Exploiting Intelligence Will Be Part of Future Recruiting Strategies

 

Intelligence will be part of future recruiting efforts.

Recruiters know how to successfully identify talent amongst the crowd. They also know how to exploit the intelligence gathered during the research/sourcing process. Often realizing the value of such intelligence and the importance it plays in creating a strong pipeline. But what happens to this intelligence once the pipeline is filled? Is the once sought after talent suddenly dismissed? Forgotten?  I sure hope not! They could be part of the next candidate pipeline. Even the next hire. That being said, it is important to cultivate relationships with such talented professionals. Don't waste the intelligence that was captured. Not to mention the time, energy and money spent. Be aware that intelligence will be part of future recruiting efforts.

Not measured on cultivating relationships? Probably true. But making it part of your recruiting practice is not a waste of your time. Soon enough there will be emphasis put on capturing and exploiting the mapping intelligence. The change in the marketplace is all ready occurring. Internal executive recruiting teams are beginning to take notice and monitoring top talent in the industry. It includes, mapping talent at companies of interest while tracking "A" Players. Yes, the industry is moving in this direction. Senior management has Intelligence on their radar. They are becoming more and more aware of the importance of such intelligence. Therefore I am a true believer that intelligence will be part of future recruiting efforts and strategies.

Lastly, no one can argue the fact that intelligence often results in attracting more talent than the company needs. Routinely over producing, creating efficiency while quickly filling the pipeline with exceptional candidates. All the more reason to cultivate relationships with the professionals identified. The goal needs to be that the recruiter gets to know them and they get to know you! As the relationship unfolds do begin to softly sell the company and the benefits related to working there.

Happy Hunting.

Sheila Greco

sgreco@sgatalent.com

Passive Candidate Research Finds Them, Recruiters Recruit, Evaluate & Present, But Candidates Are Who They Are!

Passive Candidate Research & Organization Chart Development Uncovers Potential Candidates and Reveals The Potential Talent Pool

Recruiting, Evaluating & Presenting With Knowledge Is Another Step

But Candidates Are Who They Are....

www.SGATalent.com & Sheila Greco Welcomes Colleen Alyward

Let’s talk about Age Discrimination for a minute. By Colleen Aylward

An excerpt from the book “from Bedlam to Boardroom” by Colleen Aylward

My clients are executive level job seekers who are completely lost in this new world of job search. They often complain to me about age discrimination as the reason they are still unemployed.

Maybe so. But there is another angle.

People like to hire others who are just like them.

If you don’t match the high energy, excitement, and passion of the rest of the company, the hiring managers perceive you as having no energy, no excitement, and no passion. Most likely, this is not the case. Most likely, you have learned over the years to think before you speak, but sometimes this asset can be a liability, given the age and perceptions of an interviewer. Yes, you’ve gained wisdom: You consider alternatives before making quick decisions; you do research on solutions; and you always consider the downsides of each. You call this prudence. They may call it slow. Strike one.

If you have let yourself go physically, many hiring managers may feel that your mental agility has atrophied as well. Seriously. It’s not age discrimination. It’s their perception of your overall energy and stamina, especially in a highly taxing position and/or one with a lot of travel and activity. Strike two.

If you don’t use the language, the acronyms, the newest industry buzzwords, they may think you are outdated. Or that you have lost the drive to keep up with new things. I knew an executive who was one of the first brilliant architects of the client-server age. He went for an interview with a large software vendor, but he didn’t describe his work in the newest language of distributed technology – “cloud computing.” Strike three.

So be careful when you start to think age discrimination is taking place. That will just make things worse. You’ll be defensive during your interviews without realizing it. And what you might perceive as “age discrimination” might be a hiring manager’s response to what you project in the areas of energy, influence, and atrophy.

World Class Recruiting

Recruiting Top Talent and Creating World Class Recruiting Organizations Were The Common Threads in SMA's Event This Year.

The day began early as usual, with a gracious opening from Chloe Rada.  The day went by quickly as the speaker line up had many top-notch Industry Thought Leaders, Talent Acquisition & Sourcing Experts.  The Keynote was Andres Tapia, who provided us with compelling insights and practical information on why recruiting and retaining diverse talent is a business imperative for any organization.  Among the speakers, as always a crowd favorite Gerry Crispin who was a great moderator with a five star panel of experts such as Annie Chae, Chris Gould and Tito Magobet.  This session proved to be very informative.  Each speaking openly about their background's,  experiences and shared with us a few of their successes. I am sure everyone learned something from this session.

What a great day for LinkedIn!  The company went public, how exciting for many. Another great panel joined Kevin Krantz, Enterprise Relationship Manager, LinkedIn and discussed the many uses of LinkedIn as a tool for recruiters.  The panel consisted of Suzi Edwards, Diane Hughes and Michele Portfilio.  The day ended with a session on Recruiting Metrics, nicely presented by Steve Lowisz.

This powerful professional community was warm, and friendly, often sharing their own experiences with each other during  sessions, in private and during the event's breaks.  The evening cocktail party  sponsored by us, Sheila Greco Associates was very joyous one.  The room was filled with laughter, buzz around the topics discussed and it was quite obvious people really enjoyed being there and with each other.  This Chicago SHRM is one of a kind we really enjoyed it since it gave us a chance to reconnect with clients, friends, and develop new relationships with future clients.

Again we want to thank Michele and Chloe for giving us the opportunity to be part of this event.  We were a proud sponsor and look  forward to being part of this community.

If you work in Human Resources, Recruiting, Talent Acquisition, and/or Executive Search in the Chicago area you need to be part of the SMA of Greater Chicago organization.

Intelligence is Everything....

Hiring Intelligently is the Only Way to Hire.

Being aware of the potential talent pool is critical to your success.

How do you know you recruited the best just because you made the hire?  Well, the truth is you don't.   You need the intelligence to be sure you did.  You do this by being totally aware of the potential talent universe.  You need to have the "inside view" of the talent pool of the professionals on your target list.

Time and time again we have proven there are significant benefits of knowing where to find the best talent, who they are and how to obtain access to them.  This is all available by using passive candidate research when you recruit.  This is done by building organization charts centered around the talent you are seeking.  This process does not necessarily need to be expensive but any cost involved is well worth it.

Successful companies have the intelligence on their competitors, back yard warriors, best of breed companies and the talent within each.

In order to be competitive you need to have the best talent.  Today a company's best asset and competitive edge is its people.   Having said that, when you are recruiting and/or looking to upgrade internal talent, become aware of whom the best players really are.

Follow my SGA Playbook and come back daily for information regarding recruiting the best with knowledge and intelligence.

Monday - Chapter 1 Who

Tuesday Chapter 2 Recruiting & Research Strategy

Wednesday Chapter 3 Recruiting Campaign

Thursday Chapter 4 Evaluation & Selection

Friday Chapter 5 Presenting With Knowledge & Intelligence

Calling, emailing, texting potential candidates

What came first the chicken or the egg! We know calling came first….but as a recruiter what do you do first? Call or email?? I prefer to email then call. How about you? But I must say finding emails and email formulas can be sometimes challenging. AND email formulas do not always work, but can be worth the try. Recruiters do agree that by using both emails and calling potential candidates as part of the recruiting process can and does result in a winning solution.

If you are looking for email formulas (again sometimes they work and sometimes they don't, but worth the try!).... search SGA ExecutiveTracker for free!!!!

It’s a little-known fact that searching for email formulas on SGA ExecutiveTracker is entirely free!

http://www.sgatrackerax.com/ETAX/ (S(5efiz545c10b2abij1eqh545))/UserLogin.aspx

If you see a company we don't have a formula for and you do, please forward it on to us and we will test it and post it when it works!!! Call me or email me privately if you wish at 518 843-4611 ext 221 or sgreco@sheila greco.com

So do you like to call first or email first. Love to learn about what you do and why!!!