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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

sgreco@sgatalent.com

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!

 

 

Passive Candidate Research Finds Them, Recruiters Recruit, Evaluate & Present, But Candidates Are Who They Are!

Passive Candidate Research & Organization Chart Development Uncovers Potential Candidates and Reveals The Potential Talent Pool

Recruiting, Evaluating & Presenting With Knowledge Is Another Step

But Candidates Are Who They Are….

www.SGATalent.com & Sheila Greco Welcomes Colleen Alyward

Let’s talk about Age Discrimination for a minute. By Colleen Aylward

An excerpt from the book “from Bedlam to Boardroom” by Colleen Aylward

My clients are executive level job seekers who are completely lost in this new world of job search. They often complain to me about age discrimination as the reason they are still unemployed.

Maybe so. But there is another angle.

People like to hire others who are just like them.

If you don’t match the high energy, excitement, and passion of the rest of the company, the hiring managers perceive you as having no energy, no excitement, and no passion. Most likely, this is not the case. Most likely, you have learned over the years to think before you speak, but sometimes this asset can be a liability, given the age and perceptions of an interviewer. Yes, you’ve gained wisdom: You consider alternatives before making quick decisions; you do research on solutions; and you always consider the downsides of each. You call this prudence. They may call it slow. Strike one.

If you have let yourself go physically, many hiring managers may feel that your mental agility has atrophied as well. Seriously. It’s not age discrimination. It’s their perception of your overall energy and stamina, especially in a highly taxing position and/or one with a lot of travel and activity. Strike two.

If you don’t use the language, the acronyms, the newest industry buzzwords, they may think you are outdated. Or that you have lost the drive to keep up with new things. I knew an executive who was one of the first brilliant architects of the client-server age. He went for an interview with a large software vendor, but he didn’t describe his work in the newest language of distributed technology – “cloud computing.” Strike three.

So be careful when you start to think age discrimination is taking place. That will just make things worse. You’ll be defensive during your interviews without realizing it. And what you might perceive as “age discrimination” might be a hiring manager’s response to what you project in the areas of energy, influence, and atrophy.

 

Recruit! Go After The Ones You Want!

Be Proactive!

The Art of The Conversation!

Chapter 3, The Recruiting Campaign.

The Passive Candidate Research created the list, presented the recruiter with the lay of the land by showing WHO is at the right level, company and just awaiting our network and recruiting call. Begin to Network, Network, Network!!! It does get you many potential candidates to review, compare and contrast! So take advantage by calling, texting, emailing, talent your client wants, not the ones who are actively looking! I am not saying to dismiss the active candidates, I am saying that to proactively go after the passive ones! As we make a way through the list, we cannot forget to use such tools as SGA ExecutiveTracker; Linked In & SGA Live.

The recruiting campaign ultimately provides us the pipeline of candidates we will be presenting during the life cycle of the search. So you need to be giving it 100%.

Happy Hunting!

Intelligence is Everything….

Hiring Intelligently is the Only Way to Hire.

Being aware of the potential talent pool is critical to your success.

How do you know you recruited the best just because you made the hire?  Well, the truth is you don’t.   You need the intelligence to be sure you did.  You do this by being totally aware of the potential talent universe.  You need to have the “inside view” of the talent pool of the professionals on your target list.

Time and time again we have proven there are significant benefits of knowing where to find the best talent, who they are and how to obtain access to them.  This is all available by using passive candidate research when you recruit.  This is done by building organization charts centered around the talent you are seeking.  This process does not necessarily need to be expensive but any cost involved is well worth it.

Successful companies have the intelligence on their competitors, back yard warriors, best of breed companies and the talent within each.

In order to be competitive you need to have the best talent.  Today a company’s best asset and competitive edge is its people.   Having said that, when you are recruiting and/or looking to upgrade internal talent, become aware of whom the best players really are.

Follow my SGA Playbook and come back daily for information regarding recruiting the best with knowledge and intelligence.

Monday – Chapter 1 Who

Tuesday Chapter 2 Recruiting & Research Strategy

Wednesday Chapter 3 Recruiting Campaign

Thursday Chapter 4 Evaluation & Selection

Friday Chapter 5 Presenting With Knowledge & Intelligence

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