Archive for Recruit with Knowledge

Interesting Side Notes…Winning in the marketplace requires winning in the workplace

It’s all about winning in the workplace!

Happy employees make a difference to a company’s overall success.

I believe that a company’s carefully-maintained employee-first culture can and does positively effect its bottom line.

 

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Winning in the marketplace is certainly the main focus of any company. But just as important is the company’s ability to take care of business in the company’s workplace. Yes, to me, it is all about winning in the workplace that drives the company’s success. I cannot stress enough, the fact, that people are a company’s greatest asset.

Creating a quality and winning workplace filled with content and high-flying team players does make a difference. I recently came across a quote from Doug Conant, ex CEO Campbell Soup which stated, ” To win in the marketplace you must first win in the workplace.” To me, this says it all. As a business owner of a small company I know the importance of having happy people in our workplace and how it has played and continues to play in our overall success.

As I look to maintain and build upon a winning workplace, the following are a few of our company’s “must haves”  to ensure we are winning in the workplace. Please note that they are not in any specific order.

1. Offer competitive salary with the opportunity to earn more based upon individual and team successes.

2. Have in place an environment that offers a challenge to each team, holding each accountable while offering a real sense of ownership to completed projects.

3. Make available necessary tools that will assist with the each team player’s successes.  I believe there needs to be relevant tools and proven processes in place to empower each employee.

4. There also must exist the opportunity for career advancement, creativity and it is okay to fail while trying something new environment.

5. Hire those who will make the team stronger. I have also learned that creating a winning workplace environment requires the need to ensure every new hire is a great one. Again, looking to maintain and enhance the all ready great colleague type of environment.

6. As a leader it is important to keep morale high, create that positive and winning workplace that will keep turnover to a minimum. It also means promoting, hiring and training leaders others want to work for.

7. Always promote the concept that the customer is always right attitude. It starts at the top and should be part of the corporate culture.

What do you believe is important to winning in the workplace?

 

Sheila Greco

sgreco@sgatalent.com

Retrain Your Brain – Don’t Just Post & Hope – Take A Look At The Value of Recruiting With Organization Charts

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Win the race for talent……

Understand there is more to recruiting then just key word searching and posting on social networks

I am suggesting it may be worth your time to learn how having access to clearly defined organization charts can prove to be a huge benefit and real asset to your recruiter toolbox.

 

Finding the right candidates requires training, dedication and hard work. In order to be a successful recruiter it is important to know how to gain access to the potential talent pool, understand the importance of building solid networks, the importance of engagement, the need to communicate the good and the bad, and be ready to find/hunt/search/proactively recruit the best candidates each and every time.

Be that recruiter who desires to be #1. Set yourself apart of the competition. Retrain your brain and get trained on how to do more to enhance your recruiting skill sets. A great start would be to truly understand the value of recruiting with organization charts. In the beginning don’t worry if you cannot create one yourself, but long-term set the goal to learn. Having this skill set will help your career long-term. It certainly can’t hurt.  

When starting a new search, try to resist going right to the internet or to the other tools that you may be comfortable using. Retrain the brain, step out of your comfort zone and try to create and build organization charts at the companies of interest around the targeted talent requested. (If you are not quite there yet,  find someone who has the talent to do so.)  The more you do it and use it, your comfort level with building and recruiting with organization charts will increase and its value will be revealed.

Please recognize that organization charts are mainly used to tap into the potential talent pool at the onset of a search and such results need to be exploited during the actual recruiting process to fully realize the value.

The message here is to have recruiters at least become of aware of the value associated with recruiting with organization charts. These charts offer a clear definition of a team, the talent, the reporting relationships at the target companies, while also taking the guessing out as to who needs to be contacted for the open position or contacted as a networking lead. This data helps with the messaging of the email and the call. Offering another advantage to those recruiting.

Obviously charts have so much more value compared to just a name, a title, or a public profile that is created by an individual. Again be reminded that many research tools and recruiting resources have limitations and should not be the only resource a recruiter uses. Again relying solely on the tools that require key word searching can and does cause recruiters to miss and overlook qualified candidates because of what is listed on a public profile or provided in a title. Again, resulting in the possibility of missing a candidate.Enough said, now just review the option of recruiting with organization charts and let me know your thoughts.

At the end of the day, a serious recruiter want to be #1, “the go to recruiter!” Step out of the comfort zone, create your own list of talent to connect with, build the best potential talent pool, be in control of your efforts and be proud to show them off to the hiring manager.

Sometimes we fail to understand or don’t want to believe that using only tools is the only way to recruit. Try not to think that tools are it! Social network are it! Yes they are part of it, but not all of it. By no means am I saying don’t use any of these tools, I am suggesting that recruiters need to if they are not all ready, become familiar with the benefits of recruiting with organization charts.

Here are my Top 5 Reasons that recruiting with organization charts has its benefits

1. Creates access to the potential talent pool while providing direct dials, emails and telephone numbers for ease of connecting. It is the foundation of the search process and important to the overall success.

2. Assists with filling the candidate pipelines for current and future assignment. This robust information also adds additional value by helping the recruiter with candidate tracking while building solid networks with professionals that will long-term create recruiting efficiency.

3. You, the recruiter is now the expert. You now have in your possession the potential talent pool that has been requested by the hiring manager. Such knowledge is priceless.

4. Having such priceless information helps the recruiter compare and contrast the interested and qualified talent who will ultimately be part of the candidate pipeline.

5. It confirms the fact that every stone was unturned. The desired were identified and reached out to. As were those who were referred to by the network of professionals housed in this space.

There is no doubt that there is a lot of information out there that recruiters can use to recruit solid candidates. But recruiting with organization charts creates efficiency, provides knowledge and can be used over and over again to recruit, track and build long-term relationships.

Don’t be that recruiter who limits their recruiting efforts to just tools.
Be that recruiter who has the ability to create organization charts, exploit what was obtained and build a pipeline of top talent. Increase your skill sets and set the goal to learn how to build and create organization charts. It can be very rewarding…….

 

Happy hunting, creating and successfully recruiting!

Sheila Greco

sgreco@sgatalent.com

 

Are you ready to hire your next top performer? Don’t Ignore Personal Qualities

 

iStock_000027630618SmallSuccessful hires go beyond just looking for specific qualifications.

As you look to hire your next top performer, don’t ignore their qualities.

It makes sense to hire those who share the same qualities as you and your team’s top performers.

You obviously took the time to create a job specification, the needs, the wants and the desires. But just as important a leader needs to review, examine and understand the qualities of his/her own team’s top performers. As the list of qualities is created, it will become obvious the type of person you should be looking to hire. Taking the time to do this, does pay off as you look to hire your next top performer.

Generally speaking there are many qualities that make someone successful to include confidence, integrity, hardworking, knowledgeable, decisive, focused, positive attitude, strong communicator, team player,  the desire to learn, listen, results driven, loyal, organized among other qualities. Again, only you know which qualities you desire and will work for you and your team. So take the time to look at your team, select the qualities of your top performers and as you look to hire your next top performer, be sure to look for qualities that fit your team.

Additionally, as you interview don’t ignore the values of the team, you and of course your company. Good luck and remember as you hire your next top performer once they have accepted be sure to provide them with what they need to succeed.

 

Happy hunting.

Sheila Greco

 

SGA Talent – Sheila Greco Associates – Relationships Matter…..

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SGA Talent – Sheila Greco Associates is celebrating 25 years this year. Part of the celebration includes sharing this milestone with current and future clients by hosting events across the United States. The first one was held in New York City in April, which of course was a great success. But it was also confirmation that creating and maintaining relationships matter. If you think about it, relationships are the building blocks of what we do, who we are and our successes.

Why? Because the relationships we have with our coworkers, business partners, and our business communities are the means for achieving our personal and team goals. We can agree that we certainly do not work in isolation: but work together, with others! All the more reasons to have strong meaningful relationships. Often times,   successes can be traced back to the relationships that have been created and with  individuals who have come to trust, support and respect each other.

So once again, relationships in our lives do matter. Relationships move us forward. Imagine a wheel in which you may be a hub or at the center and each spoke serves a relationship with another person. These relationships hold the wheel together which in turn helps move the wheel along. These spokes of relationships continue to move us, causing each of us to achieve many goals.

In our case, as with many successful businesses, relationships matter. Hats off to our team who have built and continue to build so many great relationships with our trusted clients. It helped us grow in a variety of ways because our clients continue to use us, refer and depend on us. As the relationships continue to build, grow and unfold, we need to be reminded that they need to be approached with integrity.

Relationships do take time and effort, but can be well worth it. It is always better to create relationships before there is a need so to speak. However, many long-term relationships started when there was a need. Often times this happens in business and relationships blossom as time goes on. Therefore it is now the time to thank all who have worked with us and continue to work with us. Your relationship with us matters!

Our recent event in New York was an example of how relationships matter. Although just 3 hours, the relationships that we either being sustained, created or enhanced were all meaningful ones. Personally it was an honor for me to be part of a group of very smart, high achieving, results driven, senior level talent acquisition and hiring managers. The many conversations were not just limited to general recruiting industry trends, but more about an individual’s successes, challenges and goals. Truly, an open and casual networking session. It was incredible.

Once again, relationships do matter. I know because it has helped us reach our 25 year milestone. My relationships with all our clients matters to me! As Harry S. Truman said, “It is amazing what you can accomplish if you do not care who gets the credit.” To this I salute both the SGA team and our clients. Thank you!

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Take it from me, Sheila Greco, relationships matter…..
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Is There A Disconnect Between Your Candidate Pipeline & The Potential Talent Pool?

Could be if you are limiting your research and recruiting efforts to just big data, free data, technology and social media.

Look beyond these restrictive and limiting resources.

It is time to train and retrain the brain. Recruiters seek intelligence that assists with creating exceptional candidate pipelines their hiring managers much deserve.

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Looking for a great potential talent pool for your next search? I am sure you. Try not to just limit your efforts to the internet, social media and free or paid research/recruiting tools. I understand this may be a habit for many successful recruiters, however when you limit your efforts to just these resources, your are obviously limiting your search for talent. Wouldn’t you agree? Recruiting requires linking intelligence with talent. This will provide the potential talent pool necessary for conducting a comprehensive search for talent.

No one can dispute the fact that there is plenty of data out there. However much of it has been found to be inaccurate, incomplete and at times borderline a waste of time! However good recruiters who have time, can weed through such data to find viable candidates. Yet, the process of doing so, can be exhaustive, time-consuming, inefficient and at times yield little results. Therefore time to retrain the brain. Look to linking intelligence with the talent you need to recruit.

Train the brain into believing that it is unrealistic to think that by simply posting, tweeting and using social media the best of breed will come. Long term, it is not a strategy that should be focused upon. Recruiting efforts need to be linking intelligence with talent to ensure a solid pipeline of candidates.

Linking intelligence with talent is much different then just having access to a limited, inaccurate, talent pool. Intelligence not only links a recruiter to specific potential talent but offers other benefits that save time and money. Intelligence provides relevant contacts, exact titles, reporting relationships, otherwise known as organization charts, direct dials, emails, and profiles. But more importantly, as this information is exploited, it suddenly creates an ideal candidate pipeline, compared to a candidate pipeline which is the result of such limiting efforts as an ad, a post, a tweet or from a social media outlet.
In simple terms, intelligence establishes a more focused recruiting process so that recruiters can deliver candidates to the hiring manager who have been carefully sought out, recruited and selected by both traditional recruiting efforts and the latest ones. No one can dispute the fact that limiting any recruiting efforts to a limited, closed network will of course hamper the search for qualified candidates. Not to exclude the fact that such efforts have been known to have delivered a limited, sub par slate of candidates who simply have responded to a “shout out!” or found amongst the limited talent pool and network the recruiter may only has access to. Huge difference, don’t you think?

Don’t have a disconnect between your candidate pipeline and the potential talent pool out there. Look to use intelligence to uncover the complete potential talent pool. Recruiters deserve to have access to such intelligence and more importantly, the hiring managers deserve it.

It’s not too late to change or retrain the brain. Maybe it is time to  reassess your research and recruiting methods. Don’t limit yourself to only what is “available” to you, go beyond and you will see the difference.

Happy Hunting!

Sheila Greco