a good time. It is now their time to say thank you for your hard work. Below are a few things to think about before you partake in this what should be a great event.

Do, mingle with management, keep it positive! A little brown-nosing during this time period can be lasting.

Do, enjoy the co-workers. Now is a good time to catch up, get to know or rekindle a relationship with a co-worker you rarely see but enjoy being with.

Don't overindulge, alcohol probably will be served. Don't overindulge to a point where you are saying, " Love you man." However, it is okay to have one  or two if you wish. No pressure, it doesn't make you have a good time. Be yourself and don't take it to your limit.

Don't be  the negative co-worker. It there is one around you, run! Do not become part of it or start it.

Manners, Manners, Manners. Now is the time to remember how to eat, drink, act, say hello, good-bye and thank you.

What to wear? Great information!

Cheers! Happy Holiday's Everyone! But don't forget,  Office Christmas Parties Are Still Work Related!

Joyeuses Fêtes! Felices Fiestas!Trevlig Helg! Boas Festas!Mutlu Bayramlar! Sarbatori Fericite!Jie Ri Yu Kuai! Tanoshii kurisumasu wo! (Have a happy Christmas)! Buone Feste! Ii holide eximnandi! Forhe Feiertage! Prettige feestdage! Hau'oli Lanui! Beannachtaí na Féile!

Sheila Greco

http://sgatalent.com

Emily Post's great-great grand-daughter's Holiday Posts Every Monday between now a.nd Christmas.

 

Description of Great Recruiters & Quotes To Keep Motivated

Great Recruiters Are....

Results Driven, Self motivated, Have the Desire to succeed, passionate, not afraid to fail, not afraid to work hard, Are money driven, Aim To Please

As a leader, trainer, a mentor and passionate recruiter, I continuously remind others the need to produce results, not just talk about it. Not that far off from what is expected from professional and college athletes.  In our world, it is all about finding and recruiting the best candidates quickly.

If recruiting is going to be your career and yes it is a career where one can make a lot of money and if you do it right have fun! But you need to give it your all.  All the time! Just Do It!  Below are a few quotes I share with others  as I mentor, coach and train. Have fun!

1. Some of us will do our jobs well and some will not, but we will be judged by only one thing-the result. Vince Lombardi

2. Be a yardstick of quality. Some people aren't used to an environment where excellence is expected. Steve Jobs

3. Control your own destiny or someone else will. Jack Welch

4. Success is dependent on effort. Sophocles

5. In order to succeed, your desire for success should be greater than your fear of failure. Bill Cosby
6. One of the things that may get in the way of people being lifelong learners is that they're not in touch with their passion. I you're passionate about what it is you do, then you're going to be looking for everything  you can to get better at it. John Canfield
7.  Aim for the moon. If you miss, you may hit a star. W. Clement Stone

 

If you wish to share any of your favorite quotes,  just do it!

Sheila Greco

http://sgatalent.com

 

 

Only The Employed Need Apply - Employing Traditional Passive Candidate Research Can Be The Force Behind Doing So

Fresh Passive Candidates for your next search

Only the employed need apply.  Agree Or disagree. It is reality to some.

Traditional Passive Candidate Research can be The Force  Behind Hiring The Employed!

For those who use Traditional Passive Candidate Research as part of their recruiting strategy, recruiting the employed really is not anything new. I am not saying that only the employed are targeted to fill the potential candidate pipeline report, but the emphasis is put on finding candidates who are residing at the companies of interest to include competitors, best of breed companies, back yard warriors and other companies the hiring manager has had success recruiting out of. A great way to connect with these professionals is to employ Traditional Passive Candidate Research into the recruiting process.

Not everyone knows about Traditional Passive Candidate Research. That is okay, but should your client ask you for passive employed candidates you should become aware of it. Simply put it is the process of  identifying potential candidates from a target list of companies created by the hiring manager based upon past successful hiring results. This process goes right for the jugular. Calling into companies and getting right to the people of interest. I am not saying to ignore the internet or research and recruiting tools  to find talent. You can use them, but don't solely depend on them.

The benefits of Traditional Passive Candidate Research - can far outweigh using free and paid for service research and recruiting tools.  The center of the search process is undeniably the research phase so it needs to be done right and it needs to be done by those who know how to do it. Having access to top talent right from the beginning can and does shorten the recruiting cycle, not to mention helps the recruiter recruit with knowledge. Most Traditional Passive Candidate Research provides not only names of potential candidates, but reporting relationships, emails, direct dials and often times specific information around the executives and their teams.

Let's face it, hiring managers drive the process and know who they  need. Often times they turn to the internal talent acquisition team to get it done. Depending on internal capabilities, hiring can be done internally, outsourced or a combination of both. Either way the goal remains the same, there is a need to find best of breed talent yesterday. Traditional Passive Candidate Research empowers recruiters to be focused, the ability to get to the right candidate faster, a channel that allows the recruiters to engage with potential candidates, network, and can assist with branding a company just by connecting. Oh, such power! And yes, it gets the recruiter to the employed!

I am not saying to ignore the unemployed...... but do recruiting partners/clients want to see these folks from you?  It depends. Some do, some don't. Remember you don't make the rules! You can choose to follow them or opt out. However in today's world and according to many articles in the news, there are corporations publically saying the employed need apply or privately doing so. Either way,  in order to be a successful recruiter these days, you need to know how to  find the employed.

A few things to ponder.....

Do you agree that the best talent are those who are employed?

Do you consider that statement of "Only the Employed Need Apply" to be discrimination against the unemployed?

Please feel free to comment. My opinion is that as a recruiter you always want to find the best of the best, the "A" Player talent. So do just that. I look forward to hearing from you.

Sheila Greco

www.sgatalent.com

 

 

 

 

 

 

Guest Writer George Bradt on Sheila Greco's Blog...Awesome Stuff! A Must Read

Pause to Accelerate Onboarding Impact

 

Everyone starts out wanting to make a difference.  Then they get sucked into the day-to-day routine.  Their schedule fills up with meetings and stuff.  Soon they are so busy doing busy work that they don't have time for the things that really make an impact.

Don't let the things you have to do keep you from getting done the things that make a real impact

This is particularly tricky when onboarding into a new organization or role.  You don't know what you don't have to do and don't want to get off on the wrong foot with anyone.  There's a tendency to jump in and try to do everything, saying "yes" far more often than you say "no".

Don't do it.

Pause to Accelerate

Instead, pick a point of inflection.  For some it will be sooner.  For some it will be later.  For most, it should be sometime inside the 30 day mark.  (More on why in our book, The New Leader's 100-Day Action Plan.  For the moment, just accept that.)  Before the point of inflection, focus on building relationships and learning.  You don't know enough yet to make any decisions or to push your point of view.  After the point of inflection, focus on the few things that will make a real impact on what's most important.

George Bradt

200 West Hill Road, Stamford, CT, 06902
+1-203-323-8501 Office
+1-203-253-1569 Cell
518 843-4611
sgreco@sheilagreco.com
http://sgatalent.com

 

 

Golf For The Cure Sheila Greco Associates Gives Back To The Community And So Can You!

Golf For The Cure - Golf event helps fight breast cancer

As members of our great community we have the responsibility to give back to those who are less fortunate and in need. Sheila Greco Associates is committed to doing just that.

Last Friday we played in Dr. Sheridan's Golf for the Cure Tournament, what a great day. A completely sold out event resulted in once again exceeding expectations.   Dr. Sheridan, as always welcomes and thanks all the golfers, hugging many of them as he continues to show his passion for the cause.  He should be proud since this event combined with other smaller ones has raised  $615,000 to date. But he doesn't do it alone. He surrounds himself with a  strong family network and team of energetic, pleasing volunteers who also make it one of the best annual golf tournaments in our city. I know I truly enjoy the day for a number of reasons.

Giving back has been a longstanding practice of mine and our company included. We agree that yes money is always needed but  actually participating as an individual and company to community events, coaching  athletic teams and supporting school functions is what can really make a difference. We all do just that. Each and every one of us.  It has become our company tradition to support   local soup kitchens,  and Catholic Charities not just around the holidays , but many times throughout the year. We enjoy  adopting families for Thanksgiving & Christmas where we spoil the children and adults with toys, dinners and our time. It is wonderful to see our team look for things to support as well as having our own families join us as active and passive participants.

Personally, I really enjoy the intangible benefits of giving. It gives me a pleasant feeling of connectedness and the satisfaction of at least trying to make the world a better place.  If you give what you can regularly to charities that make a difference you will be surprised at the benefits you reap.  Sheila Greco Associates Gives Back To The Community and you can too!

If you are interested in giving money to Golf For the Cure,  you can do so by sending a check to Sheila Greco Associates LLC, 174 County Highway 67, Amsterdam, New York 12010. Make checks payable to Avon Walk For Breast Cancer.

Happy giving. Money is nice but your time may be priceless!! We all need to give a little.

Sheila Greco

 

 

Getting What Matters Most Right in Onboarding

George Bradt - Guest Writer

Onboarding is made up of a series of moments of truth – both ways.  Just as new employees must fit into the organizations they join, they get to decide how much they care about fitting in.  Opinions and relationships are built through a series of interactions.

There will be some whose opinion of Sarah Palin will be influenced for the worse by her describing Paul Revere's midnight ride as a warning to "the British that they weren't going to be taking away our arms, by ringing those bells and by making sure that as he's riding his horse through town to send those warning shots and bells that we were going to be secure and we were going to be free … and we were going to be armed."

This is not a case of someone ambushed by a surprise question.  Palin went to Paul Revere's house on purpose.  She wanted to highlight her appreciation for American history.  But she wasn't prepared.  She didn't do her homework. With that she turned a potentially positive impression into a poor impression.

You won't get all your moments of truth right.  That's okay.  Just make sure you don't get the ones that really matter really wrong.  A couple of suggestions:

1) Figure out what matters most to your stakeholders.

Ask them what's important to them.  Ask others what's important to them.  No one expects you to know everything about people you're getting to know.  They do expect you to care enough to find out.

2) Get your general and specific messages right.

You can't wait until you know everything to craft your message.  Start early with a hypothetical general message and evolve it as you go.  Then refine that general message for the specific circumstances you face.  Prepare.  Do your homework.  Anticipate the most easily anticipated questions so you know who Paul Revere was trying to warn.

3) Be yourself in the moment.

A big part of why preparation is so important is because it allows you to be yourself in the moment.  You don't have to know everything.  Doing the work to figure out what matters most to your stakeholders and get your message right for them are signs of respect.  You need them to appreciate the work you did as a sign of respect and you want them to respect you for who you are.  So let them see it.

What matters most in onboarding are the personal relationships formed