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














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


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!












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

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









“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 (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 (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

Providing Candidate Feedback Should Be A No Brainer

Costa frog



Providing candidate feedback is a no brainer

As we know recruiting is a process. One in which is nonstop until the hire is made. This is a no brainer. But sometimes we forget about the candidates. Those who spent time speaking with us, updating their resumes, speaking with our clients, going on an interview and sometimes not. As recruiters we need to remember candidates are people who deserve feedback. Providing candidate feedback during the process and at the end of the search should be a no brainer.

When recruiters are handling multiple assignments getting back to candidates may not be easy or a priority. The challenge to simply provide candidate feedback has changed as a result of our fast-paced, 21st century recruiting activities. But that doesn’t mean we can’t care for the candidates. Candidate feedback not to mention providing a positive candidate experience should be a no brainer.

I truly understand how candidate feedback can easily get lost during the recruiting process. However, if you focus on this activity as part of the recruiting process, providing candidate feedback can be accomplished. Keeping this in mind, consider how you can change this.

1. Take the call – don’t ignore a candidate’s call or email. Provide candidate feedback during the course of the recruiting life-cycle.

2. Make the call – set aside time either in the morning or late afternoon to do so. Make it part of your day and recruiting process.

3. Stay connected – make them part of your network.

Simply put, we need to appreciate our candidates.

Just saying…

Sheila Greco




Leverage Your Networks To Recruit

People on the Move

Leverage Your Networks To Recruit World Class Talent

You take the time to create strong professional networks. You continue to build, nurture and maintain them. This is a skill many recruiters have mastered and successfully continue to leverage as they recruit world-class talent. You too need to be sure to leverage your networks as you go through the recruiting process to identify, qualify and present candidates to your clients.

Did you know that recruiting from your professional networks is actually one of the most effective best practices for recruiters to recruit world-class talent? Well, it is! Let this be your reminder to use your networks as you search for qualified talent for your clients. The number of professional networks you have is not important, but what is important is the fact that you have a wide network of connections. Such connections should include clients, former co-workers, industry figures, business owners, previous candidates, professional acquaintances, and others  who also act as hubs for access to secondary connections.

A great advantage of recruiting from within your own networks is that you are virtually recruiting from a “screened” community of talent that is all ready engaged. Another advantage of tapping into your professional networks for recruiting is that often times your contacts respond to the call, try to help and don’t dismiss the importance of the call. This being said, as people in your networks reach out to you,  you too, must be ready to act and assist as best you can. As I was once told by my father, networking is the key to success in any business. He continued to say that is important to build intimate, sincere relationships which can be mutually beneficial. 

In closing, let me say that any and all solid networks will serve you well today and for years to come. As a recruiter, allow your professional networks to become an additional tool in your recruiting toolbox. Recruiting is all about networking and relationships. Therefore, continue to build upon your networks and keep them strong. Leverage your networks to recruit, and success will follow.

Happy Networking

Sheila Greco






Stay Ahead Of The Rising Demand For Talent

Stay Ahead Of The Rising Demand For Talent

Be Ready To Make The Hire When The Right Talent Is Presented

Don’t Let Talent Slip Away

recruiting Needs To Be continuous

Keep networking. Keep the process moving forward.


People on the Move


We read it, hear about it and of course live it…. the war for talent is on. We are at the point where companies need to make hiring decisions fast and or faster than they have been accustomed to in order to compete for talent. Companies need to be in a position to make quick hiring decisions while making sure the hiring decisions are smart ones. The unfortunate part for those who act slowly, can result in watching the world-class talent  slip away go to the competition or simply become unengaged.

Hiring should not be stressful, or minimized by busy hiring leaders. Unfortunately sometimes hiring may take a back seat due to busy schedules, business obligations, the need to meet business goals and objectives. But none-the-less, as of late, we are seeing many hiring managers becoming fully engaged. When they are, the process couldn’t be better.

We all recognize that recruiting is not just about the recruiting process or recruiting strategy but really about hiring the right talent that will help position a company to compete and achieve positive results. Therefore when a search for a new employee is launched, it needs to be the focus of all involved. Otherwise it may result in an unsuccessful pursuit or loss of world-class talent.

Good luck to all.

Sheila Greco

Recruiting Is Not A Static Event – Recruiting Efforts Need To Be Continuous

Recruiting Efforts Need To Be Continuous

Recruiting World Class Talent Requires Staying Connected

Recruiting Is Not A Static Event

Recruiting world-class talent requires having access to talent that is right for your organization. Leveraging talent intelligence/recruitment research can be the key to filling the pipeline with qualified and quality candidates but winning the war for talent goes beyond just the hire. In order to win the war for talent, I believe recruiting efforts need to be continuous. Recruiters need to network and stay connected will future potential hires.

Recruiters need to understand the importance of leveraging the data, talent intelligence/recruitment research that is obtained during the research phase of the recruiting process. As a recruiter with over 30 years of experience I believe successful recruiting is all about creating, maintaining and mastering the art of building relationships. It is all about who we know, right? So my advice is to get connected and stay connected with people and talent that could benefit your organization, not to mention you! It starts with the identification of talent and continues on for as long as you want it to.

Recruiting efforts need to be continuous. Winning recruiting strategies include the implementation of a recruiting process that starts with the identification of talent, employs proactive recruiting activities, focuses on vetting the qualified, presenting/filling the pipeline with interested world-class  candidates followed by staying connected with potential talent. Yes staying connected by creating professional networks and relationships that matter. I believe this forward thinking recruiting strategy will help companies win the war for talent going forward. Are you continuously creating, maintaining and nurturing relationships? I hope so.

Just saying… go get the talent you need before the competition does.

Sheila Greco



Recruiting Emails – The Short and Sweet Version


Creating Short & Sweet REcruiting  Emails

That Produce Results





Recruiting with recruiting emails have become mainstream for many top recruiters. Not to mention a very cost-effective way to recruit. For many recruiters, it is as simple as taking advantage of  the large pool of potential candidate profiles and email addresses that are right in a company’s Applicant Tracking Systems and resume databases. The other very targeted and effective way to recruit is by leveraging the information gathered from recruiting research.

Below are a few examples we found to be successful.

1. Good afternoon, John. As a recruiter who works in your space I wanted to reach out to discuss an exciting role that may be of great interest to you. Let me know a time and date that may work so we can connect.

2. Good day John. As a recruiter I came across your name while I was conducting research for an analyst role we are recruiting for that is right in your backyard. Would you have time to connect so I can provide you with the details? As always I am interested in learning more about those who have great talent.

3. Good afternoon Lisa. As a talented engineer, I look forward to connecting with  you.  We are currently representing  Thermo-Fisher Scientific,  and I am very  interested in learning more about you and your career ambitions. Do you have time to speak?

Happy Hunting. Now go get the world-class talent you need before the competition does!

Sheila Greco



Why Companies Outsource Research And Recruiting Services


Recruiting World Class Talent Requires Time, Talent Intelligence and Continuous Contact With Passive, Qualified Talent

Should these services be outsourced entirely or selectively? What makes the most sense for your company?




When deciding to outsource research and recruiting services, many organizations start with the same question: Which activities should be outsourced, and which are we capable of doing in-house? Today with hiring on the rise and the war for talent at an all time high, many companies are being faced with the many challenges of meeting hiring and recruiting demands. Therefore the decision to turn to outsourcing research and recruiting services as a solution is under consideration and being reviewed as an option.

It can be agreed that the decision to outsource or not is never an easy one. The good news is that in our industry, the decision to outsource research and recruiting services is not an all or nothing decision. Outsourcing these services can be undertaken to varying degrees. Outsourcing research and recruiting services can range from total outsourcing to selective outsourcing. Whereby selective outsourcing may only target a single task or a few. Ultimately the choice to outsource is due to the fact that the company believes the decision will result in gains in profitability and efficiency.

After discussing this topic with 25 talent acquisition leaders, human resources professionals and C-level individuals, I discovered there are 5 main business drivers that motivates a company’s decision to outsource research & recruiting services.

Cost SavingsWhen companies outsource research and recruiting services they typically do so with partners that specialize in specific areas such as research, mapping, sourcing, and recruiting. This decision is based upon the reasoning that these functions can be performed more efficiently than the company, or simply by virtue of transaction volume. As for some of the larger companies and those companies with strong internal executive search teams, the cost of outsourcing outweighs the cost of hiring a new employee. 

The ability to exploit a flexible work force often allowing for scalability.  As we have come to learn, hiring needs can change weekly, monthly, quarterly and yearly.  These fluctuations in hiring demands can be very challenging for a company’s existing staff and by outsourcing research and/or recruiting services on an as needed basis simply makes sense.

Access to a broad yet targeted potential talent pipeline of world-class talent. We are now in a time where recruiting world-class talent is very competitive and requires access to a broad yet targeted potential pipeline of world-class talent. By outsourcing, a company’s recruiting efforts may not be just limited to internal databases, social networks, LinkedIn and employee referrals. The additional outside resources can provide a larger reach, providing talent intelligence in turn increasing a potential talent pool.

Expertise and Competitive Advantage. As for small companies, or those not having  the same recruiting capabilities as larger companies, outsourcing research and recruiting to experts simply allows these companies to compete for the same talent. It can put these companies on an even playing field in their search for world-class talent.

Accountability outsourcing is predicated on the understanding, shared by company and partner alike, that such arrangements require quality service in exchange for payment. To some degree it is a given that by paying for research and recruiting services creates the expectation of performance. In our industry we often hear, “time is of the essence; when can I expect to get candidates; when can I expect to get research?…….” When these services are outsourced, there is little wiggle room for mediocrity, inefficiencies and non-performance. Greatness and results are expected.

The decision to outsource any service is a major strategic one for most companies, since it involves weighing the potential cost savings, efficiency, and to some against the consequences of a loss in control. However, unlike outsourcing other services outside of research and recruiting services, the client is still in control of the process and cost. Furthermore, understanding there are other research and recruiting services providers out there, the chosen outsourced partner is expected to produce. If the results are not realized, the process is not efficient and cost savings is not present, the client has the option to go to another service provider. So if you are a service provider of these services it is important to over deliver and do it cost effectively. Just saying…..


Sheila Greco