Archive for Recruit with Knowledge

SGA ExecutiveTracker is growing again!

May 20, 2013 Recruit with Knowledge

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SGA ExecutiveTracker continues to add content, emails, biographies and contacts. In the last four months we increased our database by 134,000 contacts while cleaning the data to the point where it is 87-90% accurate. Don’t worry, when our clients find an outdated contact our internal team supporting SGA ExecutiveTracker will clean it up, provide the new contact name and send it off within 24 hours. We are all about quality not quantity. We invite you to sign up for a free trial today.

SGA ExecutiveTracker supports hundreds of recruiting teams, and continues to tout having 93% renewal rate since 2005. It is all about who we know! Not who you know! Not everyone is found on the internet and SGA ExecutiveTracker can prove it! Our mission is to identify professionals and their teams, showing reporting relationships and offering granular titles describing what the person does within an organization not just a generic title. Really it is worth a look!

 

Happy Hunting!!!

Sheila Greco

 

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SGA Talent & SMA of Greater Chicago a Wonderful Event!

May 19, 2013 Recruit with Knowledge

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Thank you so much for such a wonderful event! There were many terrific speakers and panelists that made this event one to remember. John Vlastelica was an amazing as the Key Note Speaker. Gerry Crispin, Co-Founder of CareerXroads closed out the event and as always provided us with fantastic information regarding the importance of candidate experiences for companies.

A few great people to remember were; Carl Kutsmode, Managing Partner talentRise, LLC, Mellissa McMahon, Senior Director of Talent Acquisition CDW, who is amazing LLC, Laura Luzan, Recruiting Manager Sears, and Lori Carlson, Associate Director Experienced Recruiting KPMG.

Thanks again and see you all next year! A nice group of people –  SGA Talent & SMA of Greater Chicago!

Happy Hunting

Sheila Greco

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

May 3, 2013 Name Generation, Recruit with Knowledge, SGA ExecutiveTracker

Not Who You Know - Its Who We Know

Recruiting successes comes from proactive recruiting using name generation/passive candidate research & other tools to assist with getting to the right candidates. On May 9th, we will be offering  (3) free webinars that will show how we and our customers use SGA ExecutiveTracker as a resource. Thought we would share with you the wonders of SGA ExecutiveTracker because it seems to be a tool of choice amongst the customer base that is giving us a 93% renewal rate year over year.

We will also be showing examples of recruiting emails as well as effective voicemail messages, examples of research, tricks on how to do research, the value of passive candidate research and the value of quality data. Our goal is to help you, help your clients.

May 9 9:00

May 9 1:00

May 9 4:00

Sign up today at a time convenient for you.

Remember as recruiters, proactive ones, it is important that we use every channel available to reach out and connect with  potential candidates. Hope to have you join us.

 

SGA ExecutiveTracker – offering names not found on the internet.

 

 

 

 

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What’s In Your Recruiting Bag?

April 26, 2013 Hiring Best-Of-Breed Talent, Recruit with Knowledge, Recruiting

Not all jobs are created equal.  Not all tactics or methods are created equal.  Building relationships and talent pipelines are still critical to reaching out to passive candidates and engaging them effectively.

Building talent pipelines, conducting research and sourcing will not be disappearing any time soon, due to social networking or utilization of the Internet. Technology along with tools that utilize smart technology is not replacing people or high touch recruiting techniques. SGA Talent believes there are limitations to all of these and a mixture of the resources produce the best results.

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

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

Open Presentation

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

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

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

Happy Hunting and I look forward to your comments.

Best regards,

Sheila Greco

 

 

 

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Infusing Diversity Into Your Candidate Pipeline

April 13, 2013 Recruit with Knowledge
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Diversity Within Your Organization

Make It Real – Create A Company With Diverse Talent

As more and more companies find themselves in a position where Diversity may not exist or is limited within their organization a mandate to change this may soon be on the horizon.

However, finding diverse talent is not an easy task. It requires a thorough understanding of the potential talent pool, by company, by function and location. In order to successfully create a continuous candidate pipeline, especially one that consists of diversity candidates first requires knowing the entire potential talent pool. It often begins with knowing talent at  competitor organizations as well as other companies where exceptional talent is known to be.

—The benefits of inclusion go beyond the workforce. Studies have shown that in order to have a diverse customer base it is important to hire, promote and retain one.
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—Although it may take longer to produce a diverse potential candidate pool, today, more than ever many companies are now insisting upon it.
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—Make it your company’s mandate. The efforts will speak volumes today and well into the future.
How do your teams stack up to your competitors and other is your industry? You only know how if you have the access to the data.

 

 

Infuse Diversity into Your Talent Acquisition Strategy.

We can help you achieve and create a diverse candidate pipeline.

Happy Hunting

Sheila Greco

President SGA Talent

sgreco@sheilagreco.com

518 843-4611

 

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