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SGA Talent Presents Our List Of The Top 25 Women Information Technology Influencers

SGA Talent Today Releases Our List Of The Top 25 Women Information Technology Influencers

Breaking the gender barriers is something women have been striving to do in business for a very long time. For years women have been faced with such challenges as persistent gender bias, shortage in women leadership, women role models, unequal growth opportunities as well as the pay gap, but these obstacles to some degree are now diminishing.  Today, women leaders are now being chosen as successors to the C-Suite and the corporate management team, opening the door for those behind them.  Although women are not there yet, women in leadership roles are on the rise and are being noticed. As we conduct our monthly studies we are discovering more and more women in leadership as well as the number of women who report directly to them is inching up. Let’s keep the momentum moving forward while we continue to identify women leaders to look up to, aspire to be and learn from.

Since 1999 SGA Talent has been conducting Women In Technology Studies as well as other studies to highlight women. As a preview to our next study, “The Women Leaders of the Fortune 500” we wanted to create our own list of the Top 25 Women Information Technology Influencers. Our list is shown below as is a link to a report listing each professional’s name, education, and public profile.

Full List of SGA Talent’s Top 25 Women Information Technology Influencers

1. McKesson Kathy McElligott: Chief Information Officer and Chief Technology Officer
2. AT&T Pam Parisian: Chief Information Officer
3.  Cardinal Health Patricia Morrison: Executive Vice President, Customer Support Services, Chief Information Officer
4. JPMorgan Chase Lori Beer: Global Chief Information Officer
5. Phillips 66 Kay Sallee: Chief Information Officer
6. Valero Cheryl Thomas: Vice President, Chief Information Officer
7. Lockheed Martin Anne Mullins: Chief Information Officer, Vice President Enterprise Business Services
8. Caterpillar Julie Lagacy: Vice President, Chief Information Officer, Global Information Services (GIS) Division
9. American Airlines Group Maya Leibman: Executive Vice President, Chief Information Officer
10. Best Buy Colleen Dunn: Chief Information Officer, Senior Vice President, Information Technology
11. United Continental Holdings Linda Jojo: Executive Vice President, Chief Digital Officer, Technology
12. Travelers Madelyn Lankton: Executive Vice President, is Chief Information Officer
13. Hewlett Packard Archana Deskus: Chief Information Officer
14. Freddie Mac Stacey Goodman: Executive Vice President, Chief Information Officer
15. PepsiCo Jody Davids: Senior Vice President, Chief Information Officer
16. Intel Paula Tolliver: Corporate Vice President, Chief Information Officer
17. DowDuPont Melanie Kalmar: Vice President, Chief Information Officer & Chief Digital Officer
18. ADM Kristy Folkwein: Senior Vice President, Chief Information Officer
19. AETNA Meg McCarthy: Executive Vice President, Operations & Technology
20. Prudential Barbara Koster: Senior Vice President, Chief Information Officer
21. Walt Disney Susan O’Day: Executive Vice President, Chief Information Officer, Enterprise Technology
22. Johnson & Johnson Jane Connell: Vice President, Chief Information Officer, Corporate
23. USAA Kimberly Snipes: Chief Information Officer
24. AIG Martha Gallo: Executive Vice President, Chief Information Officer
25. Publix Laurie Douglas: Senior Vice President, Chief Information Officer

Click here to see Our List Of The 25 Top Women Information Technology Influencers.

Enjoy! If you have any questions or comments please feel free to contact me.

Best regards,

Sheila Greco

sgreco@sgatalent.com

Succession Planning & The Importance Of Mapping The Competition

Mapping The Competition Should Be Part Of The Succession Planning Strategy

Mapping the competition is a smart way to stay informed and often used as part of the succession planning process.   Knowing who and where the talent is inside and outside your organization is critical in the process of succession planning.   Identifying top performers for high impact and high risk roles as well as having relevant compensation information is a very important component in starting the engagement process.   It’s never too early to communicate and get to know potential top performers. In fact, consider putting the process in motion and start identifying, networking, engaging and recruiting future leaders that are the “right fit” for your organizations today. Allow mapping to be part of the process.

Mapping – Identifying  The Competition: Start with the competition but do not exclude the companies that your company has had great success recruiting from. Below is an example of an organization chart that was created for a succession planning project.  

Profiling The Talent: Now is the time to gather the intelligence that will assist with making smart hiring decisions. Getting to know the talent – who they are, what they do, career highlights, career history and compensation. Once the organization charts are created, profiles must be gathered. Additional information provided are direct dials  and emails. An example of a biography included in a succession planning report:

• Daniel Pinto, Chief Executive Officer, Global Head, Investment & Corporate Banking Biography:  Mr. Daniel E. Pinto serves as the Chief Executive Officer of Europe, Middle East and Africa at JPMorgan Chase & Co.
• Mr. Pinto serves as Chief Executive Officer of Corporate & Investment Bank at JPMorgan Chase & Co. since March 25, 2014.
• He serves as Chief Executive Officer, Chief Executive Officer of Corporate & Investment Bank and Chief Executive Officer of EMEA of J.P. Morgan Securities Plc.
• He served as the Head of EMEA at JPMorgan Chase & Co. He has been a Member of Executive Committee at World Business Council for Sustainable Development, Geneva since January 1, 2017.
• He served as Co-Chief Executive Officer of The Corporate & Investment Bank at JPMorgan Chase & Co. from July 2012 to March 2014.
• He serves as the Chief Executive Officer of Europe, Middle East & Africa Region at JPMorgan Chase & Co. since June 2011.
• He served as the Head of Investment Bank and EMEA at JPMorgan Chase & Co. He served as the Head of Emerging Market at JPMorgan Chase & Co. from November 15, 2006 to 2009.
• He served as the Head of Global Fixed Income at JPMorgan Chase & Co since April 14, 2012.
• Mr. Pinto served as the Head of Investment Bank at JPMorgan Chase & Co. and served as its Co-Head of Global Fixed Income from November 2009 to July 2012.
• He serves as a Director of J.P. Morgan Securities Plc.

Below is a link to one our succession planning projects.  Click here for Part of A Succession Planning Report SGA Talent Completed Networking, Engaging, Recruiting – It is never too early to begin engaging a potential high performer. Consider starting today! With only 20% of passive candidates actively looking, the need to engage with high performers are important from the moment identified and when there is potential interest. Depending upon a company’s strategy, and process, the engagement process can start with an email, call, text or possibly even a face-to-face meeting. The good news is that mapping can provide a company with what is needed to start the process.  As leaders think about succession planning, it is good to consider implementing mapping as part of the process. The process of identifying profiling, engaging and building a pipeline of external potential talent often results in the creation of an immediate pipeline of screened candidates, shortening what is sometimes considered a long cycle time of sourcing. Additionally, another huge advantage of mapping outside high performers is that there are available candidates with whom there is already an existing warm mutual relationship making for the process to be much easier as well. Are you using mapping as part of your succession planning process?  Since 1989, SGA Talent has been supporting companies of all sizes with mapping and succession planning. We are here for you too.  Happy Hunting! Best regards, Sheila Greco Contact Sheila Greco sgreco@sgatalent.com

A Big Part Of Recruiting Success Is The Messaging & Using Multiple Messaging Vehicles To Reach Potential Candidates

Recruiting goes beyond just LinkedIn. Connecting with potential candidates requires emailing, calling and for some texting. The truth is, that sometimes it takes two, three, four or five attempts before a potential candidates responds

 The war for talent has pushed the need for recruiters to have access to several ways to connect with potential candidates. Many recruiters rely solely on LinkedIn but recruiting must go beyond just an InMail or LinkedIn message. Recruiters should be emailing, calling, texting and using other social media vehicles as additional ways to connect with potential candidates. The recruiting message is important for sure, but so is knowing who you are trying to recruit and the ways in which the recruit prefers to be contacted.

According to Career Builder, there are some generational differences in how candidates prefer to be contacted. It was noted that 57% of Millennials prefer to be contacted by email over phone calls. As for Gen Xers, 47% have equal preferences towards email and phone calls. For the Boomers, 58% prefer to be contacted by phone over emails. However, remember these are preferred methods, but I recommend having at least 3 ways to connect with a potential candidate, especially passive ones. The good news about knowing about these preferences helps me as I begin my initial outreach to these professionals. Again, please recognize that recruiting requires going beyond just LinkedIn.

Recruiting is a process and there should be no limits as to how to reach out and connect with potential candidates. Lastly, we all know that not everyone is found on LinkedIn or for that matter uses LinkedIn as much as we would like to think. Go beyond this resource but do not ignore it. Messaging matters. Keep the recruiting messages less than 200 words. According to RecruitLoop, optimal recruiting emails should be between 150-200 words.

Additionally, according to LinkedIn’s data, recruiters can increase their response rate by 27% by keeping their InMails shorter than 200 words. I myself depending upon the opportunity prefer to keep the messages under 200 words but for some it is not about the number of words but writing a message that will get a response.  Recently we tested a variety of email messages to see which received the best response and below are a few examples that yielded a great response rate.  Overall our messaging is personalized, yet easily customized, provides a bit of information about the role that will prompt a response if there is interest and it includes a closing option that allows the recruit to commit to a conversation or state there is no interest, now.

1.     Personalize the message I reviewed your career history and you are someone I would like to speak with regarding an opportunity I am working on. Upon review of your background, you are someone I would like to connect with regarding an opportunity I am working on. When we last spoke I noted that you wished to stay connected and hear of future opportunities. Do you have time to speak regarding an opportunity I am working on?

2.     Opportunity Details We have been retained to identify a Director of Internal Communications. Ideally we are looking for someone who has experience with both External and Internal communications as well as being passionate about being part of a company undergoing a lot of change to include many merger and acquisition activities. This is an exciting time for our client and if you are interested in being part of this, let’s chat. We have been asked to recruit several sales professionals who exceed sales goals not just meet them. If you are top of the list, love to sell, interested in being part of a growing company in a niche market, we should have a conversation.  As an accomplished consultant in SAP, I am interested in speaking with you. We are looking to recruit technical professionals who are great listeners, communicators and results driven. The reason for my outreach is to get to know you, your career aspirations and to learn how you accomplished what you have done thus far.  I welcome the opportunity to spend 10-15 minutes with you to learn more about you and what you wish to accomplish in the coming years.

3. In Closing Realizing you are very busy, if you are interested in learning more about this opportunity, please provide me with a few dates and times that may work for you so I will be sure to make our call happen. If you are not interested, please let me know as well. Have a great day and I hope to connect soon. Happy Hunting! Sheila Greco

Talent Mapping Has Multiple Uses – Today SGA Talent Presents the Multiple Uses of Talent Mapping While Exploring “The 25 Best Tech Companies to Work For in 2016,

Talent Mapping Has Multiple Uses – It Provides Important Data Many Leaders Have Come To Rely On To Stay Ahead Of The Competition

Click to see our July Study here.

Talent Mapping’s Multiple Uses

1. Recruiting – Creates talent pools specific to a company’s recruiting requirements
2. Sales, Marketing – Used to create specific lists of potential decision makers
3. Talent Management – Provides a resource to compare internal talent to talent outside of the organization
4. Competitive Intelligence – Diversity comparisons, reporting relationships Talent Mapping 

Talent Mapping is an effective research/recruiting method that supports numerous teams within an organization.  This process has been proven to create recruiting efficiency while ensuring completeness of the recruiting process. Talent Mapping goes beyond social media, and other research/recruiting tools. Talent Mapping also assists with opportunity hiring, future candidate pipelining, creating awareness among future high potential candidates as well sales, talent management and competitive intelligence. Talent Mapping offers names, titles, profiles, as well as relevant contact data to include emails and telephone numbers.

Today SGA Talent Presents the Multiple Uses of Talent Mapping While Exploring “The 25 Best Tech Companies to Work For in 2016, According to Employees”. As intended the study looks inside each company’s leadership teams and gives examples of how the data can be delivered to meet a leader’s expectations. As with our other reports our methodology included mapping out the leaders’ teams used to provide valuable information included in the study being shared. 

Enjoy the report and we look forward to connecting with you. Click to see our July Study here.

Thank you

Happy Hunting,

Sheila Greco

sgreco@sgatalent.com