Stay Ahead Of The Rising Demand For Talent

Stay Ahead Of The Rising Demand For Talent

Be Ready To Make The Hire When The Right Talent Is Presented

Don't Let Talent Slip Away

recruiting Needs To Be continuous

Keep networking. Keep the process moving forward.

 

We read it, hear about it and of course live it…. the war for talent is on. We are at the point where companies need to make hiring decisions fast and or faster than they have been accustomed to in order to compete for talent. Companies need to be in a position to make quick hiring decisions while making sure the hiring decisions are smart ones. The unfortunate part for those who act slowly, can result in watching the world-class talent  slip away go to the competition or simply become unengaged.

Hiring should not be stressful, or minimized by busy hiring leaders. Unfortunately sometimes hiring may take a back seat due to busy schedules, business obligations, the need to meet business goals and objectives. But none-the-less, as of late, we are seeing many hiring managers becoming fully engaged. When they are, the process couldn't be better.

We all recognize that recruiting is not just about the recruiting process or recruiting strategy but really about hiring the right talent that will help position a company to compete and achieve positive results. Therefore when a search for a new employee is launched, it needs to be the focus of all involved. Otherwise it may result in an unsuccessful pursuit or loss of world-class talent.

Good luck to all.

Sheila Greco

sgreco@sgatalent.com

Don't Lose Best In Class Talent To The Competition - Candidates Will Have Options - Recruiting Efforts Will Need To Be Stepped Up

Recruiting Will Be Competitive This Year

Candidates Will Have Options

Best In Class Talent Will Be A Hot Commodity

Recruiting Will Need To Be Proactive

........Reactive Recruiting Is So Yesterday

According to the Kiplinger Report, the job market in 2014 saw an increase of 2.953 million jobs with 2015 shaping up to do even more. It also reported that unemployment should fall to 5.3% by the end of 2015. Therefore, for many, especially recruiters, there is an enormous amount of positives to look forward to this year.

All of the industry indicators confirm that recruiting top talent will be competitive this year creating a marketplace where candidates will have options. With job openings expected to be on the rise, companies need to be aggressive with their recruiting efforts and recruiters need to be ready to perform in order to meet the market demands. It is all about the candidate this year and winning the war for talent. 

If you want to be a Recruiting Rock Star in 2015 you had better step your recruiting game.  Recruiters who want to succeed and exceed, must pay close attention to this year’s trends, the economy and every other detail that affects finding superior talent. In 2015, Best-in-Class recruiters have the opportunity to separate themselves from the pack by demonstrating tenacity and their creative approach to achieve the goal of winning the war for talent.  This year presents an opportunity for great recruiters to set the bar and establish themselves as recruiting geniuses and strategically position themselves as experts providing stellar candidates.

Rock star recruiting will require a proactive approach. Foresight and strategic planning will take center stage. Lazy recruiting tactics will no longer net even baseline results.  This year, unlike the past few years, will be the year where recruiters will need to identify, connect, vet and present qualified candidates quickly. Successful recruiters must focus their efforts on Proactive Recruiting.  Gone are the days of posting, waiting and hoping. I caution those slow to make the change, to be prepared to fall short of recruiting expectations.

Corporate executives and hiring managers will need to be mindful of timing and potential candidate options. It will be imperative for companies to react quickly and commit to qualified candidates before the competition does. Companies slow to hire in 2015 may find themselves losing top talent to their competitors which may have devastating effects on their competitive edge. Additionally, it should be noted, that by waiting, pausing or delaying talent acquisition, companies may unintentionally increase their costs for recruiting not to mention job vacancies being open a bit longer.

This is truly the year where timing is everything – Proactive recruiting, smart recruiting and aggressive hiring will ensure companies are securing best in class talent and not risking the loss of such talent to their competition.

Winning the war for talent in 2015 could reach insanity! Don't let best in class talent slip away or for that matter, not be found. Step out of the comfort zone and aggressively seek the talent you want. Don't find yourself competing with talent that is easy to find – the candidates everyone else is calling and those that are easily accessible. This is certainly the time to seek out the talent you want from the companies you want and recruit them! Find, Connect and Entice top talent! Tell them your story and how they may succeed at the organization you are recruiting for. Lastly, don't forget to stay connected with them. Be sure to establish meaningful business relationships with these professionals. You just never know who will be your next hire…..

Want to win? Then step up your game! As the demand for talent heats up, it causes the supply to cool down. Unfortunately, this can mean that the process to recruit the best and the brightest talent may become a constant and costly battle. This is the year of change. It is a candidate-driven marketplace. Candidates will have options. Please do not limit recruiting efforts to reactive recruiting. This is the year that recruiting strategies will need to employ proactive recruiting strategies to limit candidates’ options and recruit them before the competition does!

Now, go get the best in class talent before your competition does. Candidates will have options.

Just saying!!

Happy Hunting!

Sheila Greco

Tips for Recruiting Top Talent....Use The Right Recruiting Email Subject Line!

Identify, Connect, Vet and Present!

Recruiting is all about connecting!

Recruiters need both a great message and a strong recruiting email subject line in order to be successful.

Recruiters have found success using emails to connect with potential candidates. I am sure the results are directly related to having a recruiting email subject line that wants the potential candidate to read more.

As always I like to share email subject lines that have been successful for me. Please note these are the ones I used while recruiting a Vice President of Marketing.

Enjoy!

1. Subject line: We have identified you as a marketing expert. I want to learn more about you, your career and possibly next steps.

2. Subject line: We have identified you as being one of the most talented in your space, lets network.

3. Subject line: As a marketing expert, I am interested in networking with you regarding a role we are working on.

Again be sure each email is personalized and has enough information regarding the role and the responsibilities. Having this information helps the professional with making the decision to learn more, refer or decline. If they decide to move forward and schedules a call, I make it a practice to send along the job specification and ask for their resume or biography prior to the upcoming discussion. I believe this results in having a productive conversation for both parties.

What recruiting email and recruiting email subject line works for you? Please share with us so we may use it too.

Happy Hunting.

Sheila Greco

sgreco@sheilagreco.com

It's No Secret - Recruiting Requires The Use Of The 3 T's - Telephone, Tools & Technology

These 3 T's  offer the powerful solution to identify, connect and recruit mission critical talent!

Once again we are setting the bar high for the industry. If you are not using the 3 T's to create the potential talent pool, provide ways to connect with these folks, offer biographical information and of course presenting qualified candidates that are needed by your clients, then in my opinion you have not reached your full potential.

3 T'S FOR RESEARCH; TELEPHONE, TOOLS & TECHNOLOGY

Telephone - It almost always ensures completeness. It provides such information as direct dials, emails, reporting relationships and current titles. It is accurate! This method also builds organization structure around professionals of interest and is certainly used to connect with potential candidates.

Tools - Recruiters love tools and as we all know there are many benefits associated with using tools. Such tools are SGA ExecutiveTracker, LinkedIn, Twitter and Facebook to name a few. So be sure you are using the ones appropriate for each assignment but do not rely only on these tools to recruit.

Technology - The computer, the telephone (smart phone) and any other device that can help with identifying, connecting and recruiting the candidates.

Recruiting requires results and the 3 T's can and do help with producing results.

Recruiting requires knowing the potential talent pool.

Recruiting requires the ability to have a number of ways to connect with people and knowing you need to use all of them.

Recruiting requires someone who believes that time is of the essence and knowing that you can never stop recruiting until the hire is made. No one said this job but it can be very rewarding!

Use the 3 T's because recruiting requires it!

By using the 3 T's there is no limit that can't be reached. Check out an example of our research deliverable that produces a strong pipeline of candidates. 

Happy Hunting!

Sheila Greco

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

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

Sign up today at a time convenient for you.

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.

What's In Your Recruiting Bag?

Not all jobs are created equal.  Not all tactics or methods are created equal.  Building relationships and talent pipelines are still critical to reaching out to passive candidates and engaging them effectively. Building talent pipelines, conducting research and sourcing will not be disappearing any time soon, due to social networking or utilization of the Internet. Technology along with tools that utilize smart technology is not replacing people or high touch recruiting techniques. SGA Talent believes there are limitations to all of these and a mixture of the resources produce the best results.

And yes certain methods and tools work better for some roles while others not so much.  Make sure you track and know which sourcing strategy and tactics will get you the best talent in the most efficient way. We agree some roles are in multiples and transaction oriented while others require a personal touch and require building relationships while networking. Know the difference and choose the method that is most successful to complete the task.

Data remains king.  There are many methodologies on how to collect and access data.  Data can also create blocks as time is of the essence and sometimes sorting through too much data slows the process.

SGA Talent clients utilize a number of our solutions to assist with their sourcing strategy, which include products that are not part of SGA Talent!  We agree LinkedIn, Sendouts, social media connections and networks are key to any sourcing strategy.  Including your own ATS  But the personal touch and effective communication still is a key role for any recruiter.

Therefore, don't take to heart some of the recent articles/writings indicating that sourcing and research is no longer needed.

What worked yesterday might not work tomorrow but identifying talent utilizing all sourcing strategies (remember employee referrals!!)are still on the mind of our clients.The goal remains the same:  identify, engage, communicate, market, sell, assess objections and close the talent.  It’s a journey.

Happy Hunting and I look forward to your comments.

Best regards,

Sheila Greco

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

What is Trending in Recruiting?

What is Trending In Recruiting?

The latest game changers in recruiting are Facebook, LinkedIn, Twitter and many will say these resources or as I call them tools have revolutionized recruiting! So what lies ahead? "What Is Trending In Recruiting?"  It may only be for the moment, the day, the month and may or may not make the list next time.

Years ago there were limited options when it came to recruiting talent. Today there are many choices and resources so try to make it a point to explore the different choices and choose the ones that best fit our needs.

So, what is Trending  in Recruiting now?  Yes literally right now? Because Times They are a-Changin. Click on it, Bob Dylan's YouTube Song....

So what Is Trending In Recruiting?

1. Corporate internal recruiting functions are growing.  These teams are often led by seasoned, ex-Executive Search professionals.  Year over year these teams are becoming more sophisticated, efficient and cost-effective.

2. Executive Search firms are experiencing a year-on-year fall in revenues of a -6% from Q2 2011 to Q2 2012, the quarter-on-quarter data highlighted an upward trend (+8.6%) for the first time since June last year.

3.  Recruiting from the competition is stronger than ever. Stealth research is needed to do this.  Many agree that although social networks have proven to be great resources, a limitation is their ability to show a complete picture of the potential talent pool without further investigation. Traditional research is mostly used for this method of identifying the players at the competition.

4. Passive Candidates Only Need Apply! Still rearing its ugly head.

5. Transactional recruiting is on the rise. Can hires honestly be made without the human touch?

6.  Debates over the effectiveness of social networking recruiting continues and how ROI can be measured for such resources. LinkedIn is very very effective but the jury is still out with regards to Twitter and Facebook.

7. Not sure if the current corporate recruiting process can handle the upcoming demand.

8. The use of social media as part of the recruiting process will continue to be a trend for some time.   Recruiters and hiring managers use these tools for recruiting, researching, networking and verifying.

9. Too much data! Too many tools! When the demand for talent heats up will some of the social media tools survive? Ask yourself do the use of these tools actually help a lot, so-so or very little. Rate them now!

What are the trends you are seeing? We would be very interested.

Happy Hunting!

Sheila Greco

sgreco@sheilagreco.com

The Value of Hiring Best-Of-Breed Talent!

Retailers Want Best-Of-Breed Talent!

The Importance of  Best-of-Breed Talent To the Retail Industry!

There is no question about it; there is a difference between good talent and best-of-breed talent.  My focus today is on the retail industry. Why?  Keep reading to find out! 

The retail industry as a whole is in the midst of a talent war.  Faced with high turnover, access to mediocre talent, the cost of training and trying to retain talent continues to rise thus negatively affecting the cost per hire for some retailers.  Similar to other industries, retailers are now finding it necessary to create a cohesive relationship between the talent management and talent acquisition teams. Many retailers now believe that In order to be successful on a long-term basis, recruiters need knowledge, access to best-of-breed talent and a process that allows the recruitment of these individuals to be in place. It has been proven that great companies are made up of great people; therefore it makes it very important to find and recruit best-of-breed talent at every level.

Where do recruiters get this knowledge?  They get it from the competition and companies who have hired previous employees from these firms.  The knowledge comes from knowing who the talent is and having access to that talent. The nice thing about knowledge like this is that it can be shared with  talent management professionals and used in a variety of ways.   Let me tell you that retailers who employ these strategies have very low-cost per hire numbers.   I know because we continue to help them.  This strategy does work.

For years my firm has assisted retail clients with identifying top talent.  As the assignments roll in, I continue to preach that there is talent and there is best-of-breed talent. What is the difference you ask?  Well, for starters qualified talent can do the job and perform its day-to-day tasks. Okay you may say.  Best-of-Breed talent is different! These professionals can excel within the organization and have high potential to grow and advance, as well as positively affect the productivity of their team(s) as a whole.  Hiring this type of talent can also lead to lower turnover if continued internal growth occurs.

Retailers have come to understand the importance of a process driven recruiting strategy and how critical it is to be sure there is a strong candidate pipeline of best-of-breed candidates to choose from.  Beyond contrary belief this is even occurring at a variety of levels to include store managers, buyers, not just manager levels and above.  The result is hiring “the right professionals” while hiring the “right candidates” who want to be part of a winning company.  This in turn can and will reduce employee turnover over time.  Retailers are not any different from other industries. In fact because most retailers do have such heavy turnover that maintaining and hiring the best talent can be at times more difficult. But now understanding the value of hiring best-of-breed talent at every level, will long-term have a positive impact throughout the company in a variety of ways.

Many believe turnover can be reduced by creating a work environment that offers career growth, continuous learning, development, having a career nurturing superior, team support, receiving recognition, respect and having a feeling of autonomy.  All of these things are true, however I continue to believe that none of these things matter if you don’t start with hiring the best-of-breed talent at every level. 

Don't stop now! Each hire needs to be looked upon as a great hire, not just someone filling a role.  Great hiring also starts with having access to great people.  We advise our clients when hiring not to just focus on filling the current role, but to find future leaders, those who can be part of the company for a long time. As we all know, this strategy can positively affect the talent management needs too. It allows great talent to have continued growth within the organization. 

I believe that talent management is no longer a luxury to be focused on senior leaders and managers, but must be viewed as essential and integral part of corporate sustainability and long-term growth.

Why retail? The exciting news for everyone in the retail industry is that SGA Talent, A Sheila Greco Associates Company has created a private retail networking community where best-of-breed vetted out talent (passive candidates) can have access to opportunities as they become available before they even hit job boards. Over the next few months we will begin reaching out to many best-of-breed professionals to join our exclusive community.

If you would like more information on our invitation only retail network, please contact me at (518) 843-4611 ext 282 or via email at sgreco@sheilagreco.com

Happy Head Hunting! 

Sheila Greco

Using the right recruiting email to recruit. Customize the recruiting email each and every time!

The recruiting email!

There is the Direct Recruiting Email and A Networking Recruiting Email. They need to be different.

Who is receiving the email? Each message needs to be specific to that reader. In order to be successful when using email as part of the recruiting process you need to know who you are sending the letter to and the message that you believe will yield the most responses.  Yes portions of the letter can be the same, but it still needs to be customized.

Recruiters love to network and so do "smart" professionals. I love sending out recruiting emails because we have had much recruiting success using this type of method.   What I love most about it, is the fact that often times great referrals and candidates are the results of these efforts, as well as connecting with others who can potentially be future candidates and networking buddies!  Returned or forwarding recruiting emails are like presents to me! I can't wait to see the goodies  inside!  In a recent study of our recruiters performances we discovered that on average 87% of our messages are answered within 24 hours. Wow staggering numbers that we all get excited about.

So obviously we are believers in this type of method. Although we are also believers in the fact that you answer any email within 24 hours as well.  Okay, Before we can begin our email recruiting efforts, we need to have superior data. Yes the information needs to be accurate. This includes having access to the right potential candidate pool with emails and direct dials to be used later, as well as having access to those we wish to network with.  You heard it here first folks, there is nothing worse than having a bounced email. I hate it!!! It slows me down and frustrates the heck out of me. Anyway, assuming we have the right contact and the right email associated with the contact the fun can begin! The following are a few email recruiting messages we use.  Enjoy!

Networking recruiting email subject line suggestions.

Subject line: As a thought leader in your industry I was hoping to network with you regarding a recruiting assignment we are embarking on.

Subject line: We are recruiting for a Vice President of Sales and I would very much like to network with you.

Subject line: I would very much like to network with you, as I have become aware of the fact that you are a well-regarded professional in your industry.

Subject line: We are recruiting best of breed professionals in your space, let's connect and network!

Subject line: I am very interested in connecting with you to discuss an opportunity I am working on.

The Direct recruiting email subject line suggestions.

Subject line: We have come to recognize that you are a star amongst your peers. I am a recruiter and would like to connect with you.

Subject line: We are recruiting a sales superstar and we are interested in connecting with you.

Subject line: As a well-regarded professional in your space, I am interested in learning about you and your future goals.

Subject line: We have been asked by our client to find/recruit a superstar and we want to connect with you.

Email Examples. (Let's assume we are recruiting a Regional Sales Manager for a Business Intelligence, Data Warehousing company located in Chicago. The recruiting email template that may be used:

Example of Networking Recruiting email.

Good morning Tom (always address the recipient), hope all is well with you. As a thought leader in your industry I was hoping to network with you regarding a recruiting assignment we are embarking on. ( I like to use what I stated in the subject line, but you don't have to, I just prefer to). We have been asked by our client to identify a best of breed, super star sales person for the Midwest region and was hoping you may know of someone.

We are looking for a hunter, one who has a passion for selling, customer service, and is self motivated by the desire to exceed his/her own goals as well as the goals set by the company. The client is in the business intelligence and data warehousing space. (rarely do we say who the client is in this introduction email)

Realizing you are a busy person, would there be a date and time I may reach back out to you that may work? Otherwise please feel free to contact me directly. I look forward to it. Additionally, if you wish, you may also pass this email along to others you may think may have an interest. Again thank you and have a great day!

Example of Direct Recruiting email.

Good morning Tom (always address the recipient), hope all is well with you. We have been asked by our client to identify a best of breed, super star sales person for the Midwest region. We are looking for a hunter, someone who has a passion for selling, customer service, and is self motivated by the desire to exceed his/her own goals as well as the goals the company has set for them. Ideally this individual will have a minimum of 8 years experience as well as a bachelor's degree. Our client is a highly regarded company in the business intelligence and data warehousing space.  (rarely do we say who the client is in this introduction email)

During the course of our research, we have identified you as being top amongst your peers and I would very much like to connect with you regarding this great opportunity. Not sure this may or may not be for you, due to timing or you may be doing very well  right where you are. Either way I would really like to connect with you to learn more about you and your career goals.

Realizing you are a busy person, would there be a date and time I may reach back out to you that may work? Otherwise please feel free to contact me directly at any time.  I look forward to our conversation. Additionally, if you wish, you may also pass this email along to others you may think may have an interest in this. Again thank you and have a great day!

That's all for today folks but there is more if you want me to send them to you.  sgreco@sheilareco.com

Happy Hunting!

Sheila Greco

Recruiting Passive Candidates & Keeping It Simple Silly!

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

Recruiting Similar Talent & Skill Sets Can Be Done Efficiently and Cost Effectively

She is a one of a kind Fashion Super Star!

Whether a company is Rebuilding, Adding, or Upgrading

Recruiting Similar Talent & Skill sets can be done efficiently and Cost Effectively

In some cases companies are looking for a super star like the one in the picture and other times, there exists a need to rebuild, add or upgrade a team. In such cases where there needs to be multiple hires, there are a few ways companies can do this and do it cost effectively. Recruiting today is about efficiency, uncovering quality top talent and its related cost.

Recruiting is a process and when recruiting similar talent and skill sets it is even more important than ever to use a methodical research/name generation step as part of the recruiting strategy.   Research/name generation can be done internally or outsourced.  Either way be sure this step includes a comprehensive target list, targets specific talent (architect, developer, buyer, product manager, sales representative/territory manager, auditor) and the recruiter must have the mindset that in order to begin recruiting there must be at least 50 names on the list (exception: when recruiting tax, audit and consulting talent I recommend a minimum of 100 names). It is a goal, it helps with the process, it keeps the recruiter organized, it can be referenced as time goes on and recruiting continues. It has many great uses.   Now that the research is done and done well, it needs to be followed by a proactive recruiting process.

The proactive recruiting process starts with connecting which can be any way the recruiter wishes; telephone, social networking medium, emailing , texting whatever but you need to connect with all on the list, otherwise the research step is for naught.

Staying organized is a must. It creates efficiency.  A good recruiter can double the size of the list or even triple it.  Now you are humming.....As the connections are being made, potential candidates are being vetted, the best are being presented and those not making the cut are being told it is just as important an activity to create a network of professionals in this space.  The best way to do this is by getting your information (the recruiter's) out to as many people as possible while the recruiting is being executed. Even to those who are not interested. Who knows this could change.

Long term, recruiters want professionals to know who they are and what types of positions they recruit for. Professionals need your contact information! How do you do this? It is easy! Just ask everyone how they would like you to deliver your contact information to them and also ask how they would like to be contacted next time.  What does this do? It makes you part of their professional network and he/she is now part of yours. You are now connected.

Additionally by having your contact information these professionals can connect with you when they are ready to make a move, want to refer or just chat. You now have a professional friend as well.  Oh so easy......just recruiting, building relationship and becoming a monster networker. It doesn't get any better than this.

Recruiting multiple professionals with a specific skill set can be considered easy, difficult and scary to some. But by knowing and using the recruiting process it can be made simple and cost-effective.  Once again being organized creates efficiency and efficiency creates less effort which saves time and saves money as well.  This is music to everyone's ears. Yes, recruiting multiple talent and skill sets and utilizing an efficient process can and does uncover top quality talent and creates a cost-effective way to recruit.

How can it be cost-effective? Companies have an option to negotiate the fee, suggest a flat fee if the recruiting is outsourced.  If it is done internally efficient recruiting efforts and filling the pipeline with all "A" Players who can all do the job, obviously results in awesome ROI.

Remember talent is a company's greatest asset. So when recruiting, it is important to hire the best, most qualified player who can fit in the company's corporate culture and whose long-term and short-term goals match the company's .

Thanks for stopping by...

Sheila Greco

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

 

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

Role Of A Recruiter. Are You Really A Recruiter Or Just Playing One On TV?

You know you are a recruiter when you...

1. Recruit- Not a recruiter that limits their efforts to just posting, tweeting,  and just taking whomever comes along. Real recruiters naturally and actively seek out the talent required.

2. Network- Speak to all who can help you connect with the best of breed talent. Continues to keep the networks they developed active. Networking work both ways! Always return calls and emails.

3. You become the expert - Regarding the position, the company, the hiring manager's needs and wants.

4. Really know the talent you recruited - Of course you need to know the background of the candidates, but you also need to know what make them "tick", gets them excited, what their long and short-term goals may be, and of course WHO they really are to include what they do in their spare time.

5. Only present on target candidates that fulfill the needs of the hiring managers and  are a match with the company's corporate culture. 

6. Have a sense of urgency- Feel everything needs to be done today! Nothing can wait until tomorrow. Do it now!

7. Organized- Being organized helps with effectiveness and efficiency.

8. Understand recruiting is a process - Willing to do what is expected during the recruiting cycle.

9. Overcommunicate - Follow through with the candidates that make the cut and those who do not. Always be available for the clients and candidates.

10. Always  ready to do #1.

There are many recruiters out there. There are many people who think they are recruiters and fewer great recruiters. If you are passionate about recruiting you can certainly be a successful one if you really care. Know the role of a recruiter before you take on the challenge.

Thanks for stopping by!

Sheila Greco

Sheila Greco Associates LLC, your research and recruiting resource! We look forward to hearing from you!

http://sgatalent.com

Recruiting Top Talent & The Importance Of Creating A Solid Target List

Top Talent can be hiding within the walls of the competition.

But don't stop there!

After reviewing numerous 2012 recruiting predictions and trends,  there seem to be 2 predictions that make every list.

1. The importance, need and desire to recruit directly from the competition.

2. Finding the much-needed talent with mission critical skill sets specific to an organization.

As I begin to think about this and how I can help my clients with these two trends, it has become obvious to me the need to emphasis the importance of a solid target list. The solid target list acts as a roadmap, a plan, as to where the talent may be sitting and poached. So by taking the time to creat a solid target list, long-term will help with identifying and recruiting the hard to find top talent needed by the organization. It is important to know that each target list needs to be specific to the requirements of each specific job. There could be some homework that recruiters may need to do to put together this solid target list, but it will be well worth the time and energy.

When creating a solid target list, I usually divide it into categories:

1 Target List, 5 Potential Categories

1.Competitors- Direct Competitors, same size, similar brands and services. (J&J)

2.Best Of Breed - companies with critical mass, best and brightest management teams, (companies may include  P&G, General Mills,  Apple, Google, Goldman Sachs, General Electric etc)

3.Back Yard Warriors - Great companies with great talent where recruiting top talent would not require relocation.

4.Small To Medium Companies On The Rise, but in  your space - Since 2008, great talent has been recruited by these companies and they have benefited greatly so great places to investigate and definitely not ones to overlook.

5.Specific teams within organizations - Those that have been recognized or known to have solid management and team players. (Human Resources Awards, Marketing Awards, Retail Creative teams).

If you need help with putting together a target list, call me at 518 843-4611 or email sgreco@sheilagreco.com. Glad you stopped by sgatalent... Until the next time enjoy!

Sheila Greco

Companies Who Employ Proactive Recruiting Strategies Will Win The War For Talent!

Back to Recruiting Basics!

Proactive Recruiting Strategies Include the Process of Knowing the Potential Talent Universe Before the Recruiting Activity Begins.

So you think you recruit -  but are you really recruiting or just think you are? Proactive Recruiters actively  recruit, search, hunt, seek out professionals who are employed by companies of interest, looking for those who can be enticed by a better opportunity and quite frankly just follow a methodical recruiting process utilizing  back to basics recruiting strategies.   I firmly believe that unless you know who is part of the potential talent universe before you recruit,  you cannot say with confidence that you have actively recruited, presented and hired the best-qualified candidate for the job!

Presenting candidates and filling the pipeline of candidates with only those who come to the recruiter, the company, found on job boards, the internet and are active is a very limited way to recruit. Wouldn't you agree?  I think that by only filling the pipeline of candidates with these types of recruits is what I call reactionary recruiting or passive recruiting. Recruiting in such a manner, in my opinion can be doing  a disservice to the company and clients.

I am not negating the successes that do come from passive recruiting or reactionary recruiting I am suggesting that recruiters need to take a step back, take the time to learn about the potential talent that could be available to the organization and clients. Recruiters really need to proactively use methodologies that uncover or identify potential talented recruits and then go recruit them.

Recruiting defined by Business Dictionary.com sums it up.... The process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost-effective manner. So you need to identify - know who you are recruiting by using research/name generation/traditional telephone research as part of the recruiting process.

Proactive Recruiting and returning to  Back To Basics Recruiting Strategies is  a long-term strategy and can be well worth it if a company truly believes people are their best assets.  No one will disagree with the fact that having top talent, breeds winning teams, that win and can compete on many fronts.

Ask yourself, did I recruit the best available talent during the recruiting process? If the answer is yes, than share your knowledge with the corporation and the client. It will speak volumes.  Winning the talent war does require employing a winning recruiting strategy and it does include research/traditional telephone research, passive candidate research as part of the process. My recommendation is "to be in the know" and to really know who  is part of the potential talent universe before you recruit. I always say, "go get them before they get you! Be proactive in finding the best of breed talent.

Hope you enjoy my Back to Basic Recruiting Presentation and download it now.  I will be scheduling workshops in New York, Connecticut, Massachusetts, Chicago and Pennsylvania discussing Back to Basics Recruiting Strategies.  So if you are interested, please let me know by emailing me sgreco@sheilagreco.com.

Always here to help...have a great day!

Sheila Greco

Below is an interesting article.

Interesting article in Forbes

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

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

The Importance of Engaging & The Art Of Conversation As A Recruiter & Recruit

As A Recruiter We Need To Engage

As A Recruit You Need To Engage

Whether you are a recruiter or recruit you do have a lot to say. Conversations allow us to share what we want and need to.  Just to be successful in life one needs to master the art of  conversation and  engagement! I believe that hands down those who engage and are great communicators in general have a huge advantage over those who are quiet, offer up one liners and only answer questions when asked. This can be true both inside and outside of the corporate world.

Let's face it, as recruiters our job is to find the best of breed talent during the recruiting process. We need to stand out from the recruiting crowd. We want to be the ones the potential candidates call back  and want to connect with. We  need to engage a potential candidate, by creating an interesting story about the job we are recruiting for as well as how exciting the opportunity is and the importance of the role to the company. I always say, people will listen if you give them something good to listen to.

With recruiting,  a little teaser about the position can be a good way to engage. Personalizing the message adds a nice touch as well. You can do this even if you don't know the person. It shows them you took the time and want to speak to them with regards to the position.  If the recruiter is engaging and a good conversationalist, it makes it easier for the candidates to tell their stories.

Candidates you need to be engaging and master the art of conversation. You have a lot to say. You need to tout your experiences, your successes, your achievements, your passion for what you do. You need to tell the recruiter why they want you and why you will be good for the open position. Talking about yourself is about the easiest thing to do. You know it, you lived it and you should be proud of your successes! So tell a good story. Take the time to create it. Prepare!

Over the next week or so, I will be discussing my experiences as a recruiter and the different types of recruits I have recruited over the years. Sharing this information I hope will help all of you. Lastly, I would love to hear your experiences.....

Have a great day!

Sheila Greco

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.