Posts Taged recruiting-research

Recruiting It’s All About Your Networks & Creating Strong Engaging Talent Communities

From the desk of Sheila Greco, Chief Executive Officer SGA Talent

As a talent advisor, networking needs to be part of your long-term success strategy.  It needs to be an activity that is part of your total recruiting effort. Just like creating a talent pool and reaching out to potential recruits to build strong candidate pipelines, asking professionals to be part of your networks or talent communities should be part of what you do too. I traditionally ask people to join my network in my initial outreach because I believe it is a nice way to end a message or note. You too can try that.  But if they don’t connect right away, and you really want them to be part of your talent communities/networks, circle back later, after the hire is made, letting them know your interest in them being part of your network. Also, as you build your talent communities be sure to choose your connections carefully, requesting only those who make sense as well as those who you believe will see the value of the connection. Please take note that building strong networks takes time—- some take weeks, months or years. But, whatever the timeframe, the time to start is now. Long term, if you want to be successful in our industry, it’s all about who you know and who knows you.

The Value Of Your Networks

Business networking and more specifically recruiting networking involves making connections not only with likely recruits or potential clients, but with those who you feel will be good for referrals for both people and business. Basically, it is all about creating trusting relationships and friendships with other businesspeople that can be mutually beneficial. It is also a great way to continue your education because you can learn from others as well as exchange ideas. Often these open discussions result in building strong bonds and trust.

Staying Connected & Being Accessible

Staying connected means to personally interact with your connections with outreach and responding to their inquiries- remember it is a two-way street. Engaging with your connections can be as easy as asking them to network with you, answering their requests, sharing relevant meaningful information or simply just catching up. It truly depends upon the existing relationship as well as how much engaging you want to do to stay connected, but it must be done. Engagements can be done on an ad hoc basis, scheduling a face to face meeting or call. Reaching out on average 3-5 times per year is typically more than enough allowing one of the touchpoints to be during the holiday season. Staying connected and accessible should not be a full-time job but part of it!

Building Talent Communities To Help Build Your Own Brand

It is good to be mindful that your talent communities were not created just to fill roles but a chance to highlight you as an expert, a thought leader as well as a resource for career advice, career movements and potentially business. Networking amongst your community has been proven to be linked to many measures of professional success. In building your brand, feel free to show the world you are an expert by sharing what you have learned during your daily activities. Sharing can be simple— It can be done in an email, with a call, a text and of course through social media. Compared to years ago, where there were limited networking mediums, social media today actually amplifies the ability to network endlessly and authentically. As I do use social media, I still prefer to send email messages, even pick up the telephone or shoot a text to share some highly relevant content. Be sure to share intelligence with your connections, it will be well worth your time.

Build, Cultivate, Engage  

You And Your Networks Are Your Best Recruiting Tools

Creating and cultivating engaged talent communities are a must for those yearning for a long-term successful career in recruiting. Tapping into your networks as you begin to fill your open roles is a great place to start your search and a great way to stay connected as well as engage with your connections. Employing this strategic approach to recruiting can shorten the time to present qualified candidates as well as cultivate, maintain and grow your talent communities. Once someone agrees to join a network most understand and have agreed in some form to be open to networking, listening as well as potentially moving for the “right” position so please don’t hesitate to reach out to them as often as it makes sense. As you continue to build, cultivate and engage I encourage all of you to use your networks as you recruit top performers.

I See The Value Of Building Networks and Being Part Of Them

Having been in the recruiting business for many years I have been fortunate enough to have built many networks and talent communities as well as being asked to be part of just as many, in both scenarios, I discovered as well as experienced the many benefits of doing so. With that said, I thank my early mentors for setting the mission to make networking part of my daily routine to build my personal brand and to showcase our company. Today it continues as I try to be there for my inner circle networking members for support, to listen, react and to be a valuable resource. I encourage all of you to make networking efforts part of your daily activities.

Please feel free to LinkIn with Sheila and  Follow SGA Talent!

Cheers!

Sheila

 

SGA Talent Acknowledges These Highly Accomplished Women Leaders In Artificial Intelligence

As we prepare to release our latest study, “SGA Talent Takes A Look Inside the Top 46 Artificial Intelligence Companies”, we wish to acknowledge the very talented women leaders who were identified during our research efforts.

As with all our studies, the information gathered includes industry leaders, key players, specific company information to include management teams, live links to profiles, as well as other valuable information. This particular report contains all the above as well as, investor information, top 7 industries using Artificial Intelligence, hottest jobs, highest paying roles, and stock reports of the companies which are traded.

We invite you to click on the link below the map to download a copy of the report. Enjoy!

Download a copy of this report by clicking on this link. http://www2.sheilagreco.com/areas/Top45ArtificialIntelligenceCompanies.pdf

Now it is time to say Congrats to the following women leaders and professionals that are highlighted in our AI Industry report. We wish you continued success!

Milan Lee: Chief Strategy Officer – AIBrain

Milan Lee: Chief Strategy Officer – AIBrain

Amy Holtzman: Senior Vice President, Marketing – AlphaSense

Jenna Heasley: Head of Talent Acquisition – AlphaSense

Beth Galetti: Senior Vice President, Human Resources – Amazon

Laura Safdie: Chief Operations Officer – Casetext

ML Maco: Chief Revenue Officer – Cognitive Scale

Jennifer Crowe: Chief Financial Officer – Cognitive Scale

Patricia Prince Taggart: General Counsel – Cognitive Scale

Kendall Collier: Vice President, People – Cognitive Scale

Yinglian Xie: Co-Founder & Chief Executive Officer – DataVisor

Fang Yu: Co-Founder & Chief Technology Officer – DataVisor

Priya Rajan: Vice President, Marketing – DataVisor

Kathleen Avery: Head of Talent – DataVisor

Lila Ibrahim: Chief Operating Officer – DeepMind

Abigail Bates: Head of People & Culture – DeepMind

Ruth Porat: Senior Vice President, Chief Financial Officer – Google

Eileen Naughton: Vice President, People Operations – Google

Lorraine Twohill: Chief Marketing Officer – Google

Sally Mortimore Doherty: Vice President, Marketing – Graphcore

Ingrid Burton: Chief Marketing Officer – H20.AI

Virginia Rometty: Chairman & Chief Executive Officer – IBM

Michele Browdy: Senior Vice President, Legal & Regulatory Affairs, General Counsel – IBM

Diane Gherson: Senior Vice President & Chief Human Resources Officer – IBM

Michelle Peluso: Senior Vice President, Digital Sales, & Chief Marketing Officer – IBM

Claire Dixon: Corporate Vice President, Chief Communications Officer – Intel

Michelle Johnston Holthaus: Executive Vice President, General Manager, Sales, Marketing & Communications – Intel

Sandra Rivera: Executive Vice President, Chief People Officer – Intel

Anita Schjøll Brede: Chief Executive Officer – Iris.AI

Maria Ritola: CCO – Iris.AI

Olga Egorsheva: Chief Executive Officer & Co-Founder – Lobster

Maria Iontseva: Design Director & Co-Founder – Lobster

Kathleen Hogan: Executive Vice President, Human Resources – Microsoft

Amy Hood: Executive Vice President & Chief Financial Officer – Microsoft

Cassidy Shield: Vice President, Marketing – Narrative Science

Jennifer Haroon: Chief Operating Officer – Nauto

Heather Ames: Co-Founder & Chief Operating Officer – Neurala

Tanya Miller: Vice President, Research & Delivery – NextIt

Jen Snell: Vice President, Product Strategy & Marketing – NextIt

Jane O’Donnell: Senior Vice President, Global Human Resources Officer – NextIt

Colette Kress: Executive Vice President & Chief Financial Officer – Nvidia

Jamie Strnisha: Director of Operations & Customer Success – One Model

Victoria Peppiatt: Chief Operating Officer – Phrasee

Michelle Davies: Vice President, People – Phrasee

Marianne Slamich: Head of Marketing – Pointr

Amy Weaver: President, Legal & Corporate Affairs, General Counsel & Secretary – Salesforce

Barbara Humpton: Chief Executive Officer – Siemens

Ann Fairchild: General Counsel & Secretary – Siemens

Liz Kozinski: Vice President, People Operations – Sift

Chi-Chi Liang: Vice President, Marketing – Sift

Karen Cambray: Chief Financial Officer – Tamr

Melissa Campbell: Chief Revenue Officer – Tamr

Colette Freeman: Chief People Officer – Tempus

Vanessa Rollings: Chief Financial Officer – Tempus

Audra Evans: Vice President, Marketing – Tempus

Jane Xu: Director, Human Resources & Operations – Tencent

Karyn Smith: General Counsel & Corporate Secretary – Twilio

Sara Varni: Chief Marketing Officer – Twilio

Jasmine Phua: Director, Human Resources, Visenze 

Judy Ho: Business & Finance Controller, Visenze 

Liying Iris Wang: Chief Operating Officer – X.AI

Einat Eckstien: Vice President, Human Resources – Zebra Medical Vision

Shari Salomon: Vice President, Products – Zebra Medical Vision

Aicha Evans: Chief Executive Officer – Zoox

Judy Gilbert: Chief People Officer – Zymergen

Enakshi Singh: Vice President of Finance – Zymergen

Again congratulations to each of you on your success and journey!

About SGA Talent:

  • We look forward to hearing from you. www.sgatalent.com 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!

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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

sgreco@sgatalent.com

Why Companies Outsource Research And Recruiting Services

Sheila_2014

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

sgreco@sgatalent.com

 

 

Role Of A Recruiter. Are You Really A Recruiter Or Just Playing One On TV?

You know you are a recruiter when you…

 

 

 

 

1. Recruit- Not a recruiter that limits their efforts to just posting, tweeting,  and just taking whomever comes along. Real recruiters naturally and actively seek out the talent required.

2. Network- Speak to all who can help you connect with the best of breed talent. Continues to keep the networks they developed active. Networking work both ways! Always return calls and emails.

3. You become the expert – Regarding the position, the company, the hiring manager’s needs and wants.

4. Really know the talent you recruited – Of course you need to know the background of the candidates, but you also need to know what make them “tick”, gets them excited, what their long and short-term goals may be, and of course WHO they really are to include what they do in their spare time.

5. Only present on target candidates that fulfill the needs of the hiring managers and  are a match with the company’s corporate culture. 

6. Have a sense of urgency– Feel everything needs to be done today! Nothing can wait until tomorrow. Do it now!

7. Organized- Being organized helps with effectiveness and efficiency.

8. Understand recruiting is a process – Willing to do what is expected during the recruiting cycle.

9. Overcommunicate – Follow through with the candidates that make the cut and those who do not. Always be available for the clients and candidates.

10. Always  ready to do #1.

There are many recruiters out there. There are many people who think they are recruiters and fewer great recruiters. If you are passionate about recruiting you can certainly be a successful one if you really care. Know the role of a recruiter before you take on the challenge.

Thanks for stopping by!

Sheila Greco

Sheila Greco Associates LLC, your research and recruiting resource! We look forward to hearing from you!

http://sgatalent.com

 

 

World Class Recruiting

Recruiting Top Talent and Creating World Class Recruiting Organizations Were The Common Threads in SMA’s Event This Year.

The day began early as usual, with a gracious opening from Chloe Rada.  The day went by quickly as the speaker line up had many top-notch Industry Thought Leaders, Talent Acquisition & Sourcing Experts.  The Keynote was Andres Tapia, who provided us with compelling insights and practical information on why recruiting and retaining diverse talent is a business imperative for any organization.  Among the speakers, as always a crowd favorite Gerry Crispin who was a great moderator with a five star panel of experts such as Annie Chae, Chris Gould and Tito Magobet.  This session proved to be very informative.  Each speaking openly about their background’s,  experiences and shared with us a few of their successes. I am sure everyone learned something from this session.

What a great day for LinkedIn!  The company went public, how exciting for many. Another great panel joined Kevin Krantz, Enterprise Relationship Manager, LinkedIn and discussed the many uses of LinkedIn as a tool for recruiters.  The panel consisted of Suzi Edwards, Diane Hughes and Michele Portfilio.  The day ended with a session on Recruiting Metrics, nicely presented by Steve Lowisz.

This powerful professional community was warm, and friendly, often sharing their own experiences with each other during  sessions, in private and during the event’s breaks.  The evening cocktail party  sponsored by us, Sheila Greco Associates was very joyous one.  The room was filled with laughter, buzz around the topics discussed and it was quite obvious people really enjoyed being there and with each other.  This Chicago SHRM is one of a kind we really enjoyed it since it gave us a chance to reconnect with clients, friends, and develop new relationships with future clients.

Again we want to thank Michele and Chloe for giving us the opportunity to be part of this event.  We were a proud sponsor and look  forward to being part of this community.

If you work in Human Resources, Recruiting, Talent Acquisition, and/or Executive Search in the Chicago area you need to be part of the SMA of Greater Chicago organization.

 

 

 

 

 

Telephone Sourcing Tip of the Day

Only 1 out of 2 people tell you what you need!

Telephone Sourcing

Fresh Passive Candidates for your next searchLooking for someone specific? The perfect title? Just pick up the telephone and with a positive attitude as best you can on the telephone, ask for the leader of the team and to be connected to that person. When you get there, ask for the team members. If they give you the names, don’t stop asking.If they don’t try again another way. Our experience shows that 1 out of 2 people talk. Good luck and happy hunting!!!