Sheila Greco Associates LLC is Now SGA Talent

 

Sheila Greco Associates, LLC is Now SGA Talent

Sheila Greco Associates LLC gets a New Name due to growth and commitment to provide new solutions to clients

Amsterdam, New York – Sheila Greco Associates LLC, one of the original recruiting/ research organizations changed its name to SGA Talent effective immediately.

“The reason we have changed our name is to better describe our continued client services growth to provide more solutions to secure talent in today’s market. We have been described as the most innovative talent finders in our industry, and continue to provide full service research and recruiting related services with the same commitment we have since 1989.” said Sheila Greco, President/CEO.

The move consolidates the company’s brand into a single cohesive global presence where all of the company’s services involve finding the right talent; Passive Candidate Research (also known as Name Generation, Talent Mapping, Organization Chart Development), Recruiting, Customized Competitive Intelligence, SGA ExecutiveTracker (the only compiled and verified B2B contact database), SGA Live and SGA HR Talent and SGA Retail Talent.

About SGA Talent:

The company’s unique business model addresses many needs constantly facing hiring managers. Our team consists of experienced team members with most having on average a minimum of 14 years with the company. The Company’s services map out the potential talent pool allowing the recruiting efforts to be focused, efficient and cost-effective. The proprietary technology of SGA ExecutiveTracker is a proven resource which provides recruiters with a name generation tool that provides emails, direct dials, and biographies of potential candidates and networking contacts.

Contacts: Sheila Greco, 518 843-4611, Ext. 221 - sgreco@sheilagreco.com

Tere Masters, (518) 843-4611, Ext. 226 -  tmasters@sheilagreco.com

Sheila Greco's Personal Approach To Social Networking

Face-to-Face Networking has Many Benefits

My Personal Approach to Social Networking

Last Wednesday I co-hosted our third Recruiting Networking Event In New York City with InTalent Consulting.  This invitation only, intimate event is all about one-on-one sharing of information to include recruiting trends, hiring issues, retention and many other issues facing decision makers in today's ever changing talent acquisition and talent management areas.

The advantage to events such as this is the ability to network amongst your peers.   Many of our guests were openly discussing problems, successes, ideas and many were passing along business cards to continue the conversations.   It was a real hit!

The discussions were lively, interesting, informative to say the least.   At this time I wish to share with my readers the discussion topics I personally was involved in:

1. Companies Are Hiring - Actually 77% stated their company plans to and is currently recruiting senior level and individual contributors, a trend they see will continue at least through the third quarter of 2012.

2. Companies are continuing to build internal recruiting teams.

3. Using Social Media To Recruit continues to grow.

4. Great recruiters are still in high demand - especially those who know how to develop relationships, network and are proactive in their recruiting efforts.

5.  The frustration of having to sift through many resumes that are received from vendors that are not a match.

6. The value of on target research and the importance of  emails for connecting with passive candidates.

7. Companies are being a bit cautious  and taking their time bringing new hires on board.  They want to be assured these are the best candidates for the roles. Putting some pressure on the recruiters to say the least.

I want to thank my Co - hosts Mary Clair Ryan and Cindy Lubitz!  Two great ladies  you need to know.

Lastly we will be having more of these events in New York (again), Atlanta, Boston, Chicago and somewhere out west.   If you want to be part of the next one email me at sgreco@sheilagreco.com or tmasters@sheilagreco.com

Thanks for stopping by!

Sheila Greco

Executive Recruiting Trends

The Importance of Human Touch and Pipeline Development are Center Stage for 2011's Executive Recruiting Trends

The Top 5  SGA has Heard Lately………

#1 In-sourcing vs. RPO:

This trend is toward selective, not full, recruitment process outsourcing. We will see outsourcing occur more often in the recruitment of high-volume, repetitive roles, and for the function of candidate sourcing only. There will be more RPO growth in the U.S. than Canada; more Canadian markets are focused on building internally. More executive recruitment functions are moving in-house, which is reflective of a growing transparency in the market. Increasingly, candidates can go online and see for themselves who holds which recruiting or leadership positions at a company, for example, rather than being forced to stay in the dark or play the guessing game to get in contact with the correct person.

#2 Talent Pipelining:

The importance of building a talent pipeline, as it helps employers get more return out of their recruitment efforts using the fewest resources, build a stronger employment brand, and create better relationships with candidates. Talent pipelining needs to be built into the recruitment process for key roles, as the push of relevant content and information to “nurtured” candidates helps build a company’s employment brand and increase passive candidates’ engagement and trust.

#3 Human Touch is Needed:

A poor or lengthy recruiting process can really hurt your organization’s chances of bringing the best talent onto your team. Just as candidates must sell themselves to you, you must sell your company to candidates. What’s your employment value proposition; how are you attracting, engaging, and retaining quality talent?

Begin to create a more candidate-centric recruitment process by adding more of a “human touch” to your process. Communicate with candidates when at all possible, and let them know where they stand as the process moves from phase to phase.  View all candidates as a customer or potential future customer, client or employee.

#4 Social Media for Recruitment:

Social media: It can be really overwhelming. Most of us are familiar with the major social media platforms — and they are playing an increasing role in recruitment as companies realize they must diversify their recruitment efforts to stay on top. Mobile technology is emerging as a recruitment channel, as companies are also realizing the power of texting and mobile apps for recruitment. Even location-based social networking sites like Foursquare have growing possibilities for businesses and recruitment. Tablets like the iPad are also becoming more popular for work use as these devices increase the business applications offered, and companies are beginning to examine the power of tablet applications to help strengthen their employment brand and company profile.

Video interviewing is a trend that more and more businesses (and candidates) are starting to pick up on, and platforms like Skype, the largest network on the Internet, are also becoming more popular for use in interviews or for virtual meetings.

Using these mediums can be powerful — but the content you put out and the messages you are sending to candidates and employees must be relevant.

#5 The Demand for Experienced Recruiters:

Recruiters today are being asked to do more with less, making it increasingly difficult for them to be successful. The demand for experienced recruiters is high — and the recruiter of yesterday has changed to reflect a demand for those who have an in-depth knowledge of the company for which they’re recruiting.

What are you hearing?

Thanks to all.....

I just want to say thanks to many people who have helped us continue to succeed especially in 2009! A bit difficult,but we made it and did it positively!!! To our gold clients,  I want to take this time to say thanks to those who continued to stick by our side, gave us what they had and WE did it within their budgets. Its always about working together where there is a win-win! Thank you to our NEW clients...wow, you really helped us and we welcome you with open arms!! You too are now gold clients!!And of course the returning clients from years past....great to have you back! I thrive on helping people and developing strong long lasting relationships, so thanks again to all of you who turn to us for work and turn to us to advice. Our company is in its 21st year!! Wow! It is because of the people in our firm, with the most junior research associate having 10 years with us, with our leaders having an average of 15. I love all of them and I am sure you do too as you continue to work with them or begin to get to know them. People are our #1 assets! Speak with you all soon.