Category Archives: Recruit with Knowledge

Effective Recruiting Kickoff Meetings Set The Tone for a Positive Partnership

Sheila_2014Embrace Recruiting Kickoff Meetings!


Share What Your Know and Ask Questions Regarding What You Don’t Know!



Unfortunately there are recruiters who overlook or minimize the importance of the recruiting kickoff meeting. However there is much to be learned and shared during an effective recruiting kickoff meeting that is very relevant to the overall recruiting process. In my opinion, effective recruiting kickoff meetings set the stage, act as the first formal meeting between the client and the recruiting team(s). These meetings need to be embraced, a time to ask questions that cannot not generally be answered from just a job specification. It is a time to also build rapport between all parties, strengthen the relationship and quite frankly can be the start of a successful search. Believe it or not, some poor recruiting efforts and results can be tied directly to a poor recruiting kickoff meeting and unfortunately in some cases one in which may never fully recover. Therefore the act of engagement in these recruiting kickoff meetings is a must.

The recruiting kickoff meeting can serve multiple administrative purposes. It can be the formal introduction of the hiring manager, the hiring team, the recruiting team(s), and others who will be instrumental in the overall success of the recruiting process. Important goals of the recruiting kickoff meetings include a detailed discussion regarding the role, the requirements and of course the qualities of an ideal candidate. These recruiting kickoff meetings also establish communication protocols, the client specific recruiting process, and of course the interview process.

A few suggestions for the effective recruiting kickoff meetings;

The Agenda:

Set an agenda - the agenda should be kept simple and exclude any extraneous items. Sufficient time should be allowed to cover all agenda items. Each item should add value to the discussion. Most importantly be prepared. A standard meeting agenda template can be developed and sent to all parties prior to the meeting. The template often times ensures consistency. Agenda may include topics such as;

▪    The introduction of all attendees.

▪    Review of the job specification in detail.

▪    Recruiting process and of course intended timing to bring the candidate on board.

▪    Expected communications of each party, role of each party, expected reports, and follow-up activities.

Conducting The Meeting:

Conducting the meeting- to show respect for all parties the meeting should start promptly. To facilitate this, it is recommended to send copies of meeting materials in advance. This may include job specifications, the attendees and their biographies.

▪    Introductions of each attendee with explanations of their roles during the engagement.

▪    The client may then take control and process with each item on the agenda. This is  the time when a detailed discussion should take place regarding the role, the process and expectations. May I suggest recruiters may want to avoid asking obvious or rudimentary questions about the process. In my opinion it could lead the client to think the recruiter is not prepared or has not taken the time to review existing process in advance.

The Relationship:

Time to build the relationship or make it stronger if one exists. An effective recruiting kickoff meeting presents a unique opportunity to establish a tone of mutual partnership. This should include the recruiting team’s objectives and how they add value to the client. Be mindful that some clients may have had bad experiences with past recruiters and organizations making it even more important for the recruiter (s) to define their own responsibilities for the engagement. It is okay for the recruiters to “sell” but not oversell, the recruiting function to the client as a value-added service. Do so by explaining objectives that are aligned with the strategic mission of the organization. This can create mutual respect of each other’s jobs, may assist with resolving future/potential conflicts and enhance the probability of a smooth process, the delivery of a strong potential candidate pipeline and the successful hire.

Effective recruiting kickoff meetings, in my opinion are a must. Would you agree?

Happy Hunting!

Sheila Greco

SGA Talent

Exploiting Intelligence Will Be Part of Future Recruiting Strategies





Intelligence will be part of future recruiting efforts.







Recruiters know how to successfully identify talent amongst the crowd. They also know how to exploit the intelligence gathered during the research/sourcing process. Often realizing the value of such intelligence and the importance it plays in creating a strong pipeline. But what happens to this intelligence once the pipeline is filled? Is the once sought after talent suddenly dismissed? Forgotten?  I sure hope not! They could be part of the next candidate pipeline. Even the next hire. That being said, it is important to cultivate relationships with such talented professionals. Don’t waste the intelligence that was captured. Not to mention the time, energy and money spent. Be aware that intelligence will be part of future recruiting efforts.

Not measured on cultivating relationships? Probably true. But making it part of your recruiting practice is not a waste of your time. Soon enough there will be emphasis put on capturing and exploiting the mapping intelligence. The change in the marketplace is all ready occurring. Internal executive recruiting teams are beginning to take notice and monitoring top talent in the industry. It includes, mapping talent at companies of interest while tracking “A” Players. Yes, the industry is moving in this direction. Senior management has Intelligence on their radar. They are becoming more and more aware of the importance of such intelligence. Therefore I am a true believer that intelligence will be part of future recruiting efforts and strategies.

Lastly, no one can argue the fact that intelligence often results in attracting more talent than the company needs. Routinely over producing, creating efficiency while quickly filling the pipeline with exceptional candidates. All the more reason to cultivate relationships with the professionals identified. The goal needs to be that the recruiter gets to know them and they get to know you! As the relationship unfolds do begin to softly sell the company and the benefits related to working there.

Happy Hunting.

Sheila Greco



Results & Customer Driven Teams Along With Loyal Clients Are The Foundation Of SGA Talent’s Success


Thank you SGA Talent Teams, You All Rock!

Thank you loyal and returning clients, You All Rock!

Here is to the next 25 years!


I just want to say that I truly believe that our teams and clients just as they were 25 years ago continue to be SGA Talent’s greatest assets. Thank you all. You are the foundation of our success!

The strong loyalty of both cannot be duplicated, here is to another 25! As we make our way into the 4th quarter of 2014, I would personally like to say thanks to all who have made the first 25 years of Sheila Greco Associates LLC – SGA Talent a successful one.

Looking back it has been an interesting great journey. SGA Talent started as a research house offering mapping/research mainly to search firms. At the request of our clients we entered into the recruiting/pipeline generation business. Shortly thereafter, we made a logical decision to enter into the business of customized competitive intelligence/business intelligence and in 2005 we launched SGA ExecutiveTracker. Throughout our history, SGA Talent has undergone many changes, and continues to evolve, but one thing is for certain, we understand the importance of delivering results driven services that help our clients succeed and keep them coming back.

As Mahatma Gandhi quoted, ”A customer is the most important visitor on our premises, he is not dependent on us. We are dependent on him. He is not an interruption in our work. He is the purpose of it. He is not an outsider in our business. He is part of it. We are not doing him a favor by serving him. He is doing us a favor by giving us an opportunity to do so.” All so true.

As the close of 2014 decends upon us, let me say,  thank you to our loyal clients and we are looking forward to welcoming the new ones. It is all about the team and accomplishing the goals together.

As we have done in the past, lets continue to do it in the future; learn from each communicate, deliver, and understand the true meaning of the word partnership. In our world where time is of the essence, supeior results are expected and being cost conscious is the norm lets walk along side each other and continue to be succcessful as a team.



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.


Business Talks
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

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


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