Posts Taged retail

The Value of Hiring Best-Of-Breed Talent!

Retailers Want Best-Of-Breed Talent!

The Importance of  Best-of-Breed Talent To the Retail Industry!

 

There is no question about it; there is a difference between good talent and best-of-breed talent.  My focus today is on the retail industry. Why?  Keep reading to find out! 

The retail industry as a whole is in the midst of a talent war.  Faced with high turnover, access to mediocre talent, the cost of training and trying to retain talent continues to rise thus negatively affecting the cost per hire for some retailers.  Similar to other industries, retailers are now finding it necessary to create a cohesive relationship between the talent management and talent acquisition teams. Many retailers now believe that In order to be successful on a long-term basis, recruiters need knowledge, access to best-of-breed talent and a process that allows the recruitment of these individuals to be in place. It has been proven that great companies are made up of great people; therefore it makes it very important to find and recruit best-of-breed talent at every level.

Where do recruiters get this knowledge?  They get it from the competition and companies who have hired previous employees from these firms.  The knowledge comes from knowing who the talent is and having access to that talent. The nice thing about knowledge like this is that it can be shared with  talent management professionals and used in a variety of ways.   Let me tell you that retailers who employ these strategies have very low-cost per hire numbers.   I know because we continue to help them.  This strategy does work.

For years my firm has assisted retail clients with identifying top talent.  As the assignments roll in, I continue to preach that there is talent and there is best-of-breed talent. What is the difference you ask?  Well, for starters qualified talent can do the job and perform its day-to-day tasks. Okay you may say.  Best-of-Breed talent is different! These professionals can excel within the organization and have high potential to grow and advance, as well as positively affect the productivity of their team(s) as a whole.  Hiring this type of talent can also lead to lower turnover if continued internal growth occurs.

Retailers have come to understand the importance of a process driven recruiting strategy and how critical it is to be sure there is a strong candidate pipeline of best-of-breed candidates to choose from.  Beyond contrary belief this is even occurring at a variety of levels to include store managers, buyers, not just manager levels and above.  The result is hiring “the right professionals” while hiring the “right candidates” who want to be part of a winning company.  This in turn can and will reduce employee turnover over time.  Retailers are not any different from other industries. In fact because most retailers do have such heavy turnover that maintaining and hiring the best talent can be at times more difficult. But now understanding the value of hiring best-of-breed talent at every level, will long-term have a positive impact throughout the company in a variety of ways.

Many believe turnover can be reduced by creating a work environment that offers career growth, continuous learning, development, having a career nurturing superior, team support, receiving recognition, respect and having a feeling of autonomy.  All of these things are true, however I continue to believe that none of these things matter if you don’t start with hiring the best-of-breed talent at every level. 

Don’t stop now! Each hire needs to be looked upon as a great hire, not just someone filling a role.  Great hiring also starts with having access to great people.  We advise our clients when hiring not to just focus on filling the current role, but to find future leaders, those who can be part of the company for a long time. As we all know, this strategy can positively affect the talent management needs too. It allows great talent to have continued growth within the organization. 

I believe that talent management is no longer a luxury to be focused on senior leaders and managers, but must be viewed as essential and integral part of corporate sustainability and long-term growth.

Why retail? The exciting news for everyone in the retail industry is that SGA Talent, A Sheila Greco Associates Company has created a private retail networking community where best-of-breed vetted out talent (passive candidates) can have access to opportunities as they become available before they even hit job boards. Over the next few months we will begin reaching out to many best-of-breed professionals to join our exclusive community.

If you would like more information on our invitation only retail network, please contact me at (518) 843-4611 ext 282 or via email at sgreco@sheilagreco.com

Happy Head Hunting! 

Sheila Greco

 

 

Be That Athlete The Hiring Managers Desire. Train like an Olympian!

I can’t remember hearing, ” recruit us an Olympian!”

 

But I often do  hear I want an athlete for this job!

Are you  training  to be that athlete?

 

Becoming an Olympian takes a lot of hard work, much more than the average hard-working athlete. It is about dedication, the desire to be the best, passion and a lot of sacrifice! Do you want to be the athlete recruiters and hiring managers are seeking? You have to train today and every day!

Each athlete has a specific training program designed exclusively for them and their sport. As a “business professional athlete” are you training for your next big event? The next promotion? Does your career path show you have what it takes to make the first string? Make the Olympic Team? Your training program is your job specification, the expectations that have been set for you by the company, your manager and the goals you have set for yourself.

Your corporate experiences, and accomplishments actually show what you have done to date and will be used when you are up for the next promotion or job consideration.  Do you like what you see?  Take control of your career. Work hard, give it your all, train like a champion and you will perform like a one. As you prepare to climb up the corporate ladder you have to be prepared to do whatever needs to be done to get there.  Just as an Olympian does, you need to have the desire, the passion, make the commitment, be ready to make sacrifices and work harder than the average athlete.

In 2012 is has been proven, and we have seen it first hand, that companies are focusing on their first string. The powerhouses!  Their athletes. The Dream Team. Companies, managers and leaders alike  are coming to realize that  it takes a long commitment to make the team better by challenging the best players and working with them to improve constantly. Strong teams, make strong companies and have what it takes to win. So if you want to be part of the first string, you better be training for it!

Continuing on…..first string players do get the nod. This is true when hiring managers and leaders are recruiting. It is true that Top performers merit the attention of managers, leaders and the executive teams. So if you are looking for attention and want to be the one being asked to take a promotion you need to be training for it.  Success doesn’t just happen. It takes a lot of hard work.

As recruiters we are being asked to find the best athletes in a company. Compare and contrast talent of those who are part of the candidate pipeline. The best athlete isn’t always looking, active or out there, so in order to find them we need to identify the dream team, those who are considered the first string. Happy Hunting!

Be That Athlete The Hiring Managers Desire. Train like an Olympian! Go for the Gold!

 

 

Something funny happened today at work…..

Accuracy Counts

Information is 100% the day it is presented!

When we conduct research or name generation, we like to produce organization charts. We KNOW that it is accurate the day we send it to our clients.

Just today a client called us up about his presentation regarding last weeks research and asks, how accurate is this research. I go on to say well when we sent it last Tuesday it was 100% accurate and today we would like to say 95%, but we will go back to double-check the information.

Anyway, when we went back, we had to make one change, and it just so happened that change made it 95% accurate until we went back to make it 100%….lesson learned…here today, gone or changed tomorrow so stand behind your research and it is only 100% the day you get it. Things change and people change.

Any way our client went on to say….thanks and I am glad you can say with 100% confidence, today’s work is 100% accurate.

Research is only as good as the people giving us the information on the other side of the telephone. I tell people to double-check the information prior to sending the work. This includes dialing the telephone numbers (direct dials) and checking the emails again. Although you may say this is time consuming….it is a best practice method to follow…so our teams do this.

 

Names vs Organization Charts for Recruiting Purposes

Hello again everyone! Its been awhile. Last week we had an oversold crowd for our webinar, “Recruit With Knowledge”. What a great session. We discussed ways to recruit both passive and active candidates. I like recruiting with organization charts in front of me others use excel. I can see clearly the talent universe….many to choose from…I love it!!Either way, when you present candidates, many hiring managers like to see Where we looked, Who we looked at and WHY we chose the candidates we did. What better way than to show them organization charts of where you looked, Who we recruited and Why we chose who we did.
Happy Hunting folks!

What are your thoughts……???

regards,

SMG

sgreco@sheilagreco.com

www.sheilagreco.com