SGA's 2012 Human Resources & Corporate Recruiting Compensation Survey

Am I being paid what I am worth?

How do I stack up to my peers?

As Human Resources and Recruiting professionals, it is understood that we must be aware of the salary ranges and restrictions put on positions and levels we are responsible for! While at the same time, we may often neglect to understand our own worth and how well we fare within our own functional areas as it relates to our peers.

Today, Sheila Greco Associates released the 2012 Human Resources & Corporate Recruiting  Compensation Survey.

As compilers of information we recently interviewed over 210 human resources and recruiting professionals to ensure the accuracy of the report. Salaries may vary depending upon industry, location and experience.

Corporate Recruiters:

Corporate Recruiter - $40,000- $70,000. The main differential is the number of years of experience. *Consulting and Financial Services Industries have paid recruiters as high as $120,000.

Corporate Recruiter/Talent Acquisition Manager -  $50,000- $120,000. Many interviewed stated that this level was hit the hardest with decreases over the last few years.

Director of Recruiting/ Talent Acquisition Director - $75,000- $175,000. The Director Title is found many times  in larger organizations.

Recruiting Leader/Talent Acquisition Leader /Vice President level -  $135,000-$300,000 (above the director level). Huge range but none the less there were about 7% of those interviewed right around the $300,000 level.

Human Resources:

Human Resources Manager - $40,000 -$77,000.

Human Resources Director - $60,000 (very few)- $130,000. There were a few earning $150,000. Most were at large organizations.

Human Resources Vice President - $105,000- $170,000. Please note 11% were around the $200,000 range.

Chief Human Resources Leader/Senior (Executive) Vice President - $180,000-$250,000. This is just salary it is not total compensation. There are a few professionals earning a base of $325,000 and beyond. Not many but some.

This study was conducted in July 2012 and released in August. This information is based on telephone interviews professionals in recruiting and human resources. If you have any questions, please feel free to contact Sheila Greco 518 842-4611 ext 221 or sgreco@sheilagreco.com. If you are interested in organization charts of these teams we may be able to help. Just connect with us.

I hope you enjoy viewing our 2012 Human Resources & Corporate Recruiting Compensation Survey.

Interesting reads:

First 100 Days of a CHRO by Mercer      HR Management Guide

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

Be That Athlete The Hiring Managers Desire. Train like an Olympian!

I can't remember hearing, " recruit us an Olympian!"

But I often do  hear I want an athlete for this job!

Are you  training  to be that athlete?

Becoming an Olympian takes a lot of hard work, much more than the average hard-working athlete. It is about dedication, the desire to be the best, passion and a lot of sacrifice! Do you want to be the athlete recruiters and hiring managers are seeking? You have to train today and every day!

Each athlete has a specific training program designed exclusively for them and their sport. As a "business professional athlete" are you training for your next big event? The next promotion? Does your career path show you have what it takes to make the first string? Make the Olympic Team? Your training program is your job specification, the expectations that have been set for you by the company, your manager and the goals you have set for yourself.

Your corporate experiences, and accomplishments actually show what you have done to date and will be used when you are up for the next promotion or job consideration.  Do you like what you see?  Take control of your career. Work hard, give it your all, train like a champion and you will perform like a one. As you prepare to climb up the corporate ladder you have to be prepared to do whatever needs to be done to get there.  Just as an Olympian does, you need to have the desire, the passion, make the commitment, be ready to make sacrifices and work harder than the average athlete.

In 2012 is has been proven, and we have seen it first hand, that companies are focusing on their first string. The powerhouses!  Their athletes. The Dream Team. Companies, managers and leaders alike  are coming to realize that  it takes a long commitment to make the team better by challenging the best players and working with them to improve constantly. Strong teams, make strong companies and have what it takes to win. So if you want to be part of the first string, you better be training for it!

Continuing on.....first string players do get the nod. This is true when hiring managers and leaders are recruiting. It is true that Top performers merit the attention of managers, leaders and the executive teams. So if you are looking for attention and want to be the one being asked to take a promotion you need to be training for it.  Success doesn't just happen. It takes a lot of hard work.

As recruiters we are being asked to find the best athletes in a company. Compare and contrast talent of those who are part of the candidate pipeline. The best athlete isn't always looking, active or out there, so in order to find them we need to identify the dream team, those who are considered the first string. Happy Hunting!

Be That Athlete The Hiring Managers Desire. Train like an Olympian! Go for the Gold!

Would You Survive The Recall Race For Your Position Within Your Company? Sheila Greco wants to know...

Do you have what it takes to survive the recall race?

Do you have supporters?  Those who believe in you and your abilities?

You are being evaluated every day. In order to survive the recall race, you need to first know your role in the organization, understand expectations of the role and how it plays out within the organization. Once you know this, you can help yourself thrive and survive the recall race within your organization.

For your self-evaluation of where you could possibly stand today, you may want to start asking yourself of few of these questions.

• Have you recently been promoted?
• Have you been given a salary increase lately?
• Have you survived the company's downsizing or right sizing activities?
• Have you been asked to be part of a winning team?
• Have you won a big or new account lately?
• Have you exceeded company expectations as well as your individual ones?
• Are you on the company's "A"  list, known as a star amongst your peers, subordinates, company decision makers and executives?
• Do you have the knowledge and skill sets needed to survive in your current role? How about the next role?
• Were you passed on for a recent promotion opportunity?
• Are you considered a "solid"employee, and not an exceptional one?
• Have you taken a salary decrease due to poor performance or because you are not part of the "A' Team or on the company's "A" list?
• Are  you considered a doer, not a leader?

Be honest with yourself. Would you survive the recall race?

Big Question; Would you hire yourself for the role you are in now? Do you have what it takes to fill the role you are currently sitting in? Do you possess the talent, skill sets and knowledge required for your role? Do you have what it takes to be exceptional in your role?

Who are you? Are you a good employee or a valuable one? Compare yourself to your peers. Others probably are. How are you perceived within the organization? Perception is reality. Isn't it? Do you have a positive and winning attitude? Are you trustworthy? Able to get the job done when asked and when not asked? Are you considered a leader? Possess leadership skills? Are you a team player looking for the next challenge? How are you at team building and building relationships internally and externally? Are  you a passionate about your job? These are in my opinion a few key factors that are used when considering who can survive the recall race? Ask yourself, would my boss, team,  peers, subordinates support me in the role I am currently in or would they choose the other guy/gal?

Be honest with yourself. Learn how to survive the recall race. Re-evaluate what you are doing, how you are doing it, how you are perceived by others and do you really have the votes to survive the recall race? If you think you do, then great. If you think you may need to work on a few things then do. If you truly believe you may not win the recall race then try to change, but only if you want to. You can almost always take charge of your success or failure. It is never to late!

Additionally, the truth is that if you have any doubt about not surviving the recall race, others may be thinking the same about you therefore winning the recall race may become a concern of yours some day.

Helpful tips on how to survive the recall race.

• Know your role and expectations of the role. Don't just survive, thrive, go beyond and exceed expectations.
• Remember your behavior, results, attitude and successes count.
• It is advised to learn how to build relationships both internally and externally. You always need supporters.
• Your success can and does affect the company's success.
• It is important that the powers that be, at all levels like what you do, stand for,want to be on your team and want to be like you.
• Be a leader or at least act like one. Be the best you can. Be known as an expert or as the expert of knowing how to get to the answers.
• Inspire others, show passion, show the need and desire to succeed. Be able to make tough decisions.
• Be a great listener. Don't be afraid to ask questions. It is widely accepted these days to ask for help if you do not understand something. When you do ask the questions, know who to go to. Go to the expert and learn.
• Learn from successful people. Choose a mentor who is knowledgeable, has what it takes to be the best. Begin to emulate their behaviors, attitudes and values. Often times these are the ones who could be helping you survive the recall race. These could be your supporters.

Thanks for stopping by! I look forward to your comments.

Sheila Greco

Making Smart Recruiting Decisions - There is Great, There is Better ....

There is Great!

There is Better!

You only know you recruited the best when you know the potential talent pool. When you are in the know, it will assist with making smart recruiting decisions.

Making smart recruiting decisions can make or break the team, the company, market share, competitiveness  and much more.  Whether a company is recruiting a college graduate, experienced professional or senior level executive, each hiring decision needs to be a smart one.

When a company talks about branding they need to take into consideration that their people are their brand.  So as a company recruits talent,  it is imperative that they bring in the right talent, each and every time.   This means you need to know who is out there. You need to find greatness!

Yes, many will argue there is vast number of great people. Alexander the Great is a perfect example of that, however, would he really be the best fit for the particular job you are recruiting for? You don't know until you compare him to the others, based upon your company's requirements and needs.

Making smart recruiting decisions depends on knowing who makes up the entire talent pool.  Recruiters need to know who these people are. As I always say, you need to know where you are hunting for these professionals. This means taking 10-15 minutes to determine where you want these professionals to come from. Many companies do this for college graduates by recruiting from particular schools carefully chosen by the company.  This should hold true for companies as well.

So how do you know you have uncovered greatness? Or there may be someone else out there who is better than your top candidate? You don't unless you have  accurately mapped out each company and people of interest in the specific group. Once this is complete determining greatness is easier and making smart recruiting decisions can be done.

How do you do this? You recruit, network and build a pipeline from the potential talent pool and compare and contrast  these professionals that you believe are on target. Then I suggest scrubbing the list again and choose the best of the best who closely  match the job specification, company culture, needs, wants and desires of the hiring manager.  How? Begin with their background.  What makes them so great? How does he/she compare to the others in the talent pool?  Does this person deserve merit as an individual contributor, team player, leader or all three? If managing a team, is he/she  great at assembling a successful team and a great leader or is it  a combination of both?  Recruiters and hiring managers need to be in the know. Making smart recruiting decisions requires information,  that can be obtained by mapping out the desired companies of interest. Remember the list will grow as you recruit purely by networking. When this happens it further confirms that the recruiter is in the right space. So recruiters know your targets, know your potential hires know who you are looking for and take the time to know the pool and the talent within it.

Let me repeat if I may. In order to obtain your next “Alexander the Great” you need to know where he is hiding and the talent pool he is competing amongst.  Great talent is out there, so is the better talent, be sure your recruiting decisions are based upon information.  Recruiting is a process and a major part of the process is knowing who to recruit and having access to the right talent. Not just talent.

Thanks for stopping by. I look forward to speaking with you and your comments on this topic.

Sheila Greco

Admit It, Investing In Passive Candidate Recruiting Practices Is Where It Is At.....

Investing In Passive Candidate Recruiting Is The Only Way To Recruit!

Don't Be Shy About It- Go After The Top Talent You Want From Where You Want!

Investing In Passive Candidate Recruiting if done correctly, tells the story of the competition's talent, the entire potential talent pool, assists with current openings, exploratory openings, talent management and can  hands down increase the time to hire when this information is used to proactively recruit.

Stakeholders involved in any type of recruiting need to be aware that this investment can drastically reduce the cost per hire while yielding the game-fully employed, possibly over performing talent you and your competition may wish to recruit. But you need to get to them first! You need to invest!

How can you reach this super talent?

1. Carefully choose an internal professional with previous research experience (picking up telephone and developing organization charts) or outsource to a reputable, results driven research company to do the work. The objective is to thoroughly break out the companies and teams at the companies of interest. Focus the efforts on comprehensive organization charting.

2. Find biographies of those uncovered by step 1. This again which will help you understand who is in each role, their backgrounds, education and the responsibilities of each.

3. View it, use it and cultivate it! Implement a system where someone in your organization connects or stays in front these professionals every 30, 60, 90, 120 days.  This can be done either internally or externally. We offer this service.

Today especially, we all know the passive candidate seem to be the recruiter’s best chance of filling critical roles, but they also can be the hardest talent pool to win over. You need to engage and build relationships with this talent pool.

4. Implement a strategy that creates a proactive recruiting methodology as part of the recruiting strategy. Remember everyone company want top talent just like you. Don't be shy go get them.

It has been proven that organizations that only use recruiting to fill current and immediate talent needs will often time miss out or be one step behind those that act proactively. So you need to stay in touch with the professionals who are on your radar screen as well as those you want to be on your radar screen.

Investing in Passive Candidate Recruiting & Research can be well worth it. We know. We have over 21oo clients doing this on a variety of levels.

I am on the road now creating awareness about the value of understanding the talent pool and the benefits the recruiting teams can have when utilizing the recruiting strategy that centers around passive candidate recruiting from a specific talent pool. If you are interested, just let me know and I can come visit or set up a web-ex meeting.

Thanks for stopping by.

Sheila Greco sgreco@sheilagreco.com 518 843-4611 ext 221

Proactive Recruiting - Passive, Happy Where They Are Candidates, Need to Be Recruited!

Passive, Happy Where They Are Candidates Need to be Recruited!

Proactive recruiting requires seeking out the best of breed candidates for each search assignment as set forth by the client.  Recruiting needs to be the direct result of contacting people who are sitting at the companies of interest, in a role that may be similar to the client's, are quite happy where they are and are not even thinking about making a move.

Until.....contact has been made! The opportunity has been presented, the conversation begins, the professionals are engaged,  interests are peaked, questions are being asked and the once "passive candidate" is becoming an active one for the role the recruiter is recruiting for.

Passive candidates are not looking therefore in many cases don't even know about  opportunities simply because no one has told them about it. They need to be recruited! So having said that, passive recruiters not proactive recruiters can be missing out on great candidates.

What is wrong with this picture? Recruiters need to be proactive. It is up to the recruiter to make the introduction regarding the opening.  Proactive recruiting efforts can result in recruiting passive,  happy where they are candidates. Makes sense.?Of course!

A major piece to proactive recruiting is getting the message and opportunity out there to the right people! Passive candidates are not thinking about looking for a new job, they are working hard for the next internal promotion! They want to be rock stars where they are!

My advice to recruiters, hiring managers and anyone looking to upgrade their team, and company, proactively recruit.  It is irresponsible to rely on sitting back hoping the right, qualified, best of breed candidates will come to you.

My advice today is to proactively recruit the top recruits before the competitor does!

Once again, Keep It Simple Silly! Recruit proactively!

Thanks for stopping by!

Best regards,

Sheila Greco

sgreco@sheilagreco.com 518 842-4611 ext 221

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

Sheila Greco Partners With Marketfish and recently attends LIST Con 2012

Sheila Greco Partners With Marketfish

Marketfish's LISTCon Event is a great example of how innovation, great partnerships and great people can and do many great things.......

Hats off to the folks at Marketfish for sponsoring a super event! Thank you for such an enlightening event with fantastic speakers.

Marketfish  is the only 100% self-service lead generation platform that offers free access to permission-based email and postal marketing lists as well as the ability to build and execute marketing campaigns, all in under thirty minutes.

Can you imagine that this exists! Well it does. The company's President Dave Scott along with the team's stellar staff has successfully launched this company that will take the industry by storm. I believe that within 12 months companies will begin relying on Marketfish to do a bulk of their marketing campaigns. I will give them 2 Thumbs up!

For what it is worth, I attend, speak, sponsor, and host a variety of events annually but this event has been one of the best events of 2012 ! The event started with a meet and greet, which was very lively, informative and fun! Who attended? Marketfish employees, partners, future potential partners and industry thought leaders. I think it was well orchestrated from start to finish.

Speakers were:

Charlie Stryker, CEO Venture Development Center - I wish I knew half as much as he does......

Steve Longley, CEO TPG, an Omnicom Agency - Incredibly engaging!

Don Hinman, SVP of Data Strategy - Epsilon - Often referred to as "Dr. Data"

Ken Magill, President - The Magill Report - if you are not getting his newsletter you should be.

David Fowler, Chief Privacy and Deliverability Officer  Marketfish - We all need to know what David knows about email privacy and laws around it!

Again I am introducing to my readers Marketfish! Look them up,  give them a try and let me know  your thoughts.

Again, thank you Marketfish for a great event!

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

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

 

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

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

SGA ExecutiveTracker 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 the major ones. We go deep into companies with information that is difficult to obtain and maintain!

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

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

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

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

3. Shariq Yosufzai, President, Global Marketing at  Chevron

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

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

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

7. Berkshire Hathway Inc Marketing Done by Divisions

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

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

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

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

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

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

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

96. Judith Sim, Chief Marketing Officer   Oracle

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

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

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

Thanks for stopping by!

Sheila Greco

Building Relationships help with recruiting!

Sheila Builds Relationships

It doesn't Matter Where I Go or What I do.......

I love the art of conversation and building relationships.

I enjoy getting to know people and who they really are!

As a recruiter and Monster networker, as I was most recently referred to as being, I believe every conversation counts.  Why? The reason is that at any time I could be recruiting for my company or for a client.  I also don't want to forget about others who may be looking for talent tomorrow and will be calling me to ask me who I know. It is beneficial on multiple levels to build long-lasting relationships and it’s also my personality to try to help people.   I can’t help it - it's just my nature! Should this be yours? Many of my conversations have deeper meaning and yours should too.

Like some professionals who are trained to understand who we are or profile us, I am trained to match people with companies and people with people.  How do I do this?  I have achieved this through conversations.   I get to know the person.  I ask lots of questions about who they are, who they want to be, what they like to do, and try to stay clear of who they think they are. Sometimes this is not so easy.

I believe that conversations and engaging people can lead to many recruiting successes. Whether these conversations take place on the golf course, dinner, event, or any type of face to face social interaction, you never know it could be a great time to put on your recruiting hat and if you are looking to further you career, it could help you get the job you are looking for. For me, the truth of the matter is that once people know I am a recruiter, many, almost always will start off the conversation with, "how is the recruiting business?"  Many of these conversations center around the job market, the people themselves, how they may be able to better themselves, position themselves for the future and many other topics that relate to their careers.  Will these conversation turn to a recruiting one? Maybe yes - Maybe No. At a minimum it is a networking conversation. In order for it to be a good one for all, you need to listen and engage. 

 Building Relationships help with recruiting! Remember it is not what you know, but who you know! The continuous effort to network and network with the right people can always be a benefit. Don't be afraid to network....Don't be afraid to start a conversation.  Don't be afraid to ask questions.  Just do it!

Let's not let recruiting or networking ever get in the way of having fun, developing friendships or making it an obnoxious passion.... you must know the art of networking and conversation. You will know when the time is right...

Just thought you would like to know...

Thanks for stopping by!

Sheila Greco

http://sgatalent.com/

Hiring From Outside The Organization - "Advantages"

 

Hiring From Outside The Organization.

Hiring from outside the organization is on the rise right now. As executives take a look at internal talent and decide to recruit from the outside a few housekeeping issues need to be understood.

1. Job Description needs to be created.

2. Realize recruiting is a process.

3. Busy executives need to be aware that time needs to be made for interviews.

4. Onboarding may need to be part of the equation for certain levels. Either way, new employees need to have some sort of training and orientation.

What does all this mean! Someone from within the organization needs to be part of the process. Even if you outsource recruiting and onboarding.

Anyway I am getting off topic. Hiring from outside the organization has its advantages and disadvantages. Today we will discuss the advantages.

1. New People - New Ideas - Force the company to look at and possibly rethink the way things are being done internally.

2. Not a lot of training may be needed. Should be talented!

3. No political ties. Can actually stir the pot. Get internal team energized, more competitive, on their toes.....

4. Opportunity to hire from the competition. If this is done you have access to the "inside scoop" and have talent that could truly benefit your company!

5. If a sales role is being filled, sales could increase right away! Bring a book of business with them. Definitely these people have contacts and are great networkers.

6. Talk about networking. New hires can lead to other hires who these professionals know! Reduce cost to hire too!

7. Could potentially rid the company of lesser talent.

Again these are my thoughts! Feel free to pass  yours along to us too. Stay tuned for the disadvantages of hiring from outside the organization.

Thanks for stopping by..

Sheila Greco

Are You Passionate About Your Work?

Are You Passionate About Your Work?

A Passionate Team is a Must for Managers.

Imagine a team of players with no passion for what they do.  Yikes - you may as well quit while you're ahead if that's the case. It is a proven fact that one bad egg can affect a team's morale, results and ultimately affect the company and services the team provides.

With this in mind, when managers are taking a look at their next hire, one of the key questions should be "are you passionate about your work?"

Great teams are often comprised of people who are passionate about what they do.  These people don't mind working hard, never feel entitled and respect and enjoy working with their teammates to create a cohesive/well-oiled machine.  Teams filled with passionate players feel a sense of success when the team wins and feels poorly together when the team fails. This is the type of team every manager dreams about.

I have been the proud owner of Sheila Greco Associates since 1989 and I am still passionate about what I do every day. I want to continue to create a strong work environment,  hire passionate team players and of course I want to surround myself with smart people who want to be part of our family and team.

I believe our success is because our players are driven by passion, the fear of failure and the desire to succeed.  Would I have done things differently as I built the business? Perhaps, but I must say the main reason our company is successful is because of the people I have on my team.

Below are a few tips that can either make you or your team more passionate and successful.

1.  First and foremost you must be self-motivated. If you are not, make yourself. You can do this! Passionate people whether doing something they love or not, can and do often succeed long-term!

2. Feel good about who you are, know your skill sets and be comfortable in your skin.

3. Don't depend on everyone else, depend on yourself for success.

4.  Don't be afraid to offer your 2 Cents in meetings. Participate, ask questions and offer suggestions.  Don't just sit back, you can help create passion.

5. Try a new way of doing what you may consider redundant.  When it works tell your teammates about it.  Tweak it as a team and implement it. New ideas generate positive things.

6. Continue to learn something new everyday.

7. Find a piece of your job you enjoy the most and run with it.

Being passionate about your job can come to you if it doesn't all ready exist.  We all definitely want to be able to say "I can't wait to get to work. All I want to do is work, I love work" this may not be the case for everyone however passion is an emotion and emotions can be enhanced.

If you tried a few of my tips listed above and not feeling any better about your job, it might be time to reconsider what you are doing. If you love what you do, shout it out! Especially when you are asked by an internal manager or executive and of course if you are out interviewing!!

Thanks for stopping by.

Sheila Greco

Sheila Greco's Personal Approach To Social Networking

Face-to-Face Networking has Many Benefits

My Personal Approach to Social Networking

Last Wednesday I co-hosted our third Recruiting Networking Event In New York City with InTalent Consulting.  This invitation only, intimate event is all about one-on-one sharing of information to include recruiting trends, hiring issues, retention and many other issues facing decision makers in today's ever changing talent acquisition and talent management areas.

The advantage to events such as this is the ability to network amongst your peers.   Many of our guests were openly discussing problems, successes, ideas and many were passing along business cards to continue the conversations.   It was a real hit!

The discussions were lively, interesting, informative to say the least.   At this time I wish to share with my readers the discussion topics I personally was involved in:

1. Companies Are Hiring - Actually 77% stated their company plans to and is currently recruiting senior level and individual contributors, a trend they see will continue at least through the third quarter of 2012.

2. Companies are continuing to build internal recruiting teams.

3. Using Social Media To Recruit continues to grow.

4. Great recruiters are still in high demand - especially those who know how to develop relationships, network and are proactive in their recruiting efforts.

5.  The frustration of having to sift through many resumes that are received from vendors that are not a match.

6. The value of on target research and the importance of  emails for connecting with passive candidates.

7. Companies are being a bit cautious  and taking their time bringing new hires on board.  They want to be assured these are the best candidates for the roles. Putting some pressure on the recruiters to say the least.

I want to thank my Co - hosts Mary Clair Ryan and Cindy Lubitz!  Two great ladies  you need to know.

Lastly we will be having more of these events in New York (again), Atlanta, Boston, Chicago and somewhere out west.   If you want to be part of the next one email me at sgreco@sheilagreco.com or tmasters@sheilagreco.com

Thanks for stopping by!

Sheila Greco

Sheila Greco's Eulogy To Her Grandmother Marie Dygon

Today we say goodbye to someone whose love was and is so important in our lives. Grandma was a very special person and we will all remember her for who she was to each of us. I’m sure each and every one of you here today has something to share on how my grandmother touched your life. Keep those memories close and forever in your minds and hearts She may not be here today physically but she is with us forever spiritually. She is a part of us forever! I was very close to grandmother not to mention her only granddaughter so of course I was a little special in her eyes. Sorry boys!! Well she was special to me too.  Like many of us, she wasn’t perfect, but her love was unconditional.  I know because she has shared that love with me for all of my life.  Prior to her fall, we would spend endless hours talking about the past., she told many, many stories that she remembered about the antics of her children, grandchildren and about great-great grandchildren too. Her stories were always happy ones where we would laugh and just be silly. Depending on the child, grandma would do whatever the child wanted to do! From playing baseball in the yard, racing us in the swimming pool, growing vegetable gardens, playing cards, dominos, bingo even betting horses with the best of us, she never really cared about what she was doing as long as she doing it with those she loved! Her family meant the world to her. We do remember how she was always glad to see us, how she would welcome us with hugs and kisses, and then say "I love you!!! She would then hold our hands with both of hers, to look at us and even without words, that look and her smile said "I am so proud of you. When I couldn’t be with her and would just talk to her on the telephone it was always about me! She wanted to know how I was doing and when would I be home. She was always so happy when the whole family was together. She really taught all of us the importance of family, love, and kindness and the importance of being a good solid citizen. Something I can see we are all passing along to our children as well. Believe me it was felt in the room last night! The love and warmth were felt by all. We all remember her faith and how important is was for us to go to mass and Auriesville Shrine in the summer.  She said the Rosary daily, prayed before bedtime thanking god for the day and to bless each and every one of us. She even did this nightly with her loving caregivers. In her final days even when she couldn’t speak a whole lot she would shout out their names to let them know she was grateful to them. We must remember how she prayed for us, and we know how her prayers are even with us now. Her faith and her devotion to the Lord was so strong, I have no doubt she has found Eternal Rest with our Lord and Savior. We remember her hope, for each of us, that we would find happiness in our lives, that we would grow to be good and loving people. We know that she was not disappointed in any of us. She would have been so proud to see all of us together yesterday. You can see the faith she has shared, as we gather today to commend her spirit into the trusted arms of our Loving God for eternity. You can see, most of all, the love she gave and gave and gave, ceaselessly and tirelessly for all of us, in that we come together today and remember her. And so Grandma your life was one of faith, of hope, and of love. And the greatest gift that she has given us is her love. We love you, Grandma. We will miss you. And we will always remember you.

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

Incorporating Customized Competitive Intelligence Into Your Recruiting Strategy Makes A Lot Of Sense

 

Competitive Intelligence Helps With Making Intelligent Hiring Decisions!

Incorporating Customized Competitive Intelligence Into Your Recruiting Strategy Makes A Lot Of Sense. When it comes to sourcing hard to find talent, the easiest way to do so is to conduct competitive intelligence on your competitors and the companies on the target list. Having data on the available talent can and does help with making solid recruiting decisions.

Let me compare it to handicapping. Handicappers base their decisions on data. Many start by taking a look at the talent of each horse and compare it to the competition. When they place their bet, or choose their top pick, they are confident they have chosen the best horse in the race based upon information to include individual talent, facts and statistics. Shouldn't recruiters be doing this too?

Think about it. Recruiters will take any edge they are given, so give them this edge. We all need it in order to recruit top talent EVERYONE wants and needs.  Having access to the potential talent pool, facts, data, and statistics, will in turn w give them the ability to reach the best of breed talent before the competition does. Competitive Intelligence requires upfront work, but long-term it cannot be beat! Knowledge is Power!

As I speak with clients and others regarding recruiting and current recruiting strategies, it is mind-boggling to me to think that hires are made without knowledge and data. As I walk them through the process and speak about the benefits of combining the two in the recruiting process, they begin to see the many benefits. I ask them, with your current recruiting strategy and process do you feel confident that the best candidate was chosen if there isn’t data to back it up? What are your thoughts?

Incorporating Customized Competitive Intelligence Into Your Recruiting Strategy saves time, money and the overall return on investment to the company is priceless.

Just wanted to give you something to think about over the weekend!

Thanks for stopping by! Have a question or comment call me at 518 843-4611 or email sgreco@sheilagreco.com.

Sheila Greco

Corporate Culture Makes A Difference When It Comes To Recruiting

 

How does your company stack up?

Corporate Culture makes a difference when it comes to recruiting. Companies with happy employees, breed success. Companies with top talent naturally create an environment that recruits itself. Winning and successful teams result in a company's success. A company's success makes a difference when it comes to recruiting.

A company's corporate culture is very important as one looks to make a move to a new organization. Yes the position, location, salary are part of the equation, but movers and shakers want to go to a company where they can soar, make an impact, be happy and of course succeed. In order to do so, these professionals want to be part of a company where employees come first and are respected. Creating a corporate culture where the best employees and management want to come to work, work hard, see the results and are respected will trickle down and among the other employees within the organization.

I have recruited for companies with a great reputation and others that do not have such a favorable corporate culture and there is a difference when it comes to recruiting. I must add that the leader of a team can make a difference too. If a leader believes in his/her people, that leader will have an easier time recruiting within the organization. Corporate culture can start with one or two individuals and quickly spread throughout the organization.

So pay attention to whom you hire. It will matter now of course but in the years ahead as well. Be a preferred employee company showing unfailing respect for all. Corporate Culture Makes A Difference When It Comes To Recruiting!

Enjoy! Thanks for stopping by!

Sheila Greco