Organization Charts Reveal Much About Structure & Talent

Fresh Passive Candidates for your next search  

Do you know who the players are at the organizations you track or compete against?

If you do, the power and competitive edge it gives you is priceless!

As with the middle and end of 2011, the beginning of 2012 is shaping up
 to be the year where talent management and talent acquisition teams will 
be collaborating even more than in years past.

This newfound trend has surfaced over the last 12 months with many of
 my clients. Although I have always thought this to be a perfect match, 
companies have just started realizing how well it really works.

So you ask, "What's really happening here?"   What's happening is these 
two teams are pulling together to create a master plan that includes a
long-term recruiting strategy.   Together they are finding that creating 
organization charts of potential recruits from companies they repeatedly
 recruit from is cost-effective and useful to both teams.  That's right -
ROI for both teams.

How do both teams get ROI from organization charts?  Well, the old
saying you have to spend money to make money rings true on this one. 

The up-front costs are minimal when you consider the fact that you are
 reducing your cost per hire over time and the easy evaluating of 
external talent at the same time.

The fact is organization charts reveal much  about structure and
 talent.

Structure: Organization charts show how the company may organize itself
 by business functions: finance, marketing, operations, sales, research &
development etc. Others may organize themselves by product lines, brands, 
services, or a combination of both etc. But you don't know any of this 
until you actually see and have access to it.

Talent: Once organization charts are complete the next step is to 
develop biographies of the key players and others of interest for use 
today, tomorrow or next month. To make it even more powerful you can add
 salaries to this information.

This information can be used for recruiting, benchmarking, talent
 management and some professionals have been known to use it to draw 
inferences about a firm's culture. (See where I am going with the ROI 
here?)

Spending money on this type of service should be a "no brainer" and it
 has quickly become one for the talent acquisition and talent management
professionals at many Fortune 1000 Companies, Top 5 Leaders in many
industries and small emerging companies who have key players recruited
 from the companies who make this a practice.

If you have any questions about my experience in this area or you are 
interested in seeing what we have done with regards to organization 
charts and projects that include bios, salary surveys and more, please 
feel free to contact me.

 

Thanks again for stopping by....

Organization Charts Reveal Much About Structure & Talent. Wouldn't you agree?

Sheila Greco

sgreco@sheilagreco.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

 

Office Christmas Parties Are Still Work Related Events. Therefore....

Office Christmas Parties Dos & Don'ts

Enjoy, just do it the right way!!!

Since 2008 Christmas Parties have been limited and in many places eliminated. This year as they make a comeback  let us not forget how to behave and make the most of them.  The Office Christmas Party should be fun. A time when you can let your hair down, live a little, but don't live it up too much. You are in control of your behavior. Keep it that way.

Remember the party givers want you to have a good time. It is now their time to say thank you for your hard work. Below are a few things to think about before you partake in this what should be a great event.

Do, mingle with management, keep it positive! A little brown-nosing during this time period can be lasting.

Do, enjoy the co-workers. Now is a good time to catch up, get to know or rekindle a relationship with a co-worker you rarely see but enjoy being with.

Don't overindulge, alcohol probably will be served. Don't overindulge to a point where you are saying, " Love you man." However, it is okay to have one  or two if you wish. No pressure, it doesn't make you have a good time. Be yourself and don't take it to your limit.

Don't be  the negative co-worker. It there is one around you, run! Do not become part of it or start it.

Manners, Manners, Manners. Now is the time to remember how to eat, drink, act, say hello, good-bye and thank you.

What to wear? Great information!

Cheers! Happy Holiday's Everyone! But don't forget,  Office Christmas Parties Are Still Work Related!

Joyeuses Fêtes! Felices Fiestas!Trevlig Helg! Boas Festas!Mutlu Bayramlar! Sarbatori Fericite!Jie Ri Yu Kuai! Tanoshii kurisumasu wo! (Have a happy Christmas)! Buone Feste! Ii holide eximnandi! Forhe Feiertage! Prettige feestdage! Hau'oli Lanui! Beannachtaí na Féile!

Sheila Greco

http://sgatalent.com

Emily Post's great-great grand-daughter's Holiday Posts Every Monday between now a.nd Christmas.

 

Description of Great Recruiters & Quotes To Keep Motivated

Great Recruiters Are....

Results Driven, Self motivated, Have the Desire to succeed, passionate, not afraid to fail, not afraid to work hard, Are money driven, Aim To Please

As a leader, trainer, a mentor and passionate recruiter, I continuously remind others the need to produce results, not just talk about it. Not that far off from what is expected from professional and college athletes.  In our world, it is all about finding and recruiting the best candidates quickly.

If recruiting is going to be your career and yes it is a career where one can make a lot of money and if you do it right have fun! But you need to give it your all.  All the time! Just Do It!  Below are a few quotes I share with others  as I mentor, coach and train. Have fun!

1. Some of us will do our jobs well and some will not, but we will be judged by only one thing-the result. Vince Lombardi

2. Be a yardstick of quality. Some people aren't used to an environment where excellence is expected. Steve Jobs

3. Control your own destiny or someone else will. Jack Welch

4. Success is dependent on effort. Sophocles

5. In order to succeed, your desire for success should be greater than your fear of failure. Bill Cosby
6. One of the things that may get in the way of people being lifelong learners is that they're not in touch with their passion. I you're passionate about what it is you do, then you're going to be looking for everything  you can to get better at it. John Canfield
7.  Aim for the moon. If you miss, you may hit a star. W. Clement Stone

 

If you wish to share any of your favorite quotes,  just do it!

Sheila Greco

http://sgatalent.com

 

 

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

Fresh Passive Candidates for your next searchBack 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

Fresh Passive Candidates for your next search

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

 

 

 

 

 

 

Guest Writer George Bradt on Sheila Greco's Blog...Awesome Stuff! A Must Read

Pause to Accelerate Onboarding Impact

 

Everyone starts out wanting to make a difference.  Then they get sucked into the day-to-day routine.  Their schedule fills up with meetings and stuff.  Soon they are so busy doing busy work that they don't have time for the things that really make an impact.

Don't let the things you have to do keep you from getting done the things that make a real impact

This is particularly tricky when onboarding into a new organization or role.  You don't know what you don't have to do and don't want to get off on the wrong foot with anyone.  There's a tendency to jump in and try to do everything, saying "yes" far more often than you say "no".

Don't do it.

Pause to Accelerate

Instead, pick a point of inflection.  For some it will be sooner.  For some it will be later.  For most, it should be sometime inside the 30 day mark.  (More on why in our book, The New Leader's 100-Day Action Plan.  For the moment, just accept that.)  Before the point of inflection, focus on building relationships and learning.  You don't know enough yet to make any decisions or to push your point of view.  After the point of inflection, focus on the few things that will make a real impact on what's most important.

George Bradt

200 West Hill Road, Stamford, CT, 06902
+1-203-323-8501 Office
+1-203-253-1569 Cell
518 843-4611
sgreco@sheilagreco.com
http://sgatalent.com

 

 

Golf For The Cure Sheila Greco Associates Gives Back To The Community And So Can You!

Golf For The Cure - Golf event helps fight breast cancer

As members of our great community we have the responsibility to give back to those who are less fortunate and in need. Sheila Greco Associates is committed to doing just that.

Last Friday we played in Dr. Sheridan's Golf for the Cure Tournament, what a great day. A completely sold out event resulted in once again exceeding expectations.   Dr. Sheridan, as always welcomes and thanks all the golfers, hugging many of them as he continues to show his passion for the cause.  He should be proud since this event combined with other smaller ones has raised  $615,000 to date. But he doesn't do it alone. He surrounds himself with a  strong family network and team of energetic, pleasing volunteers who also make it one of the best annual golf tournaments in our city. I know I truly enjoy the day for a number of reasons.

Giving back has been a longstanding practice of mine and our company included. We agree that yes money is always needed but  actually participating as an individual and company to community events, coaching  athletic teams and supporting school functions is what can really make a difference. We all do just that. Each and every one of us.  It has become our company tradition to support   local soup kitchens,  and Catholic Charities not just around the holidays , but many times throughout the year. We enjoy  adopting families for Thanksgiving & Christmas where we spoil the children and adults with toys, dinners and our time. It is wonderful to see our team look for things to support as well as having our own families join us as active and passive participants.

Personally, I really enjoy the intangible benefits of giving. It gives me a pleasant feeling of connectedness and the satisfaction of at least trying to make the world a better place.  If you give what you can regularly to charities that make a difference you will be surprised at the benefits you reap.  Sheila Greco Associates Gives Back To The Community and you can too!

If you are interested in giving money to Golf For the Cure,  you can do so by sending a check to Sheila Greco Associates LLC, 174 County Highway 67, Amsterdam, New York 12010. Make checks payable to Avon Walk For Breast Cancer.

Happy giving. Money is nice but your time may be priceless!! We all need to give a little.

Sheila Greco

 

 

Getting What Matters Most Right in Onboarding

George Bradt - Guest Writer

Onboarding is made up of a series of moments of truth – both ways.  Just as new employees must fit into the organizations they join, they get to decide how much they care about fitting in.  Opinions and relationships are built through a series of interactions.

There will be some whose opinion of Sarah Palin will be influenced for the worse by her describing Paul Revere's midnight ride as a warning to "the British that they weren't going to be taking away our arms, by ringing those bells and by making sure that as he's riding his horse through town to send those warning shots and bells that we were going to be secure and we were going to be free … and we were going to be armed."

This is not a case of someone ambushed by a surprise question.  Palin went to Paul Revere's house on purpose.  She wanted to highlight her appreciation for American history.  But she wasn't prepared.  She didn't do her homework. With that she turned a potentially positive impression into a poor impression.

You won't get all your moments of truth right.  That's okay.  Just make sure you don't get the ones that really matter really wrong.  A couple of suggestions:

1) Figure out what matters most to your stakeholders.

Ask them what's important to them.  Ask others what's important to them.  No one expects you to know everything about people you're getting to know.  They do expect you to care enough to find out.

2) Get your general and specific messages right.

You can't wait until you know everything to craft your message.  Start early with a hypothetical general message and evolve it as you go.  Then refine that general message for the specific circumstances you face.  Prepare.  Do your homework.  Anticipate the most easily anticipated questions so you know who Paul Revere was trying to warn.

3) Be yourself in the moment.

A big part of why preparation is so important is because it allows you to be yourself in the moment.  You don't have to know everything.  Doing the work to figure out what matters most to your stakeholders and get your message right for them are signs of respect.  You need them to appreciate the work you did as a sign of respect and you want them to respect you for who you are.  So let them see it.

What matters most in onboarding are the personal relationships formed

Transparency Within An Organization Builds Trust

We Like to Work With People We Trust!

As a leader of a small company I believe in transparency within an organization. I believe that the more my employees know, the more successful they will be and the company will be.  Being honest, transparent and upfront can and does create trust. I was once told by my Father that transparency is very important to any company ( he too  owned a few small businesses) because transparency  fosters trust and trust amongst the team ultimately creates success!

Trusting a leader, each other, believing in the same goals, being able to reach those goals as individuals and team players leads to success both short-term and long-term.  It’s the realization that one person cannot do anything as well as a cohesive, trusting team can do.  As a leader, I can say that  it is much easier to move a mountain with teams that  are "on-board" and  supportive of each team player's abilities than to complete the goal alone.

Leaders need to be accessible, need to be open and honest with all the players. It is important that the team players are honest and open with each other and the leader. Leaders cannot be afraid to share with the team the overall strategy of the company, what is expected of each player, each project, the results desired and the importance and need to trust each other each and every time.

Overall, team players need to be on board with the decisions the leader has made.  Some decisions can be made as a team, while others need to be made by the leader themselves. Many successful team players are creative, willing to learn, not afraid to share amongst the team what they have learned and also willing to be open to tell. Each team player needs to be accessible, upfront and trust each other. To hold it all together each team member needs to behave in such a manner that displays passion, interest in succeeding and playing well in the sandbox while treating each other fairly.

Having a transparent team atmosphere has a tendency to show weaknesses within the team too. Displaying weakness within the team either allows one to change a team member’s position to something they are more suited for or it will make those decide that this isn’t for them and move on. This is okay long-term!

Transparency within an organization does not just happen. It takes time. It starts with the leaders implementing this strategy and it needs to be embraced by each team player. Sharing information amongst the team is a must for this to work. Not everyone feels comfortable openly sharing what they know, it may seem like one is going against what they have been taught but it becomes imperative that everyone be open for transparency to work. This is a learned behavior, I think.

If transparency exists within your organization hats off to you. If it does not, think about how you may want to introduce it.

Have a great day!

Sheila Greco

Thanks for visiting us at http://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

 

 

 

Sheila Greco Associates Releases 2011 Women In Technology Facts & Figures Report

Information You Need To Know!

How does your company stack up?

Since 1998 Sheila Greco Associates has been conducting Women In Technology Studies. For over 20 years, CIO’s, Executive Recruiters and Business Intelligence Professionals have depended upon SGA for up to date information about women in technology. As primary information specialists, SGA provides, such services as Customized Competitive Intelligence,  Passive Candidate Research and Passive Candidate Recruiting services.  We know the technology world and it is one of our company's  core strengths.

SGA's study outlines:

  • Percentage of Women In Technology Leaders in Both Public & Private Companies
  • Key Findings
  • 11 years of statistics
  • The 25 Most Powerful Women in Technology
  • Percentage of Women in Technology by Industry & Function 2007 & 2011 Comparison
  • Organization Chart Examples
  • Salary of a Chief Information Officer
  • The General Consensus Of The Differences Between Female & Male Leaders
  • Top 10 Most Popular Careers For Women in 2011

Download your free copy of SGA's Facts & Figures Report at http://sgatalent.com/

For more information regarding this study, please contact us at (518) 843-4611 or via email at sgreco@sheilagreco.com

We would welcome you to visit http://sgatalent.com/

Top 25 Women In Technology Leaders

Kathy Lane, TJX

Again Feel Free to Contact me anytime! Don't forget to get your free copy of our Women In Technology Facts & Figures Report!

Sheila Greco 518 843-4611 ext 221

sgreco@sheilagreco.com

 

 

 

 

The Working Girl Question - Guest Writer George Bradt

The Working Girl Question

Oren Trask was CEO of media conglomerate, Trask industries.  He was particularly gifted in choosing great people.

Behavioral interviews are useful to a point. It's essential to separate out people who know how to interview from people who know how to deliver. There are a lot of  people who can figure out how things happened in retrospect. There's a smaller subset of people that can make things happen in the moment.

I've found it's essential to go beyond the initial behavioral examples someone gives me in an interview to probe idea ownership. I ask a variation of the five levels of why, I look at levels of "How did you come up with the idea?"

(Note: This is an excerpt from the book Onboarding. Oren Trask does not actually exist. He's a character in Working Girl, written by Kevin Wade. His thinking is too powerful to ignore just because he isn't real. By the way, the picture is from the same movie.

George Bradt

Thanks George!

 

 

 

 

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

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.

 

 

 

Benefits Over Bucks! What's Important These Days For Candidates!

Money Matters As Do Benefits!

Are Benefits Taking Center Stage At Decision Time?

Research, Recruiting, Filling the Pipeline with qualified candidates, presenting best of breed all matter, but the final offer can make or break the deal.

I know I have the best job in the world – hands down.  I help people advance their careers and help them find happiness in a new work environment.  There is absolutely nothing more rewarding in life than feeling like you helped someone even if it’s in a very small way. But in dealing with people, there are many things that are important to one and not to the other. Therefore the other piece of the recruiting process is to understand what is important to each  candidate in their next move. Now more than ever, benefits have jumped to the forefront.  So just a little note for us to keep in the back of our minds as we recruit....have the candidates explain their needs and wants at before offer time.

Has actual cash money become obsolete in the candidate acceptance process?   I will say probably not; but there seems to be a new obstacle in the recruiting process.

Being that “inquiring minds have to know” I started checking around with my fellow recruiters outside of SGA to include some corporate recruiters.  Well, what I have found is that low-and-behold this is happening more than you might think.  I guess it’s true what they say, “money can’t buy happiness”.

It seems like since the recession candidates have come to believe it is more important to work at companies that not only offer a paycheck but offer innovative and forward-thinking solutions to health care and the promotion of a healthy workplace.

This subject has become really interesting to me.  If you have feedback, have been experiencing the same thing or just want to share with me the most outlandish benefit you have had put on the table for your candidate please let me know.

Sheila

Thanks for visiting today!

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.

 

Good Recruiters Recruit - Better Than Great Recruiters Prepare Candidates

Even with Research, Recruiting, Sourcing, Networking, Identifying Passive Candidates and Evaluation - It All Can Be For Naught..

No Matter What the Scenario, Recruiters Need to Prepare their Candidates for the Interview Process.

Identifying passive candidates, sourcing, networking, recruiting, evaluating and presenting with knowledge are things  great recruiters can do in their sleep - but preparing a candidate for the recruiting process can be a whole different story.

As I have stated over and over again; good recruiters fill the pipeline of candidates with ease but the job really doesn't stop there.  As a passionate professional in recruiting and passive executive research, I cannot stress enough the importance of preparing a candidate for the interview process.

You would think that when you are recruiting best-of-breed talent you wouldn't have to prepare them for the interview process - right?  Well, let me tell you, beyond contrary belief this is not the case.  Believe it or not it isn't a fact that every candidate we find knows how to interview or prepare for the process.  All your hard work can be gone in a moment if your candidate walks into the interview with an outfit only fit to be worn by Lady Gaga herself.   Although she is an incredibly talented artist and fashion guru, wish I had half of what she has, her attire wouldn't quite be the fit for most of corporate America.  Having said this, my disclaimer to my fellow recruiting professionals is to prepare your candidates (whether you think they need it or not) with any and all the information you have regarding things such as company culture and what is expected of potential employees.  This is part of the process that is most often neglected or we just assume candidates know on their own.  Perhaps they do but why leave it up to chance.

Tips for preparing candidates for the interview.

1. Discuss the value of dressing for success.   This has been known to be a very sensitive subject with candidates - so tread lightly and use those personal skills you have developed throughout your years of recruiting.

2. Educate the candidate, discuss the corporate culture, the company,  the process, the biography of the hiring manager and why the position is open.

3. Explain the role and what is expected (an insider knowledge is always good).

4. Discuss with them potential questions to ask regarding the position.

5. Help them sell themselves.   Provide them with hot buttons that are relevant to the hiring managers expectations.

6. Advise them to be honest about their experiences and what they are interested in doing short and long-term.

7. Be sure to tell them to follow-up with a thank you to all they interviewed with.

These are just a few very basic things that I have seen get overlooked by recruiters because they are under the assumption everyone knows how to interview.  The fact is, professionals who have been in a particular position for any lengthy time period has more than likely no idea what is expected of them in today's interviewing environment.

Recruiters, yes you are trained on how to recruit.   But success also rests on completing and filling the assignment. I believe that preparing candidates for the interview is an important part of the process as you continue finding, recruiting, networking, sourcing the best of breed talent for your clients each and every time.

Enjoy the holiday weekend and thanks for visiting us at http://www.sgatalent.com

Additional Expert Advice:

http://www.money-zine.com/   Preparing For The Job Interview

Ten Tips on Preparing For a Job Interview

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

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

 

 

Top Executive Recruitment

Top Executive Recruiters Agree There Are Only Three True Job Interview Questions

The only three true job interview questions are:

1. Can you do the job? 2. Will you love the job? 3. Can we tolerate working with you?

That’s it. Those three. Think back, every question you’ve ever posed to others or had asked of you in a job interview is a subset of a deeper in-depth follow-up to one of these three key questions. Each question potentially may be asked using different words, but every question, however it is phrased, is just a variation on one of these topics: Strengths, Motivation, and Fit.

Can you do the job? – Strengths

Executive Search firm Heidrick & Struggles CEO, Kevin Kelly explained to me that it’s not just about the technical skills, but also about leadership and interpersonal strengths. Technical skills help you climb the ladder. As you get there, managing up, down and across become more important.

You can’t tell by looking at a piece of paper what some of the strengths and weaknesses really are…We ask for specific examples of not only what’s been successful but what they’ve done that hasn’t gone well or a task they they’ve, quite frankly, failed at and how they learned from that experience and what they’d do different in a new scenario.

Not only is it important to look at the technical skill set they have…but also the strengths on what I call the EQ side of the equation in terms of getting along and dealing or interacting with people.

Will you love the job? – Motivation

Read the full article on Forbes.com ...