Having an Identified & Engaged Pipeline of Ideal Candidates has Many Benefits

Having an identified & engaged pipeline of ideal candidates ready to recruit from makes recruiting sense and helps with recruiting the in-demand, highly skilled talent everyone wants.

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It is six months into 2016 and there is no doubt that our industry has been experiencing one of the most challenging recruiting environments since 2008.   Recruiting specific highly skilled professionals, not to mention the perfect candidate the hiring managers are seeking is requiring the recruiting team to have access to the entire talent pool to assure recruiting efficiency while ensuring a quality pipeline of candidates.  In this day and age it is all about building awareness, creating strong professional relationships and networks that help us stay connected with the talent ourselves and the hiring managers’ desire.

Having a fully identified and engaged pipeline of ideal candidates has multiple benefits.   The main benefit is having the ability to recruit from an already vetted out talent pool of highly qualified and desired talent.  This practice certainly shortens the time to fill the pipeline of qualified candidates which directly decreases the recruiting cycle time immensely ultimately saving time and money.   This recruiting strategy is not just for the Fortune 500 companies but it is successfully being used by companies of all sizes who too have a hard time competing for the in-demand skilled talent.

The process is simple to follow and implement. At first it may sound difficult to do, but the more it is done, you will  quickly see how it creates recruiting efficiency.

Start by identifying the professionals of interest, connect with them, create company awareness, express interest in staying in touch and continue reaching out. Don’t fall into the trap of your networks being one-sided, be sure to offer assistance and guidance when approached. Don’t be afraid to email, call, in-mail or text these professionals as often as you wish without being a pest of course. Try sending out emails sharing company news, a networking text or just to say hello and is there anything I can help you with will also do. Be sure you continue to express your interest in them. Recruiting requires building relationships, maintaining them, while just as important making sure to listen and respond to their requests, questions or comments. Make a friend, be a friend and build your networks with thein-demand talent. This all makes recruiting sense.

As we all know, the talent shortage is not going away. Does your recruiting strategy and process include having a fully identified & engaged pipeline of ideal candidates? If not - you should definitely consider it.

 As always ….. If you want to learn how, let's chat.

Sheila Greco

Accentuating The Positives

Accentuating The Positives

Infuse Your Workplace With Positive Energy

Be A Positive Leader People Want To Work With

One of the nicest things we can give our co-workers, family and friends are positive comments.  Authentic compliments make people feel better about them selves, especially if you praise a job well done. The truth is that people want to be around positive people and definitely work with them. Little things such as remembering someone's name, saying thank you, great job or just recognizing someone's good deed is all you need to do. Obviously, accentuating the positive goes a long way, not to mention helps us pay attention to what is going on around us.

Accentuating the positives can start by committing random acts of kindness, providing positive feedback, and being honest. Accentuating the positive can help those around us prosper professionally and personally, often enabling others to feel good about themselves, allowing them be better co-workers and ultimately benefiting everyone, more broadly.

In the workplace be the leader who engages in positive leadership.  Focus on the team's, and each individual's strengths while having them capitalize on them. Be the leader who sets people up to succeed while allowing them to thrive. Positive leaders know how to create succesful teams, build positive work cultures, establish teams who are engaged, productive and produce positive results.

Accentuating the positives has many advantages, for one it produces a happy and healthy workplace which in turn creates a successful organization. Producing positive results more often than not translates into happy clients, good customer service and a win-win relationship for all involved. Having a positive environment and workplace culture not only boosts moral but carries outside the organization directly to the clients. Happy team, happy clients.

Be the leader who leads by being positive. Be part of creating a positive workplace and culture.  Be sure to acknowledge good work and good behavior. It's all about accentuating the positive. Just saying..

Sheila Greco

Using The Telephone To Recruit Can Be Well Worth The Call

Using The Telephone To Recruit Can Be Well Worth The Call

Using the Telephone To Connect and Recruit Can Be Very Effective When Making Important Decisions

Using The Telephone Is A Traditional, Easy, Relevant Way To Recruit

Using The Telephone Typically Produces Immediate Results

Use The Telephone To Recruit And You Will See Its Many Benefits

The telephone is not just a vehicle used to connect and recruit professionals, but also a great resource used to make important recruiting decisions. Someone's voice, demeanor and how well someone communicates can either help or hurt a potential candidate's candidacy. Therefore when you use the telephone to recruit, be sure to listen to what the person is saying and how they are saying it.

When using the telephone to recruit it can be a great resource to learn about a potential candidate's wants, needs, desires as well as an understanding of their long-term and short-term goals. Communicating via the telephone evokes an immediate personal response allowing a potential candidate to express emotions through their voice while being interactive and of course confidential. It is one of the easiest ways to build a relationship through speaking rather than an email or in mail.  Recruiters can use a resume or profile as a door opener, but a conversation reveals a lot more about the person. Therefore using the telephone to recruit is a proven resource that should be used when recruiting and seeking out rock stars.

As you use the telephone to recruit let me provide you with a few suggestions:

• Answer a returned call promptly - keep to the 24 hour rule
• Be sure to use the person's name whenever practical but don't overuse it
• Allow your smile and friendliness to come through the phone - be personable
• Since everyone's time is valuable be sure be mindful of this - don't be afraid to ask the question; is now a good time for you to speak?
• If someone is interested or you are very interested in them, be sure to use this time to get to know them and they get to know the role you are recruiting for
• Have your list of questions ready so the call can be productive for all parties involved
• Listen-potential candidates have lots of questions
• Be sure to promptly follow-up to any correspondence, stay connected and engaged
• Provide timely feedback whether it is good or bad, just be honest these candidates could be your next client
• Keep your conversations confidential for you should be a recruits trusted professional partner

Good luck using the telephone to recruit. Now go call and connect with future candidates before your competition does.

Sheila Greco

sgreco@sgatalent.com

SGA Talent-Sheila Greco Associates LLC Announces Re-Launch of SGA ExecutiveTracker LIVE

 

Celebrating a decade of excellence this enhanced version allows users to more quickly access and intuitively understand the professional backgrounds of potential candidates and networking contacts of interest.

SGA Talent –Sheila Greco Associates LLC today announced their launch of SGA ExecutiveTracker LIVE.     Originally launched in 2005, this enhanced version is the company’s response to the industry’s needs.   Recognized as a premier on-line research tool, this “go to tool” once again is being praised by recruiters who hunt, source and identify passive candidates not just found on the Internet.   “The re-launch of SGA ExecutiveTracker LIVE is just another way our company continues to evolve, listen and react to the changes in the recruiting industry,” said Sheila Greco, President of SGA Talent.

Enhancements include the ability to view public profiles and data as it relates to each contact from within the tool.  “The more user-friendly interface allows users to quickly find information that can help them decide if the professional is someone they want to connect with.   It also allows users to directly connect via email and LinkedIn with those professionals of interest,” said  Sheila Greco.   The result of these enhancements is to create greater recruiting efficiency compared to other tools. SGA ExecuitveTracker LIVE is used as a stand-alone research/recruiting tool and a complimentary tool for some. Either way it continues to speed up the recruiting process which in turn filling the candidate pipeline faster.

Pricing starts as low as $139.00 per month per user. SGA ExecutiveTracker Live should be part of your recruiting toolbox.

Headquartered in Amsterdam, New York, SGA Talent, Sheila Greco Associates LLC is one of the leading recruitment research and recruiting firms specializing in synergy services.

Recruiting Efforts In 2016 Will Need To Be Aggressive

Recruiting Efforts in 2016 Will Need To Be Aggressive

Recruiting Efforts in 2016 Will Need to Be On-Going

In Friday's  job report it showed that the United States added 292,000 jobs in December, making it the second-best year for job growth since 1999.  With employment rates at 5%,  many believe we are just about at full employment. If we really are at full employment, it may have cause for concern for those needing  talent.  To add a bit more of concern,  there too exists a  shortage of skilled workers too.  So......companies need to be aggressive with their recruiting efforts in 2016 as they look to hire, grow, compete and even sustain their position in their industry.

Don't let the stock market dictate your recruiting activities.

Yes, the stock  is taking a hit right now, China's manufacturing is in turmoil, but no need to fret,  the United States has shown resiliency during times like this before.

Now is the time to implement a recruiting strategy that is aggressive and continuous.

Be sure your recruiting strategy includes activities that will provide access to the entire talent pool of candidates. Be sure to use your professional networks and relationships to recruit. Use tools that are good for you! Use recruitment research as part of the recruiting strategy. Having access to a number of recruiting resources truly helps with uncovering the talent needed by most.

Don't be that recruiter or team that limits recruiting activities in any way.   If you do, you obviously limit your potential recruiting successes and ability to recruit top talent.   If you don't have access to them, you can't recruit them. Find resources that will assist you with having complete access, not just a name, but complete access and contact information so you can get to this limited skilled talent group before the competition does. Seriously!

Stay focused recruiters!

Recruiting efforts in 2016 will need to be aggressive and on-going. Start the new year by using tools and methods that will give you access to the hidden talent, the passive candidates, the skilled workforce your company and clients need. Start identifying, recruiting, vetting, presenting and of course building your networks. Now is not the time to let up, pause or stop your recruiting efforts. It is time to be aggressive and get to know, not to mention hire the talent before your competition does.........just saying.

If you need assistance with your recruiting efforts, SGA Talent is here for  you.  We have a number of options which can help  you with keeping your recruiting efforts aggressive and continuous while saving you money during the process.

Just give us a call, we look forward to it.

Sheila Greco 518 843-4611

sgreco@sgatalent.com

Are You A Fully Engaged Recruiter?

Not All Recruiters Are Fully Engaged Recruiters

Fully Engaged Recruiters Tend to Be Door Openers To Passive Candidates & The "Welcome Mat" For The Active Ones

Fully Engaged Recruiters Know The Importance Of Utilizing As Many Recruiting Solutions As Possible While Keeping Their Recruiting Efforts Continuous

Recruiting is not an easy task. It is a recruitment process that requires hard work, dedication, commitment, integrity, honesty and having the ability to be a great networker. Fully engaged recruiters will win the war for talent in 2016. Fully engaged recruiters are ready and willing to do whatever it takes to identify, recruit, vet and present the best possible candidates for each and every role.

Fully engaged recruiters are creative, out of box thinkers, producers and results driven. Fully engaged recruiters in 2016 will be expected to identify the potential talent pool of candidates (or partner with someone who does), use a number of recruiting solutions that include connecting via the telephone, in-mail, corporate email and send an invitation to connect on LinkedIn. All 4 connecting vehicles will need to be used to be successful in 2016. Fully engaged recruiters, sometimes referred to as "stalkers" have a job to do and that is to get to  the passive pool of candidates before the competition does.

Game On! Be sure to be the fully engaged recruiter now!

Please take a look at my recent Retrain Your Recruiting Brain presentation regarding "Retrain Your Recruiting Brain" where I touch upon the importance of being a proactive, fully engaged recruiter. I am presenting all across the country so if you wish to learn more I would be happy to discuss this with you. Now go get the candidates before the competition does……..

Happy Hunting!

Sheila Greco

sgreco@sgatalent.com

Trending Today....The Importance of Having Access To External Talent and Intelligence

  Is your team exploiting the benefits of having access to external talent and external Intelligence?

Or are you part of the group that only recruits talent and is not interested in Intelligence?

In 2014 all involved with talent acquisition, talent management and human resources will realize the importance of linking talent and intelligence.

This year is all ready starting out to be an interesting and an exciting year. It is the year where the economy is expected to grow, employees become more interested in exploring new opportunities outside of their current organizations thus causing all involved with recruiting, talent management and human resources in general, to be able to react and perform accordingly and successfully.

This improved economy also means corporations will be hiring, investing in their employees and comparing internal talent to external talent. The importance of doing all three should result in the creation of building strong internal talent with the ability to successfully compete in a variety of ways and levels. In order to do this task, the company and the players involved with this exercise will need to have access to both external talent and intelligence. It will also require having a strong talent acquisition strategy and results driven recruiting process that delivers.

So as I see what is trending today and this year is to have access to external talent and intelligence. It has been done and continues to be done by many of the best of breed companies as well as many industry leaders. For human resources the need to have access to organization charts to include diversity information and salary information will be a necessity.

Of course it is all about the team that is pulled together to do monumental, yet important task. Just as important will be the fact that there is a strong leader in place who can handle this. He/She must be ready to manage, set goals for each player, and have the ability to arm the team with information and tools necessary to succeed.

From a recruiting standpoint there needs to be strong engagement between human resources, recruiting teams and the hiring managers, but just as important is having access to the talent that no one else may have. Once this data is compiled and available to both the talent management and talent acquisition team this invaluable information will prove to provide differing benefits specific to each. The data should not be limited to just mapping and producing organization charts of the companies of interest but have additional intelligence as direct dials, emails, profiles and salaries. Brilliant and powerful!

External Talent and Intelligence.......

Every corporation needs it!

Every human resources professional needs it too.

It's logical, it is a necessity!

Sheila Greco

sgreco@sgatalent.com

SGA Talent Creates A Private Human Resources Community To Help Clients Find Talent

 

SGA Talent (Sheila Greco Associates LLC) integrates Work Market Platform into its company service offerings launching SGA HR Talent.  

Amsterdam, New York / New York, New York, May 15, 2013 - SGA Talent, a leading research, recruiting and data company announced today that it has partnered with Work Market to create an exclusive global on-demand network of premier contract recruiters and human resource professionals.

"My vision is to build premier Human Resource talent communities for both contractor and full-time professionals, so when clients need talent, they come to us for a rate that fits their budget and fees much lower then the average for full-time recruiting assignments. The contractor has the freedom to control their own workload and the full-time professional has the opportunity to review positions offered within the community. Unlike the job boards or other social communities, the talent will be prescreened ensuring quality candidates are part of the candidate pipeline. A bit of traditional recruiting and the use of new technology creates a successful recruiting process. Additionally by offering this type of service, it allows our client organizations access to a scalable network of contract and full-time resources”, said Sheila Greco, President and Chief Executive Officer of SGA Talent”

SGA Talent has worked extensively over the past six months to create this enhanced Work Market gateway that allows jobs, job status, job notes and ratings of the contractors and full-time professionals ensuring only the best talent is chosen each and every time.

Work Market co-founder and Chief Operating Officer Jeff Wald added, “At Work Market we have built a market leading product that has shown its effectiveness in serving over 250 clients, including some of the country’s largest enterprises.  We are honored to collaborate with a market leader in human resource management like SGA Talent.  Sheila and her team will be able to utilize the Work Market Platform to manage an on-demand labor force and provide the right labor solution for their clients.  SGA joins market leaders like Omnicom, Lockheed Martin, NCR and Adecco as users of the most advanced contingent labor platform.”

"Work Market and SGA Talent both provide excellent solutions for employer and service business management, respectively.  Together these two companies are creating a labor platform with an “eBay type - name your rate” alternative for the employers.  Today's economic conditions are creating change in the workforce and why not be the one’s innovating. This new service will help build efficiency and cost savings effecting bottom line for SGA's clients”, said Sheila Greco.

SGA's suite of products and services include Passive Candidate Research, Pre-Screening and Recruiting, Customized Competitive Intelligence, SGA ExecutiveTracker database and now SGA HR Talent.

About SGA Talent:  An industry leader for more than 23 years, SGA Talent takes great pride in partnering with our clients to provide them with data, research used for sourcing passive candidates and recruiting when needed.  SGA also provides a unique database (SGA ExecutiveTracker) for corporate and search firm clients to find talent within 15,000 top corporations starting with the C-Suite through individual contributors. It provides accurate direct dials, email and biographies, a great resource for anyone interested in quality, compiled information. To learn more about our suite of services, please visit us at www.sgatalent.com.

About Work Market:  Work Market is the leading enterprise-class freelance labor platform and marketplace. Businesses of all sizes use the Work Market platform to manage the complete life-cycle of their freelance labor, including the selection and hiring of contracted resources, the deployment and ongoing management of labor at scale and all associated payment and legal compliances. This allows businesses to increase labor productivity and enhance work quality while dramatically reducing costs. For more information, visit http://www.workmarket.com.

To become part of these human resources communities go to  http://bit.ly/YwoIF5

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