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Recruiting Should Be A Team Sport

Recruiters + Sourcers =  A Winning Combination

Becoming One Team Has Its Advantages

Recruiters Can Almost Always Use The Help and Support Of Sourcers 

Recruiters Can Almost Always Use The Help and Support Of Sourcers 

Strategic recruiting professionals along with anyone involved in hiring have come to realize the importance of sourcing and the many benefits it adds when it is part of the recruiting strategy. With the lack of qualified talent and overall talent shortage, having sourcing as part of the recruiting strategy and process has become critical to a company’s overall recruiting successes. Employing a team of recruiting and sourcing experts has proven to be the winning recruiting solution. Whether a company outsources a piece of the recruiting process or the entire process, it is imperative to employ a team approach to recruiting. The team approach is cost effective, efficient and delivers quick results.

Many will agree that recruiters and sourcers often share many of the same responsibilities but still have their own recruiting objectives and goals. But, I believe both need to know how to hunt for data, can create a strong, comprehensive talent pool, recruit, vet, network and present a slate of qualified candidates. In my humble opinion, I believe both should know how to do everything that is involved with the recruiting process end to end. This includes scheduling interviews, working with the hiring manager, the interview team and of course be able extend an offer and when necessary negotiate one.  Knowing how to do all the steps of the recruiting process and more, not only makes everyone more valuable but without a doubt makes the recruiting process more effective and seamless to the candidates not to mention even to the hiring manager. Recruiting should be a team sport with players having particular and complimentary strengths. 

The Differences Between a Sourcer and a Recruiter

Sourcers are known as having the ability and strength to identify hidden potential candidates that are not actively looking for a new role but could be good for a job they are trying to fill. Sourcers strengths include the ability create strong talent pools of potential candidates leading to strong candidate pipelines. Using social media to build a talent pool is typically the first round of sourcing, but beyond this know how to dig, hunt and identify talent by using traditional sourcing methodologies, such as the telephone to penetrate the companies where the talent may be. Basically, the goal of a sourcer is to identify passive candidates. Sourcers know how to find professionals not always found on the internet and can obtain full contact information on each professional gathered. Having access to passive candidates provides the edge recruiters and  hiring managers need  to ensure a comprehensive search was conducted.  

Recruiters, are doing some hunting but most often not to the extent of the sourcer. That’s okay when a team approach to recruiting is being used to recruit. Recruiters, in most cases work directly with the hiring managers, unlike the sourcers, and are involved more with connecting, recruiting,  vetting, presenting and reacting to active candidates. Additionally, many recruiters assist with defining, editing, understanding the true needs of the hiring managers’ requirements, which is required to recruit, vet and present qualified candidates. Yes, recruiters do some sourcing but often limit their efforts to social media. Not because they can’t do or don’t want to use other methods, but primarily due to the scope of his/her responsibilities and quite frankly due to work load.  All the more reason to employ a team approach to hiring.

Does your company employ a team approach to recruiting? Over the years I have seen the many benefits of using a team approach to recruiting. Hiring a team of experts to include both recruiters and sourcers results in identifying a high-quality talent pool that equates to a strong candidate pipeline and terrific hire. 

Recruiting As A Team Sport -  This allows Sourcers and Recruiters to be narrowly focused yet allowing each to pitch in when necessary, creating a seamless, cohesive recruiting process.

Recruiting As A Team Sport –  This allows Sourcers and Recruiters to be narrowly focused yet allowing each to pitch in when necessary, creating a seamless, cohesive recruiting process.

Keeping The Roles Separate: Some believe this works and it does, but there is a lot to be said for making recruiting a team sport.   Happy Hunting to all of you! Sheila Greco

Keeping The Roles Separate: Some believe this works and it does, but there is a lot to be said for making recruiting a team sport.   Happy Hunting to all of you! Sheila Greco

Organization Charts Display Important Insights Into A Company’s Talent & Inner Workings

 

Recruiting? Consider Creating Organization Charts To Get Access To Hidden Talent Others May Not Have Access To

 

Get it! Got it! Good! Now Share This Valuable Information With Other Teams Within Your Organization! 

 

 

Graphically representing relationships between individuals, functions and departments, organization charts are useful to teams within an organization for obvious reasons and very enlightening to those outside the company. Depending upon a company, its structure can be by function or product and reveal today's plan as well as tomorrow's too. These charts also provide the reader with valuable, quantifiable data, confirming or denying just a theory or providing information that is currently unknown. For recruiters’ organization charts assist with identifying talent others may not have access to. Increasing the potential value of a talent pool that may just be limited to public information.  A big edge for those looking to fill roles requiring a specific skill-set or experience. For years, strategic recruiters and talent acquisition leaders have used organization charts to recruit. Some limit the use to just current openings, while others find it beneficial for future recruiting efforts often used for creating relationships with potential future hires. No matter what the recruiting use, organization charts help anyone and everyone involved with recruiting to be more effective, smarter and more efficient.  Organization charts guide recruiters to becoming more effective with qualifying potential candidates. By having an organization chart is front of them during the time of an interview, a recruiter can ask pointed questions about the individual, the team and how the person compares to his/her peers while asking the screening questions necessary to vet a candidate. Taking the time to source and create a comprehensive talent pool to include building organization charts of the companies of interest, without a doubt makes a recruiter an expert. It ensures the recruiter and hiring manager that the recruiter made every effort to find, recruit, vet and present only the best candidates for the role. Organization charts without a doubt creates recruiting efficiency when the professionals identified have full contact information to include email, corporate telephone numbers, cells phone numbers and when available public profiles. We have discovered that by having all this information speeds up the recruiting process by at least 55%, allowing the recruiter to make a connection and outreach immediately a few different ways.  This can be huge when time is of the essence and hiring goals need to be met.  When recruiters do get access to organization charts, they don't have to limit the use to just recruiting. Often times this data is shared amongst other teams within an organization to include Sales, Marketing, Merger & Acquisition,  Business Intelligence and Talent Management professionals.  These charts can be used to analyze such things as diversity, competitive advantages, disadvantages, and simply reveal the structure or a team or teams.  We at SGA Talent find great value when using organization charts to recruit. Do you?  We have also helped our clients understand the inner workings of organizations by mapping them. If you are not currently using organization charts to recruit, you may want to consider it. If you are wondering how a company is organized, don't wonder anymore. Give us a call to see if we can help. It's time to be in the know with regards to hidden talent and more. Happy Searching and Sourcing !  Sheila Greco sgreco@sgatalent.com                        

Graphically representing relationships between individuals, functions and departments, organization charts are useful to teams within an organization for obvious reasons and very enlightening to those outside the company. Depending upon a company, its structure can be by function or product and reveal today’s plan as well as tomorrow’s too. These charts also provide the reader with valuable, quantifiable data, confirming or denying just a theory or providing information that is currently unknown. For recruiters’ organization charts assist with identifying talent others may not have access to. Increasing the potential value of a talent pool that may just be limited to public information.  A big edge for those looking to fill roles requiring a specific skill-set or experience. For years, strategic recruiters and talent acquisition leaders have used organization charts to recruit. Some limit the use to just current openings, while others find it beneficial for future recruiting efforts often used for creating relationships with potential future hires. No matter what the recruiting use, organization charts help anyone and everyone involved with recruiting to be more effective, smarter and more efficient.  Organization charts guide recruiters to becoming more effective with qualifying potential candidates. By having an organization chart is front of them during the time of an interview, a recruiter can ask pointed questions about the individual, the team and how the person compares to his/her peers while asking the screening questions necessary to vet a candidate. Taking the time to source and create a comprehensive talent pool to include building organization charts of the companies of interest, without a doubt makes a recruiter an expert. It ensures the recruiter and hiring manager that the recruiter made every effort to find, recruit, vet and present only the best candidates for the role. Organization charts without a doubt creates recruiting efficiency when the professionals identified have full contact information to include email, corporate telephone numbers, cells phone numbers and when available public profiles. We have discovered that by having all this information speeds up the recruiting process by at least 55%, allowing the recruiter to make a connection and outreach immediately a few different ways.  This can be huge when time is of the essence and hiring goals need to be met.  When recruiters do get access to organization charts, they don’t have to limit the use to just recruiting. Often times this data is shared amongst other teams within an organization to include Sales, Marketing, Merger & Acquisition,  Business Intelligence and Talent Management professionals.  These charts can be used to analyze such things as diversity, competitive advantages, disadvantages, and simply reveal the structure or a team or teams.  We at SGA Talent find great value when using organization charts to recruit. Do you?  We have also helped our clients understand the inner workings of organizations by mapping them. If you are not currently using organization charts to recruit, you may want to consider it. If you are wondering how a company is organized, don’t wonder anymore. Give us a call to see if we can help. It’s time to be in the know with regards to hidden talent and more. Happy Searching and Sourcing !  Sheila Greco sgreco@sgatalent.com                        

There Exists A Need To Close The Gender Diversity Gap In The Workforce

 

Women Still Struggle To Obtain Senior Level Roles In Corporate America

 

Although we want to believe there has been some progress with diversity in the workforce, it is obvious more work still needs to get done.

 

With March being National Women’s History month, SGA Talent, decided to launch a study to understand where women sit in the executive ranks of some of the biggest and best companies. Our goal was to gain an understanding of what is really going on with women in the workforce.

So for starters, SGA Talent decided to map out and take a deep dive into the 100 Best Companies To Work For and then compare the numbers to The Fortune 1000 specifically. This study focused solely on 9 key functional areas within each company, whereby identifying the leaders, teams and comparing the results to the companies researched.  

This study, based upon our research efforts discovered the following; (a) women leaders tend to have more of a diverse team compared to their male counterparts (b) it became very clear the specific industries and functional areas that are currently well represented by women (c)  women are underrepresented at the senior level and executive ranks of corporations and (d) these companies do have a qualified talent pool of women internally. Along with many data points, facts and figures, this report also includes the names of  notable women leaders at the companies researched along with biographies.  

So Where Or Where Not Are All The Women Executives?

 

Below are the number of women holding leadership roles at the 100 Best Companies To Work For. With 860 Executive Level Professionals Identified only 249 were women or 29%.

 Chief Executive Officer (9) or 1% 

 Chief Operations Officer (3) or > 1%

 Chief Information Officer/Senior Vice President (16) or 2%

 Chief Financial Officer (18) or 2%

 Human Resources (59) or 7%

 General Counsel Vice President Legal (25) or 3%

 Business Development (5) or 1%

 Marketing (42) or 5%

 Communications (45) or 5.2%

Foundations (27) or 3%

Below are the number of women holding leadership roles at the Fortune 1000

 Chief Executive Officer 7% vs 4% within The Fortune 500 vs 6% at the Fortune 100

 Chief Operations Officer 7%

 Chief Information Officer 13%

 Chief Financial Officer 10%

 Human Resources 62% leaders with over 74% women sitting in management roles overall

 General Counsel 31% vs 25% (Fortune 500)

 Business Development/Sales 4%

 Marketing 48%

 Communications 51%

Foundations n/a

As discovered in our report, there are many opportunities available to qualified women at some of the biggest and best corporations in America. Our research uncovered the fact that there is a large group of women employees at the lower levels of these corporations who present a very valuable talent pool of qualified professionals. Therefore with a little more effort and focus to close the gender diversity gap, corporate america can make this happen by making. it a habit to We look forward to discussing our study and our efforts with you. 

Reports worth reviewing:

 

Equal Pay Is Women’s Top Workplace Issue

McKinsey Report – Women In The Workplace

SGA Talent welcomes you to read our full report, just download your copy here.

 

 

Women are clearly a big part of today's workforce and ready to climb the corporate ranks. If a conscious effort to recruit and promote qualified women into roles which are currently male dominated, closing the gender gap can be accomplished. 

Women are clearly a big part of today’s workforce and ready to climb the corporate ranks. If a conscious effort to recruit and promote qualified women into roles which are currently male dominated, closing the gender gap can be accomplished. 

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.

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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

 

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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

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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

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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