Join Us May 9th for a Free Webinar! SGA ExecutiveTracker the Other Great Recruiting Tool

May 3, 2013 Sheila Greco

Recruiting successes comes from proactive recruiting using name generation/passive candidate research & other tools to assist with getting to the right candidates. On May 9th, we will be offering (3) free webinars that will show how we and our customers use SGA ExecutiveTracker as a resource. Thought we would share with you the wonders of SGA ExecutiveTracker because it seems to be a tool of choice amongst the customer base that is giving us a 93% renewal rate year over year.

We will also be showing examples of recruiting emails as well as effective voicemail messages, examples of research, tricks on how to do research, the value of passive candidate research and the value of quality data. Our goal is to help you, help your clients.

May 9 9:00

May 9 1:00

May 9 4:00

Remember as recruiters, proactive ones, it is important that we use every channel available to reach out and connect with potential candidates. Hope to have you join us.

SGA ExecutiveTracker - offering names not found on the internet.

Recruiting Passive Candidates & Keeping It Simple Silly!

March 15, 2012 Sheila Greco

Recruiting Passive Candidates & Keeping It Simple Silly!

Recruiting Passive Candidates & Keeping It Simple Silly (KISS Method) has been my strategy for over 20 years. The approach, as always is methodical and the process remains the same. Whether recruiting for a President/General Manager , Java developers, Architects, Regional Sales Managers , Account Managers (BI & Retail), Leaders and Consultants in I/T or Tax & Audit the recruiting strategy remains the same. It begins with research/name generation that provides the call/connect list which shows the potential talent pool that is then used for recruiting and networking. It doesn't get more simple then this!

Recruiting passive candidates and keeping it simple silly is what I believe to be the tried and true way to successful recruiting. I have tried, I must admit to just go for it, but it only works for the first 1-2 days, then I find myself stalling a little to regroup which I find to be a waste of time. Call me old-fashioned, but the more organized I am the more efficient I can be. I practice what I preach! If you want to hear me preach call me! If you want results call me too.

Here is my 10 Step Keep It Simple Silly Recruiting Process:

1. Kick Off Meeting With The Client

2. Target List Development (Best of Breed, Back Yard Warriors, Direct Competitors)

3. Research/Name Generation - Steps to Uncover the Potential Talent Universe

4. Create Call List/Connect List (in addition to the research, I recommend using SGA ExecutiveTracker, LinkedIn, as well as other useful tools to create a comprehensive list. Do not overlook previous recruiting call lists and research) 1-3 days

5. Carefully Create/Craft the Email & Telephone Message

6. Proactively Recruit/Source & Network

7. Fill The Pipeline With Interested & Qualified Candidates - Present

8. Set Up Interviews

9. Conduct Reference Checks

10. Hire

Pretty simple!

Oh one last thing, you need to be organized in order to be successful. Just wanted to get that one in too.

Who We Are:

Sheila Greco Associates LLC is one of the oldest and most trusted company in the recruiting and research industry. We are able to quickly and cost effectively conduct research/name generation for clients who choose to do their own recruiting as well as recruit solid candidates for corporations and search firms.

I am a trained executive search and research consultant (Trained By Jim Mead & Stan Johnson) so I have personally trained everyone in our firm just as I was 20 years ago.

If you want to learn more about what we do and how we do it call or email me at 518 843-4611 or sgreco@sheilagreco.com

Thanks for stopping by!

Sheila Greco

Looking for Retail Talent? Take a look inside of SGA ExecutiveTracker

February 21, 2012 Sheila Greco

SGA ExecutiveTracker has many strengths to include retail talent. Our retail clients have hired hundreds of buyers, merchandisers, store managers, store operations, planners and corporate management professionals.

SGA ExecutiveTracker is more than just a research & recruiting tool. It is a compiled database of names, titles, emails, biographies and direct dials. It complements many Daas competitors and LinkedIn.

SGA ExecutiveTracker is not a technology company and does not use web scraping or data dumps to obtain contacts. All our contacts are verified exclusively by one of Sheila Greco Associates in-house research teams.

SGA ExecutiveTracker can be segmented by functions, industries, Fortune rank and has many frequent highlights as part of the solution. We track over 14,000 Companies that are part of such lists as Fortune, Forbes, Fastest Growing Companies and those that are leaders in their industries. We do not track every company, but many of major ones. We go deep into companies with information that is difficult to obtain and maintain!

In addition to SGA ExecutiveTracker retail strength, one of SGA's core strengths in the retail sector and our ability to map out many retailers top to bottom, (customized research). Our clients have the opportunity to use this for recruiting, benchmarking and talent management.

Top Retailers - Let's look inside SGA ExecutiveTracker

Wal-Mart, Kroger, Target, Walgreen, Home Depot, Costco, CVS Caremark, Lowes, Best Buy, Sears, Safeway. We cover corporate management and many, many levels below.

Below we highlighted some great merchandising talent that can be found in SGA ExecutiveTracker.

Linda Hefner Wal-Mart

Michael Donnelly Kroger

Kathryn Kathee Tesija Target

Timothy L. Rose Costco

Grant Pill, & CVS Caremark News from DrugStore.com

Bob Gfeller Lowes

Kelly Griffith Safeway

Thanks for stopping by and I do hope you check out SGA ExecutiveTracker .

Sheila Greco

Fortune, Forbes, Best Of Breed Marketing Executives Featured Today by SGA ExecutiveTracker

February 21, 2012 Sheila Greco

SGA ExecutiveTracker is more than just a research & recruiting tool. It is a compiled database of names, titles, emails, biographies and direct dials. It complements many Daas competitors and LinkedIn. It is not limited to just senior level executives either!

Hundreds of our clients have reaped the benefits of this powerful tool. Unlike many B2B contact competitors, SGA ExecutiveTracker's claim to fame is if the information is wrong, it is corrected at no additional cost! How is that for 100% client satisfaction?

SGA ExecutiveTracker can be segmented by functions, industries, Fortune rank and has many frequent highlights as part of the solution. We track over 14,000 Companies that are part of such lists as Fortune, Forbes, Fastest Growing Companies and those that are leaders in their industries. We do not track every company, but many of the major ones. We go deep into companies with information that is difficult to obtain and maintain!

For those clients who buy packages to our other services, SGA ExecutiveTracker costs as low as $10.00 per day! Check out SGA ExecutiveTracker now.

Let's take a look inside SGA ExecutiveTracker's senior level marketing executives from a few Fortune 100 Companies.

1. Stephen F. Quinn Executive Vice President, Chief Marketing Officer, Wal-Mart U.S.

2. A.J. (Alan) Kelly replaces Hal Cramer as Hal retires, President Exxon Mobil Lubricants & Petroleum Specialty Company.

3. Shariq Yosufzai, President, Global Marketing at Chevron

4. W.C.W Chiang, Senior Vice President, Refining, Marketing, Transportation and Commercial ConocoPhillips

5. Kelli Parsons Senior Vice President Chief Communications Officer Fannie Mae

6. Beth Comstock, Senior Vice President Chief Marketing Officer General Electric

7. Berkshire Hathway Inc Marketing Done by Divisions

8. Joel Ewanick Vice President& Global Chief Marketing Officer General Motors

9. Anne Finucane, Global Strategy & Marketing Office at Bank Of America

10. James D. Farley Jr. Group Vice President, Global Marketing, Sales & Service Ford Motor Company

Lots of Executives In Between....Don't Wait! Sign up today for SGA ExecutiveTracker to have access to all this great information!! Yes, depending on the package you buy, you could have access for as low as $10 per day! Call us 518 843-4611 ext 221 or email Sheila at sgreco@sheilagreco.com

93. Roger Starnes, Vice President of Food Service Marketing Tyson Foods Inc

94. Nancy Brennan Lund, Senior Vice President Marketing Altria (Philip Morris Marketing is done by Division US Smokeless Tobacco Brian W. Quigley.

95. Jeffrey Hirsh, Executive Vice President, Chief Marketing Officer, Residential Services Time Warner

96. Judith Sim, Chief Marketing Officer Oracle

97. Ian Hardgrove, Senior Vice President, Marketing & Sales 3M

98. Frances Emerson, Vice President, Corporate Communications & Global Brand Marketing Deere & Company

SGA ExecutiveTracker, It's Not Who You Know, It's Who We Know!

Thanks for stopping by!

Sheila Greco

Organization Mapping - A Great Way To Learn About The Competition And Be Aware Of The Talent

June 13, 2011 Sheila Greco

Where Is The Talent? Who Is On The Team?

The Latest Trend Reveals Much Needed & Wanted Information

There are tools such as SGA ExecutiveTracker, LinkedIn, Google, Passive Candidate Research, Social Networking and niche ones that assist with peeling back the onion, but the best way to Map an Organziation and capture this information is by speaking with people on the inside and those in the "know."

Mapping competitors, best of breed organizations and back yard warriors are super hot right now. Organization Mapping provides a cross functional picture of an organization. Pictures speak in volumes (organization charts) and can help with making recruiting decisions, talent management strategic planning and is widely used for competitive intelligence purposes. Today, smart companies are moving toward strategically aligning recruiting with competitive intelligence teams. Should you be doing the same? Or have you been using recruiting as a way to gain information about your competitors for quite some time. If you have you are not alone.

Where Is The Talent

Organization Mapping shows how the target companies are organized, where the teams fit within the organization, the size, unique titles, if there are any, and much more.

Who Is On The Team?

Now you know where the team is, you want to know about the players. You want to know who are the stars on the team, their backgrounds, education, years with the company, diversity, greatest accomplishments. What you can do with this information can be endless! Can this help with current & future challenges!

Building competitiveness these days requires more than just your brand name, your product/services, and customer service just to name a few. It's about talent too. You need the right people, doing the right things! You need the best talent on the market. You need superstars. As you continue to build your teams you need to be aware of who is out there. We have heard the phrase, "people are our company's greatest asset," I agree! There is a lot of truth to this, but I sometimes wonder if companies really mean this and believe enough in this that as they recruit they sincerely look to hire the best available. If you believe in this you need information that helps get you there. Please read this interesting article written by Jennifer Blanchard | HRTools.com Business Writer.

Organization Mapping is the current trend. I believe in it and can see the value it has. Be in the know! Know your competitors, know the talent and create the strongest team you can so you can win!!! Having top talent on the team creates at a minimum competitive teams and often times winning ones! But you can only do this if you are aware of the best players out there.

Recruiting Women In Technology SGA's 2011 Study Sneak Peek Preview

May 26, 2011 Sheila Greco

Since 1993 we have been specializing in recruiting and conducting passive executive research in the I/T World

The fact is that there are still fewer Women than men In Technology to Recruit!

Our results for just the Fortune 100 are in. For 2011 there are 17% Women In Technology Leaders in comparison to 15% in 2004 and 12% in 2007. Finding top notch women in technology is becoming less difficult, there are just fewer out there. No wonder why women in technology continue to encourage young women in high school and college to major in technology. These professionals are mentors and active in multiple related associations and organizations. As most technology recruiters are aware, recruiting technology professionals can be challenging within itself and women in this space are considered "a hot commodity".

For the next few weeks my staff and I will begin to once again analyze women in technology and release our findings to all of you and the world. FYI it consists of 1000 Companies. Stay tuned for the results of SGA's Women in Technology Study. This particular study is so much fun!

The 17 We have identified from The Fortune 100

1. Charlene Begley President and CEO of GE Home & Business Solutions and Senior Vice President and CIO for GE

2. Linda Sanford, Senior VP, Enterprise on Demand Transformation & Information Technology, IBM

3. Patricia Morrison EVP & CIO - Cardinal Health, Inc.

4. Beth M. Jacob, Executive Vice President, Target Technology Services and Chief Information Officer

5. Kim Hammonds, Chief information Officer of The Boeing Company

6. Nancy Davis, Vice President and Chief Information Officer UTC

7. Maria R. Morris,Executive Vice President, Technology & Operations MetLife, Inc.

8. Linda Gooden is Executive Vice President of Lockheed Martin’s (IS&GS)

9. Diane M. Bryant,Vice President and Chief Information Officer (CIO) of Intel

10. Rebecca Jacoby Senior Vice President and Chief Information Officer Cisco

11. Barbara G. Koster Senior Vice President and Chief Information Officer for Prudential Financial

12. Susan O'Day, Senior Vice President & Chief Information Officer The Walt Disney Company

13. Twila M. Day, Vice President and Chief Information Officer at SYSCO Corporation

14. Eileen Slevin, Senior Vice President and Chief Information Officer, New York Life

15. Linda A. Mills Corporate Vice President and President of Northrop Grumman’s Information Systems

16. Theresa Wise Senior Vice President and Chief Information Officer of Delta Air Lines

17. Noel Brown Williams Senior Vice President and Chief Information Officer HCA Information Technology & Services

This is it for now, but stay tuned..

If you are interested in this full list feel free to contact me at sgreco@sheilagreco.com.

Thank you for visiting www.sgatalent.com

Recruit! Go After The Ones You Want!

May 4, 2011 Sheila Greco

Be Proactive!

The Art of The Conversation!

Chapter 3, The Recruiting Campaign.

The Passive Candidate Research created the list, presented the recruiter with the lay of the land by showing WHO is at the right level, company and just awaiting our network and recruiting call. Begin to Network, Network, Network!!! It does get you many potential candidates to review, compare and contrast! So take advantage by calling, texting, emailing, talent your client wants, not the ones who are actively looking! I am not saying to dismiss the active candidates, I am saying that to proactively go after the passive ones! As we make a way through the list, we cannot forget to use such tools as SGA ExecutiveTracker; Linked In & SGA Live.

The recruiting campaign ultimately provides us the pipeline of candidates we will be presenting during the life cycle of the search. So you need to be giving it 100%.

Happy Hunting!

Will your clients look at Active & the unemployed?

August 4, 2009 Sheila Greco

Active Candidates

Passive Candidates

]Clients pay recruiters to find top talent, right? This being the case, recruiters must fill the pipeline with "A" Players, along with the fact that these candidates must be dead on and possesses 11 out of the 10 musts and needs as described in the job specification.

Many clients will say, I only want passive, not active! But who is to say one who is passive is not active, since a resume can be produced rather quickly. Anyway, that will be another discussion later.

My question today is will your clients look at unemployed professionals?

If yes, that is wonderful and if NO how do you persuade your clients to look at an “A” Player who is unemployed and you believe will be a great candidate?

Look forward to your replies.