SGA Talent Releases 2017 Chief Financial Officers Study

 

Today, SGA Talent Presents  A Look Inside The Chief Financial Officers and Those Who Lead The Finance Team’s at Fortune's 250

 

SGA Talent Knows Talent - Who They Are - Where They Are & How To Gain Access To Them Recently we were asked to research the Chief Financial Officers at the Fortune 500 and Barron's 400. In an effort to complete this task we were required to create a comprehensive list of these highly skilled individuals as well gather profiles, emails, organization charts and more. Due to this, we decided to build upon our findings and release our study; A Look Inside The Chief Financial Officers and Those Who Lead The Finance Team’s At The Fortune Companies" SGA Talent's Study, "A Look Inside The Chief Financial Officers and Those Who Lead The Finance Team’s At The Fortune Companies" is a 81 page report listing the names, titles and profiles  of those who lead these great finance teams along with many statistics surrounding education, career paths and of course women leaders too.  About The Study: Every day SGA Talent creates talent pools of skilled talent to help our clients recruit high potential professionals. Part of our job is to know where the talent is and of course who they are.  This month we wanted to highlight those who lead the finance teams of the Fortune 250 Companies. The Study Discovered Education is Important The majority of these Chief Financial Officers understandably have an educational background in finance, business, economics or management as well as a master’s degree in accounting or other finance-related studies. It was discovered that of the 250 professionals, 127 had a Masters of Business Administration, with 32 having undergraduate degrees from a top-tier university. Additionally, it was uncovered that 11 of these very talented individuals have a Juris Doctor Degree (JD). The Study Showed a Professional’s Track Record Matters A big take away was that while education and the relevant qualifications are all-important, the quality of a professional’s working experience and professional track record is the strongest indicator for potential Chief Financial Officers. The Study Uncovered That Chief Financial Officers Knows More Than Just the Numbers The role of a Chief Financial Officer today is not just knowing the numbers, but to know Shareholders, Employees, Operations, Products, Customers, Vendors & Suppliers as well. It became obvious when the profiles were gathered and examined. Women Are Making Some Advancements Within these Ranks We discovered 14% of The Finance Leaders In the Fortune 250 Are Women, compared to just 8.8% in 2010. As we identified all 35 women and reviewed their profiles it becomes evident why each has progressed to this level.   

SGA Talent Knows Talent - Who They Are - Where They Are & How To Gain Access To Them

Recently we were asked to research the Chief Financial Officers at the Fortune 500 and Barron's 400. In an effort to complete this task we were required to create a comprehensive list of these highly skilled individuals as well gather profiles, emails, organization charts and more. Due to this, we decided to build upon our findings and release our study; A Look Inside The Chief Financial Officers and Those Who Lead The Finance Team’s At The Fortune Companies"

SGA Talent's Study, "A Look Inside The Chief Financial Officers and Those Who Lead The Finance Team’s At The Fortune Companies" is a 81 page report listing the names, titles and profiles  of those who lead these great finance teams along with many statistics surrounding education, career paths and of course women leaders too. 

About The Study:

Every day SGA Talent creates talent pools of skilled talent to help our clients recruit high potential professionals. Part of our job is to know where the talent is and of course who they are.  This month we wanted to highlight those who lead the finance teams of the Fortune 250 Companies.

The Study Discovered Education is Important

The majority of these Chief Financial Officers understandably have an educational background in finance, business, economics or management as well as a master’s degree in accounting or other finance-related studies. It was discovered that of the 250 professionals, 127 had a Masters of Business Administration, with 32 having undergraduate degrees from a top-tier university. Additionally, it was uncovered that 11 of these very talented individuals have a Juris Doctor Degree (JD).

The Study Showed a Professional’s Track Record Matters

A big take away was that while education and the relevant qualifications are all-important, the quality of a professional’s working experience and professional track record is the strongest indicator for potential Chief Financial Officers.

The Study Uncovered That Chief Financial Officers Knows More Than Just the Numbers

The role of a Chief Financial Officer today is not just knowing the numbers, but to know Shareholders, Employees, Operations, Products, Customers, Vendors & Suppliers as well. It became obvious when the profiles were gathered and examined.

Women Are Making Some Advancements Within these Ranks

We discovered 14% of The Finance Leaders In the Fortune 250 Are Women, compared to just 8.8% in 2010. As we identified all 35 women and reviewed their profiles it becomes evident why each has progressed to this level. 

 

Image3.jpg

To download a complimentary copy of our report,  click here or visit SGA Talent Study Tab to do so. Enjoy

If you want to learn more about the study or are interested in the additional data that was gathered throughout the research process, please contact Sheila Greco, President SGA Talent - sgreco@sgatalent.com

Sign-On Bonuses Are Not Exclusive To Senior Level Executives

As The Economy Continues To Grow And The Challenges Of Recruiting Top Talent Remains, A Sign-On Bonus Could Be Just What Is Needed To Get The Candidate A Company Desires

Sign-On Bonuses Are Back

The purpose of a sign-on bonus is to lure top performers who possesses special skill sets or experience a company requires. For years this added incentive has been very successful for recruiting senior level executives as well as professionals in particular industries to include professional services, healthcare (nurses), technology (especially women and software developers) and financial services. But sign-on bonuses are coming back strong and are used for all levels of recruiting. Just last week Wells Fargo announced plans to sweeten recruitment bonuses to lure new advisers. Sign-on bonuses can be just what is needed to land a high potential candidate in this very challenging recruiting environment.  This type of bonus may be the incentive or an inducement to get a candidate to say "yes" to the job. 

Sign-on bonuses don't necessarily need to be huge when enticing someone to join your company. Unfortunatatley for some companies and roles, companies may not have much of a choice other than offering one. For example, when a candidate's acceptance is critical and the need to do whatever it takes to get the candidate on-board, offering a sign-on could get the job done.  But the size of the bonus can vary. According to an article in HR Magazine, the average amount of these bonuses ranges between 5-20% of a candidates base salary unless it is used for relocation expenses or a way to compensate a professional for money that may be left behind such as a bonus, commission, vacation or raise. Most of the time these bonuses are good for each party.

A Sign-On Bonus Not For Everyone

As we all know, a sign-on bonus is an expense for corporations therefore companies try to refrain from having to offer one, unless it is truly needed. Of course offering a sign-on bonus can motivate a professional to choose one company over another, but company's need to be sure it is necessary before offering one. Before offering a sign-on bonus to potential candidates, hiring managers as well as recruiters need to seriously analyze the situation, the competition, the job market, and of course the candidate to determine whether a sign-on bonus is necessary before moving forward with one. 

Sign-On Bonuses Can Be Well Worth The Cost

Sign-on bonuses have been known to build trust, loyalty and can create long-term positive effects for employees who received one. Those who are offered a sign-on bonus often feel more committed and have a desire to do more. These candidates feel the company went the extra mile for them and they need to do the same. 

Just saying....

Sheila Greco

sgreco@sgatalent.com

 

 

Case Study - Client Faces Multiple Recruiting Challenges Requiring Multiple Recruiting Strategies

Not Every Recruiting Challenge Is The Same

There Are A Variety Of Recruiting Strategies That Can Be Customized To Each Recruiting Challenge - We Helped Our Client Recruit Talent A Number of Different Ways 

 

Sometimes even the best corporate recruiting teams need to outsource a piece of their recruiting efforts!

Sometimes even the best corporate recruiting teams need to outsource a piece of their recruiting efforts!

Introduction

Our client is an Entertainment Diversified Company which experiences annual hiring spikes, average turnover and anticipating several senior level executives to retire. Although promoting from within is always our client’s first choice they realized they needed to expand their search activities.  The decision was made to partner with us to execute a six-month recruiting effort to assist with recruiting for current roles as well getting a jump-start on future pipelining efforts.   Prior to coming to us our client created an internal team to assist with accomplishing these goals.  The internal team consisted of four senior level executives and the talent acquisition leader.  Their mandate, set by the Chief Executive Officer, was to hire qualified talent to fill current needs and to create a process that will lead to opportunity hiring and future pipelining.  

Our Client’s Recruitment Challenges: The Pursuit to Do More as Needed

Let’s face it, recruiting today can be very challenging in this very tight talent universe. A constant flow of candidates is not just desired it is expected. Companies that are often satisfied with current recruiting strategies and processes sometimes need to realize it just isn't enough.   As with our client, the need to outsource part of their recruiting efforts became obvious. 

The Process: Methodical and Process Driven

For this client, we had to use a variety of recruiting strategies and methodologies to achieve each of their goals. Even filling the current openings required the use of two different strategies along with a third strategy for pipelining and opportunity hiring.

Current Openings: Today’s need for speed, efficiency, low cost and results driven recruiting mindsets often impact the recruiting process strategy therefore we had to employ a very methodical end-to-end recruiting solution that best fit our client’s needs. Recognizing this, our team and our client's internal recruiting team, became a "recruiting machine" for the next six months.

Process:

1. Identify the Talent Pool: Our solution always starts with creating a target list of companies to recruit from and build a potential talent pool that best fits the needs of each role. As we began the process, our research teams began creating talent pools for each role, with the overall mission focused upon providing a talent pool of potential candidates. The talent pool had to be robust, filled with relevant, important, detailed information on each professional.  The data collected included, company name, professional’s name, title, address, telephone number, direct dial, email, profile and more. Our client expected this from us and we wanted to be sure we were very thorough with our results. As we told our client, we believe creating a strong talent pool of potential candidates sets the stage for the recruiting process and overall success. We believe it ensures the recruiting process to be a thorough one so that the recruiters working the search can present the best, the brightest and most qualified, interested, ready to be interviewed candidate pipeline. 

2.  Recruiting Process: Connect, Recruit, Vet and Present – For this client we had to use multiple recruiting strategies.

A.  Recruiting Strategy # 1- Two Very Specialized Roles – The Hiring Manager Wanted To Review The Potential Talent Pool Prior To Reaching Out and Apply Two Different Recruiting Approaches

With these two roles, the hiring manager wanted to be very engaged in the recruiting process due to the fact the talent pool was relatively small and the skill sets needed were very specialized. Our strategy for these two roles were to first create the talent pool and gather detailed profile information on each professional all of which was to be shared with the hiring manager prior to reaching out. From there, the hiring manager decided which approach the recruiter was going to use for each professional.

The process involved a "two-prong approach" to recruiting

Approach # 1 - For those who were qualified and seen as a great recruit, the recruiter was tasked with connecting, recruiting, vetting and presenting interested qualified candidates as they were identified. A very traditional, typical recruiting approach.

Approach #2- High potential recruits-  The less traditional recruiting approach was used. Our recruiting strategy for this approach was to have the recruiter engage in an introductory conversation with these professionals and ask if they may be interested in having a casual meeting with our client about a current role or potentially a future one. Unconventional, yet creative and yet very smart. This type of recruiting method allowed our client and the high potential client to get to know one another and to alert the high potential candidate that he/she was on the hiring manager’s radar screen. Additionally, it was the start of a relationship that could benefit both parties long-term. Needless to say, both hires for this particular hiring manager were the result of the nontraditional recruiting method.

B.  Recruiting Strategy # 2 – Filling High Priority Current Roles –  Team Approach With Our Recruiting Team and Our Client's Internal Team - We Still used two different recruiting methodologies to achieve our goals.                   

As for these high priority current openings, our recruiting strategy was to “attack the roles” as a team and employ two different recruiting methodologies. It was decided to split the number of roles between their internal recruiting team and ours. For the most part, the roles we were recruiting for were at the Director and Manager levels, requiring specific skills sets, some requiring industry experience while others did not. Again, we started each search by having our research teams create potential talent pools and provided each assigned recruiter the information gathered. As for those roles in which our team was responsible for the recruiting, we were partnered up with a recruiter on their team to whom we sent the qualified candidates to. From there, their recruiters would review each presented candidate, have a quick call with them and then send them directly to the hiring manager. The good news for all involved is the fact that our client’s recruiting team had a history of great recruiting success so the process was relatively quick. It became obvious to us that our client's internal team was strong, had earned respect and trust amongst company leaders resulting in the hiring managers’ confidence to interview those candidates the recruiting team recommended. It was nice to work with such a strong team.

Pipelining and Opportunity Hiring

As we all know the key to recruiting is to always be recruiting and a major key to diversity recruiting is to always be recruiting and networking. Therefore, recruiting efforts should be continuous.

Pipelining and Opportunity Hiring:  Long-term, continuous recruiting efforts have been known to reduced time to hire, reduced recruiting costs and provides access to an engaged community of high profile potential candidates. Those companies who employ pipelining and opportunity hiring recruiting efforts have discovered that these recruiting strategies help with hiring professionals who fit very specific roles and needs that may not always be for current roles, but future and/or anticipated ones.

Realizing the benefits of pipelining and opportunity hiring, our client asked us to help jumpstart this type of recruiting effort for the team. Our focus was to first create a target list of companies and then create robust, detailed talent pools focusing on functional areas where our client believed there existed future needs and gaps. The deliverable of the research portion of the process was provided in organization chart format and excel spreadsheets. Organization charts were at the request of the senior level executives and the recruiters preferred the excel spreadsheets because they can be sorted and exported.

In keeping with the spirit of recruiting and networking, I suggested that it would be a good idea that as their internal recruiter began connecting and engaging with these high potential recruits, that he/she is made aware of the fact that they have been identified by the company as such and the recruiter would like to stay actively connected with them. It was agreed upon that this would be done and their internal recruiting team began making their connections.

Once the initial connection was made with these high potential candidates, continuous recruiting efforts included monthly emails that were full of information about the industry and the company. Part of our continuing role with this effort was to create "recruiting-marketing emails" we believed would be of interest to those in the network.  Their efforts continue......

Need help with finding talent. Let's chat. We look forward to it.

 

Happy Hunting!

Sheila Greco

 

 

 

Recruiting Skilled Talent In 100 Hours

Recruiting Skilled Talent in 100 Hours

Hire Fast

Hire Cost-Effectively

Keep The Process Simple 

 

Finding and recruiting skilled, qualified talent is very challenging for companies of all sizes.  It is not just the norm for a specific industry, function or level. With low unemployment and a talent climate that is favoring candidates, without a doubt the pressure is on hiring managers to move quickly.  To help with this pressure, a fully engaged recruiting team can get the job done quickly, efficiently and without giving up on quality.  

With the average recruiting time of 18-21 days, this 100-hour recruiting model can work.  There is no need to cut corners with the quality of the hire and the recruiting processes it, it just means recruiting is a priority to all involved and a proven methodology will need to be adhered to.

Recruiting skilled talent in 100 hours is actually doable and simple: Believe it or not the process itself does not change from the traditional recruiting/search process, the focus is on timing, deadlines, accountability and quick results. 

Recruiting skilled talent in 100 hours fits nicely into the average recruiting time of 18-21 days. Most often in these scenarios, hiring managers will be interviewing interested, qualified potential candidates in weeks 3 & 4 or days 15-20 of the recruiting period.  

100 Hour Recruiting Skilled Talent Methodology

Goal: To create a talent pool of approximately 100 qualified potential candidates and present 3-5 candidates within 3 weeks (100 hours). 

 

1. Days 1-5 (40 hours)- Start with a Kick-Off Meeting – Every recruiting assignment requires a kick-off meeting to set the objectives, discuss responsibilities, accountability, the creation of the target list, recruiting strategy all while focusing on the ideal candidate(s) the client is seeking.  The first three days are critical for the overall success of the project. This is when the talent pool is carefully being built and the recruiting activities are at the beginning of being fully executed.  Overall, the goal for the first week is to create a talent pool of 60 to 70 potential candidates, all with direct dials, emails, and profiles so that each can be connected with at least twice, via email and Inmail this first week.

2. Days 6-10 (80 hours in ) - The recruiting process is fully underway and calls have been made to each in the talent pool. The goal for this time period is to actually connect, recruit, vet, network and present the best 2 to 4 candidates while adding at least 30 additional potential candidates to the talent pool so that the total will be at approximately  100.

3. Days 11-15 (Completing 100 Hours Recruiting Skilled Talent - Following up and wrapping it up - During this time period communication with all parties involved must be focused upon. Speaking with candidates, the hiring manager and keeping with the spirit of a cohesive recruiting team is very important during this critical time period of the recruiting process. For which the goal to achieve success has arrived with either a hire or close to having one. Team goals results in team successes and makes for a very happy hiring manager. Need I say more….

This aggressive, focused methodology is not new. All it does is put actionable, accountable recruiting parameters around timing, process and results.

Lastly let it be noted and openly discussed that our experience in professional services recruiting shows that recruiting skilled talent in this industry requires on average 160-200 hours of recruiting or 4-5 weeks with a talent pool of approximately 200 names. These numbers are more in-line with recruiting reality for the professional services industry.

Just saying….

Best regards,

Sheila Greco

SGA Talent - Celebrating 28 years in business. Thanks for your support!

SGA Talent- Proud To Be Celebrating 28 Years!

Thank You

 

SGA Talent is well known as a pioneer in the recruitment/research industry and we are proud to say we are now entering our 28th year.  Since 1989, due to our clients we have long enjoyed a position of leadership in this research arena and most recently in the On-Demand Recruiting world as well.  I want to take this time to thank my team, our friends, family and of course our clients, to whom we continue to have trusting relationships with.

But of course, I must say that SGA Talent's success is also due to the passion of our team. It was the passionate belief of our first employees to make our company, the company of choice by always putting the client first.  These very same people today continue to lead, mentor, build teams and satisfy our client's needs quickly and cost effectively.   Just as we believed in 1989,  we continue to believe and live by today; our clients are always right and only charge for what we did! We only want to satisfy our clients, keep them as clients and build a strong win-win continuous relationship.

But, 28 years ago, even before we became a leader, we recognized that to maintain and sustain a successful company we had to truly become not just a strategic vendor but a value- added partner to our clients.  Part of our evolution is due to that fact that we listened to what our clients needed and did so by expanding our service offerings from just recruitment research to recruiting, customized competitive intelligence and in 2005 created a telephone verified Research/Recruitment Database SGA ExecutiveTracker.  Building off of our leadership in recruitment research, we set our sights on becoming a full service recruitment company. Today still servicing corporations and executive search firms our goals remain the same, deliver what you promised, do is quickly, cost effectively and be the strategic partner our clients want to work with.

As we continued to evolve and as we listened to our clients by offering recruiting services, it became part of our offering to provide all of the data gathered during the recruiting process to our clients, it also includes data analytics. The recruitment research almost always at the core of this service and to this day without question our greatest strength as well as our advantage.

As today sets a milestone for SGA Talent, we will continue to push the boundaries, challenge our team and if necessary get outside our comfort zones to deliver the best services and results to our clients. It remains our mission to be the very best at what we do.

As I believe, our success can be measured, in part, by the adoption of our continued evolution, new service offerings and the many projects not to mention deliverables that we have spawned and contributed. But it goes beyond that too. It is all about our clients. Without them we would not be celebrating 28 years.

As I continue to say to our team, we are playing in a very competitive space that continues to transform with new technologies, new tools, and the competition is getting stronger we must stick to our roots and be the value added strategic partner our clients need. Go beyond what is expected and be the expert and share with our clients what we know.

Thank you everyone who I have had the privilege of working with and I so look forward to celebrating our 28th year. We are proud of what has been accomplished thus far, yet it is just the beginning. We look forward to continuing our strong relationships with our gold clients and ready to assist our new clients. We are here for you always.
Happy New Year and happy hunting.

Sheila Greco
sgreco@sgatalent.com

 

 

Successful Recruiters Characteristics

Do you have what it takes to be a successful recruiter?

Why are some recruiting teams more successful than others? Having been in the business for over 30 years, I have seen many recruiting teams succeed while others not so much. Sure the leader of the team matters, but the players matter just as much. As the year comes to a close, I want to share with all of you the top five characteristics of the successful recruiters I have dealt over the years.

Sheila’s Top 5 Recruiting Characteristics of Successful Recruiters

1. Successful recruiters have relationships with their hiring managers.  Without strong relationships easy searches can become dreadful and difficult searches, disastrous. Be sure your recruiter has a relationship with the hiring manager

2. Successful recruiters are knowledgeable. Successful recruiters understand the trends in the marketplace, the industries in which he/she is recruiting; the challenges of the role and of course the advantages of the role. In order to be top of your game, a great recruiter needs to be knowledgeable.

3. Successful recruiters ask questions, read, learn, and pay attention during the kick-off meetings. Most successful recruiters take the time to prepare themselves prior to these meetings. Being prepared before you recruit is a must.

4. Successful recruiters know how to choose the appropriate tools that will help them succeed. These tools should include social media and of course the telephone. Some tools are good for the research phase, while others such as the telephone AND the computers are the tools that can make the difference in recruiting the skilled talent the client deserves and requires.

5. Successful recruiters know how to proactively recruit. This requires the ability to write customized emails that get responses and use the telephone to reach out, network, recruit and vet exceptional talent that will quickly fill the pipeline with qualified candidates.

Recruiting is a process. Not all recruiters are successful ones. Do you have the characteristics of a successful recruiter?

Just saying...Happy Hunting!

Sheila Greco

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

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

smiling_businesses_collegues_man_woman
smiling_businesses_collegues_man_woman

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

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

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

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

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

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

Sheila Greco

Accentuating The Positives

Accentuating The Positives

Infuse Your Workplace With Positive Energy

Be A Positive Leader People Want To Work With

 

sheilaPic2

 

 

 

 

 

 

 

 

 

 

 

 

 

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

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

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

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

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

Sheila Greco

Using The Telephone To Recruit Can Be Well Worth The Call

business-man-1241495-639x789

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Using The Telephone To Recruit Can Be Well Worth The Call

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

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

Using The Telephone Typically Produces Immediate Results

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

 

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

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

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

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

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

 

Sheila Greco

sgreco@sgatalent.com

 

Soft Skills Do Matter In The Work Place & Should Not Be Overlooked When Evaluating A New Hire

business-graphics-1057017-1280x1280

 

 

 

 

 

Soft Skills Do Matter When Hiring

 

 

 

 

 

 

 

When hiring technical professionals technical skills matter

 

When hiring  marketing professionals  specific marketing skills matter

 

When hiring data analytics consultants having the right skill sets matter

 

When hiring in general, soft skills do matter

 

 

Obviously matching a professional's background to the requirements of the job description matters, however,  just as important is the professional's soft skills.  Yes, soft skills do matter!  Long term new hires need to possesses soft skills sets to include strong work ethic,  positive attitude, and strong communication skills. Such crucial soft skills are the ones that count toward a professional's  overall success which in turn results in the company's and team's success.

Having exceptional soft skills  do matter! Having these skills help make an employee a better employee and a leader a better leader.  Having the ability to trust,  be trusted, problem solve, delegate, motivate and build strong teams are a heck of a lot easier if a professional has strong soft skills.  Unfortunately way too often are these soft skills undervalued and even overlooked when evaluating a professional for a role. Moving forward, try to make it part of your interview process to evaluate a potential candidate's soft skills because soft skills do matter. Let's not believe or  expect people know how to behave on the job and assume they understand the importance of being on time, taking initiative, being friendly, and producing high quality work. Just saying…..

Happy Hunting!

 

Sheila Greco

 

 

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

  water

 

 

 

 

 

 

 

 

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

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

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

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

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

Recruiting Efforts In 2016 Will Need To Be Aggressive

Recruiting Efforts in 2016 Will Need To Be Aggressive

 

Recruiting Efforts in 2016 Will Need to Be On-Going

 

business-people-1237597-1279x902

 

 

 

 

 

 

 

 

 

 

 

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

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

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

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

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

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

Stay focused recruiters!

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

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

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

 

 

 

 

Sheila Greco 518 843-4611

sgreco@sgatalent.com

 

Are You A Fully Engaged Recruiter?

Not All Recruiters Are Fully Engaged Recruiters

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

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

 

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

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

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

Slide12

 

 

 

 

 

 

 

 

 

 

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

Happy Hunting!

Sheila Greco

sgreco@sgatalent.com

Recruiting Efforts Can Be Continuous Even When There Is Not An Immediate Opening

smiling_businesses_collegues_man_woman

 

 

 

 

 

 

 

"Recruiting" efforts can be continuous even When there is not an immediate opening

Set a goal to continue to build your database and network with solid candidates who are engaged!

 

We learn early on that in order to be a strong recruiter, the need to continuously build relationships and networks is a must.  We also learn the importance of staying in touch with professionals we like, want to help and believe can help us. Recruiting efforts can be continuous even if there is NOT an immediate opening. It can easily be done if you make networking part of your daily routine.

Unfortunately many recruiters  fall prey to habits that focus only  on filling the pipeline, getting the hire and moving on. Why? Why should all of your recruiting efforts, relationships, conversations, fall by the way side, be forgotten, become lost in the black hole of an Reviews on a number of ATS systems? Instead, incorporate "staying in touch" and engaging techniques as a way to keep your recruiting efforts continuous. Allow yourself the ability to continuously build upon your Leverage your strong network of professionals. Learn to get engaged, be engaged and stay engaged with those professionals who you believe will someday be a great candidate and networker for you. 

Sounds difficult, somewhat time-consuming? It doesn't have to be. Allow your ATS and other recruiting tools to become your friend beyond recruiting for the current job(s). Don't let it just be a way to connect and stay organized for current roles. But allow these tools to help you stay connected after the roles are filled. 

5 Easy Steps To  Stay Connected & Engaged 

  • Start by sending an email or text to all you have spoken with regarding the successful completion of the assignment.
  • Create a 30-45 Day Letter - Send an email or text to those who you considered to be the "A" Players in this space. Those you connected with on prior engagements. The letter can simply include an interesting article about the industry or a trend. It must be something you found interesting and believe others will t00.
  • Create a 60 -90 Day Letter - Send an email or text regarding what you may be working on to see if they may know of someone. Let them know you have them on your radar screen. Tell them how you wish to stay engaged with them regarding opportunities since you recognize them as being talented and among the wanted.
  • Create a 90-120 Day Letter - send out an email or text wishing them a Happy Holiday, or something that states I hope you are enjoying the season. It can also be a great time to ask if there is anything YOU may be able to assist them with?
  • Be sure you are LinkedIn with everyone you want to stay engaged with.

SGA Talent Recruiting can be continuous with very little effort, once it becomes habit. I assure you these actions will pay off for you.

Happy Hunting.

Sheila Greco

 

In recruiting there is no such thing as being overly proactive. Join Sheila Greco as she hosts an event in NYC November 5

Join SheSheila_2014ila Greco as she hosts and presents “Sourcing Tips that will Provide Continuous Candidates and Reduce the Cost Per Hire” Come learn how Sheila helps clients implement a proactive recruiting strategy that is continuous by incorporating data (recruitment research/mapping) to get connected as well as how to stay connected and engaged with the desired talent. During this presentation Sheila Greco will share details of how to make a proactive recruiting strategy work for you and your clients.

Search firms http://tinyurl.com/pamzchy (Invitation and details to event)

In the recruiting world, time is always of the essence and the need to perform is expected.

As your clients continue to request qualified pipeline of candidates to interview quickly, why not hit it out of the park by having a qualified group of talent that is all ready engaged to reach out to? Learn how Sheila and her clients are prepared. For corporations http://tinyurl.com/ogmos6h (Invitation and details to event)

It doesn’t matter if you are using outside partners or internal resources this proactive continuous recruiting strategy can play a critical role in driving successful recruiting performances than ever before. This strategy doesn’t require a huge investment of money but dedicated time by your team. Learn how mapping, creating networks and staying engaged will reduce your time to hire as well as reduce your recruiting costs. Sheila’s goal is to discuss how she and others leverage data/mapping/recruitment research to help reduce the cost per hire and keep the candidates of choice in their networks. Let us know if you can join us.

Sheila Greco LION sgreco@sgatalent.com sgreco@sgatalent.com