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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!




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

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…. & 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……???