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Post Pandemic We Are Seeing a Movement, Not Just A Trend to Narrow The Diversity Gap Within Corporations

Closing the Diversity & Inclusion Gap

We Can All Be Part Of The Solution 

As we continue to emerge from the Covid-19 pandemic, our diversity talent mapping projects and recruiting requests have skyrocketed. With a big shift in how leaders think about diversity and inclusion seems to be resulting in what I believe is a movement, not just a trend. That said, as experts in recruiting and talent mapping, we understand we play an integral part in helping hiring teams achieve their diversity and inclusion goals. As a recruiter, our role includes creating qualified candidate pipelines backed by talent intelligence ensuring hiring managers can make the right choices.  As talent mapping experts, our goal includes building actionable talent pools and organization charts revealing talent availability relevant to each role. No matter what the solution, we are in it together. This movement to narrow the workforce diversity gap is happening and it requires all of us to get involved!

Talent Mapping & Talent Intelligence Earned Its Place In Diversity Recruiting

With corporate leadership’s new directives and dramatic shifts in building inclusive workforces, we are seeing leaders putting a big emphasis on the usage of talent mapping, talent intelligence and data to help meet current hiring demands as well as a tool used to build engaged communities of potential future hires. For those focusing on immediate needs, talent mapping acts as the foundation of the recruiting process by providing the recruiter with a powerful, actionable talent pool of targeted potential candidates who meet the requirements of each role.  When the data is used for future hires, it supports recruiting efforts that allow recruiters to connect, stay connected and maintain relationships with future hires. Either way, talent mapping has proven to be a great resource for diversity recruiting efforts.

Talent Mapping Data Reveals Talent Availability

Truth is, sometimes talent pools just don’t have the diversity talent we may have hoped. To this point, we need to be constantly reminded that talent availability does dictates the candidate pipeline. That said, it has been proven that the best way to find out who is in the talent pool is to include comprehensive talent mapping activities into the recruiting process. Searching profiles is just not enough to help close the workforce diversity gap when looking to recruit key talent to meet corporate objectives.  It is all about who you know and who the recruiting team has access to. Talent mapping and intelligence helps with taking the guesswork out of who is in the talent pool and who is not, in turn eliminating or limiting countless recruiting hours in search of candidates who may not actually exist.

Diversity in the C-Suite

In recent years, efforts to increase diversity in the C-Suite was always a focus for companies of all sizes, yet the percentage of change year over year were not at the numbers many had hoped for. Post pandemic, diversity in the C-Suite is gaining momentum as we are seeing internal promotions and recruiting efforts as ways corporations are working toward hitting their goals. However, as the efforts continue, there still is a lot of work to be done. But for now, as diversity in the C-Suite increases it is showing the team that the company is fully committed to building an inclusive workforce and it is starting at the top. Additionally, this commitment and shift by leadership to having an inclusive team as well as culture can be the recruiting edge needed to recruit top talent.

Recruiting A Remote Workforce

Prior to the pandemic, the idea of having a remote workforce was moving forward, but not to the degree it is today. Many will agree that the pandemic has proven that not everyone needs to be at the office or at a client site to be productive. That said, as more and more leaders look favorably to a having a flexible, remote workforce, I believe will help companies achieve workforce diversity quicker, simply by having access to talent who at one time were not accessible. Without location restrictions, hiring managers can actively search for professionals who are “right” for each role but may not be in a company’s backyard or requires relocation.

Together We Will Get There

With diversity being a hot topic from the boardroom to recruits, we all need to be part of the solution by playing our part as accountable team players. We all know that having a diverse workforce is beyond the right thing to do and is now “the thing” to do. That said, it’s time to embrace the journey, be part of it, and watch the benefits unfold before us. Together we all can help narrow the diversity gap in Corporate America. Happy searching!

If you wish to learn more about how we can help your team with diversity talent mapping and recruiting call us at (518) 843-4611. We look forward to it.

 

 

data has a purpose in recruiting top talent and is truly an asset necessary to recruit priority talent to include diversity

Research data plays a big role in building a competitive team

Research data creates recruiting efficiency

Research data is the pathway to recruiting superstars

March Madness is here so let the fun begin. As an avid college basketball fan, mother of a college basketball athlete, coach, mentor and leader, I can say with certainty that talent wins games and makes teams competitive. That said, just as coaches use data to choose players, recruiters too need data to ensure the best talent is chosen for the team.

Data driven recruiting strategies start with identifying an accurate, on target talent pool, filled with relevant contact and profile information. This data is then used to compare the professionals who are part of the pool so that only the superstars, the ideal candidates make the cut. This part of the recruiting process is one of the most crucial step since it is the feeder to the candidate pipeline and ultimate recruit. Without a doubt, data has a purpose in recruiting top talent and is truly an asset necessary to recruit priority talent to include diversity. This research data takes the guess work out of talent availability, showing who is part of the talent pool and who is not.

When building competitive teams, it is all about first knowing who you need; (the job specification), who you know, (who is in the talent pool), the identification of the super stars (recruiting vetting) and presenting the most qualified for the role (those who can make an immediate positive impact to the team).

Whether you are a college coach or a recruiter looking for the best talent, data provides the competitive advantages and an unbeatable edge. From the court to the corporate office, having access to the right talent pool is the pathway to success. Net, net, research data has its place in the recruiting process and is proven to create recruiting efficiency.

Example of Research Data Used To Recruit Top Talent

Example of Data Research Showing Diversity

 

Need helping finding the right talent for your team? Let’s connect.

SGA Talent 518 843-4611

www.sgatalent.com

SGA TALENT ACKNOWLEDGES WOMEN LEADERS YOU NEED TO KNOW FROM THE TOP 50 PRIVATE ENGINEERING & 20 DESIGN FIRMS 

 

Recruiting women in technology and engineering is never an easy task. As we continue to identify, track and recruit talented women in these areas, we would like to acknowledge those professionals who are included in our recent report”SGA Talent Present’s Who’s Who From The Top Private Engineering & Top 20 Design Firms” That said, we invite you to download our full report by clicking on this link: https://sgatalent.com/studies/.

In the meantime, congrats to these highly-accomplished women leaders who made our report.

Britney Siefring: Business Development Manager Pendant Automation Inc

Deborah Everett: Head of HumanResources Aerospace Quality R&D

Karen Hierman: Director of Administration Communications Arora Engineers

Pennie Simmons: Director of Leadership Talent Development Arora Engineers

Sally Riker: Partner Director of Marketing Business Development Lowe Engineers 

Alison Chiocchi: Human Resources Generalist

Sandy Miller: Controller AE Works

Dawn Dubulis: Controller AE Works

Mary Davenport: CoChief Executive Officer, Fiscal Oversight RGD Consulting Engineers

Cori Easley: Director of Human Resources BB&E

Erica Tietz: Human Resources Officer McClure Engineering Company

Rose Gillen: Director of Operations  McClure Engineering Company

Maureen OBrien: CoFounder Chief Executive Officer  Oakman Aerospace

Valorie Loessin: President  Frank Surveying Co

Sharmin Siddique: Vice President, Regional Director South East Business Region M&J EngineeringP.C.

Wendy Shu: Chief Executive Officer Eravant

Tracy Williams: Director of Human Resources Eravant

Stacey Hill: Chief Executive Officer Hill Technical Solutions 

Kimberly Moore: President Founder KDM Engineering

Claire Williams: Executive Vice President KDM Engineering

Onega Ulanova: Cofounder LA New Product Development Team

Jessica Stevens: Project Manager LA New Product Development Team

Donna Hager: Chief Executive Officer President Macan Deve Engineers

Lin Simeti: Chief of Staff Macan Deve Engineers

Joanne Caruso: Executive Vice President, Chief Legal Administrative Officer Jacobs

Dawne Hickton: Executive Vice President, Chief Operating Officer, Critical Mission Solutions Jacobs

Madhuri Andrews: Senior Vice President, Chief Digital Information Officer Jacobs

Shelie Gustafson: Senior Vice President, Chief Human Resources Officer Jacobs

MariettaHannigan: SeniorVicePresident, ChiefStrategy&CommunicationsOfficerJacobs

Lara Poloni: President AECOM

Eileen Akerson: General Counsel KBRInc

Jenni Myles: Chief People Officer KBRInc

Leslie Shoemaker: President Tetra TechInc

Stephanie Cox: Chief Executive Officer, Americas WOOD

Sue MacDonald: Executive Vice President of People Organization WOOD

Nina Schofield: Executive Vice President of HSSEA WOOD

Laurie Roden: Field Services Group President HDR

Denise Turner Roth: President, US Advisory Services WSPUSA

Megan VanPelt: Chief Human Resources Officer WSPUSA

Theresa Jang: Executive Vice President Chief Financial Officer Stantec Inc

Cath Schefer: Executive Vice President Chief Operating Officer, Global Stantec Inc

Susan Walter: Executive Vice President, Infrastructure Stantec Inc

Chrissy Carr: Sales Marketing Director Burns&McDonnell

Renee Gartelos: Vice President, Human Resources Burns&McDonnell

Diane Hoskin: CoChief Executive Officer Gensler

Linda Havard: Chief Financial Officer Gensler

Janine Pesci: Chief People Officer, Principal Gensler

Cindy WallisLage: Executive Director, President, WaterBusiness Black&Veatch

Debra Fiori: Chief People Officer Parsons

Virginia Grebbien: ChiefCorporateAffairsOfficer Parsons

Lee Anne Lackey: Chief Financial Officer Golder

AnnaLenaObergHogsta: Regional Manager, Europe Middle East  Golder

Bonnie Daniels: Global Director of Human Resources Golder

Wendy Stoveland: Global Director of Communications Golder

Barbara Rusinko: President, Nuclear, Security Environmental Bechtel

Ailie Macadam: President, Mining&Metals Bechtel

Mary McLaughlin: Manager, EPC Functions Bechtel

LauraRamey: ChiefPeopleOfficerTRCCOS

 

Adaptability A Valued Soft Skill in The Workplace…..

Adaptability – a highly sought after soft skill that is valued and important in the workplace
Being adaptable, shows you are open and able to take on challenges as they arise

What a year this has been so far and honestly, I can’t wait until it is just a memory. In just a short period of time, we have experienced a country wide shutdown, massive layoffs and many businesses forced to have their workforce go remote, putting many of us in a situation that required us to quickly adapt, not by choice but because we had to. Overtime, this experience taught us how to be open, flexible and accept what stood before us. We adapted!

 

For those who remained employed, I am hopeful they willingly embraced this change and are being successful. By being successful in this type of situation will prove not only to yourself but to others that you are motivated to tackle any moving part that confronts you. This action speaks volumes today and will tomorrow  because as we recover from this awful event, I am certain leaders will be looking for those who have prevailed.

 

Being able to adapt can be all about an approach and attitude to change. Another way to think about this is to consider it simply as stepping outside of your comfort zone. Taking on a new role, learning a new skill or  helping a team member with a task,  can all be very rewarding. Again, adapting has it benefits.

 

What will this event have taught us? To be adaptable, a soft skill that leaders and corporations value in the workplace. From what I am hearing, once Covid-19 becomes an event of the past, leaders more so than before, will be looking for those who successfully navigated through these challenging times, seeking out those who embraced learning new skills and behaviors. Leaders will want to hear how candidates demonstrated their adaptability in their role and how they effectively responded. For those who responded well, this will establish the fact that they are able to work well on their own and with the team. As for leaders, it indicates the ability to solve problems and to trust their judgement when faced with difficult decisions recognizing what may have worked in the past is not necessarily the right answer now.

 

How adaptable have you been during these times? If you have been open to change and embraced it, hats off to you! If not, seize the opportunity that is in front of you and become that valuable player every team desires. To help, may I suggest envisioning yourself succeeding in your new role and watch the benefits unfold. Work hard, go for it and prove to yourself you can do it! As you adapt, be confident. Ask your leader to set goals for you and you too set your own goals so you can see yourself improve. See each challenge to improve and learn. As you adapt and learn, you will become a utility player to which many companies and hiring managers want, not to mention you too will benefit from everything that you learned during your journey. I am wishing everyone well during this time and hope the best is yet to come.

 

Adapting has its benefits:

  1. Demonstrates the ability to go with the flow
  2. Earns respect of the team by inspiring others, showing you embraced the change
  3. Helps with the challenge of change, allowing yourself to accommodate the circumstances
  4. It helps adjust your attitude and expectations
  5. In the new world if you adapted, you will win over employers who will be increasingly wanting professionals who can adapt to an ever-changing workplace
  6. It will be easier when changes in your career occur
  7. Overall, you will be a much more valuable employee and team player

 

May I suggest ways to become more adaptable at work….

  1. First and foremost – GET OUT OF YOUR COMFORT ZONE AND EMBRACE CHANGE
  2. Be positive
  3. Learn from those who are masters at the skills you are trying to gain
  4. Listen and ask questions. If at first you don’t succeed, try it again and don’t give up until you get it

 

Again wishing everyone well and as always I am open to hearing from others!

 

Best of luck to all!

 

Sheila Greco

 

 

What Is Talent Mapping? SGA Talent explains……

We welcome you to download a copy of our “Talent Mapping Playbook” showing the many benefits talent mapping offers to business leaders. Download Now:  https://sgatalent.com/talent-mapping/

What is Talent Mapping?

Talent mapping provides talent intelligence and insight into a competitor’s organization. It produces valuable data used for proactive recruiting efforts to build candidate pipelines for current and future roles as well as a great tool to support efforts that result in developing engaged talent communities.

Talent mapping is often delivered in organization chart format, proving a visual of relationships of who is who and who does what within an organization, taking the guesswork out of the equation.  It provides the recruiting team with the entire talent pool ensuring completeness and access to the potential talent universe reducing the chance of missing out on the “right candidate.” Talent mapping is also becoming a go to resource to understand a competitor’s structure after the pandemic.

For recruiting purposes, talent mapping data:

  • Decreases the time-to-hire
  • Reduces cost-per-hire
  • Quickly builds talent pipelines
  • Increases recruiting bandwidth
  • Scalable to meet hiring demands
  • Leverages Talent Pool Data & Analytics

 

 

For restarting the workplace – talent mapping helps understand a competitor’s post pandemic organization structure

  • Providing insight into a competitor’s new organization structure
  • Revealing real time data and intelligence
  • Assisting with making informed decisions
  • Allowing organizations to establish baselines, benchmarks, and goals to keep moving forward and be competitive

 

 

Example Of An Organization Pre-Pandemic

 

 

 

 

What does your competitor’s organization structure look like Post-Pandemic?

 

 

  

 

Succession Planning – Now it is time to build engaged talent communities of those who have the skillsets your company may need tomorrow.

 

Talent mapping is a strategic service that is used by businesses to plan for short, medium and long term talent acquisitions.  Please download a copy of our  Talent Mapping PowerPoint to see the many benefits talent mapping offers. Download here: https://tinyurl.com/y35482g2  

 

Cheers!

 

Sheila Greco

Recruitment Research – The other recruiting alternative hiring teams are talking about

Recruitment Research – The other recruiting alternative hiring teams are getting excited about

Recruitment Research– The right hiring solution for the times

 

The power of recruitment research ……..

What is recruitment research? It isn’t just a name? It isn’t just a profile. It is a methodical approach to uncovering specific talent to quickly fill the candidate pipeline at costs far below the industry norm. Recruitment research is the “other recruiting alternative”.

As our partners use recruitment research for their recruiting efforts they quickly see the added value the solution provides. In addition to a strong qualified pipeline of candidates, the hiring team is given all the data collected during the process to include intelligence, the entire talent pool with names, contact information, profiles as well the data analytics associated with the role(s).

The right recruiting solution for the times………

As the economy begins to recover, and companies begin to hire there will be a focus on keeping recruiting costs at a minimum. That said, recruitment research is the answer for the times. The process is results driven, cost effective with an average cost per hire ranging between 5-11% of the successful hire’s base salary.

 

To learn more about the power of using recruitment research, join us September 24, 4PM EST to see how recruitment research can increase recruiting efficiency and reduce recruiting costs. Register for Webinar https://us02web.zoom.us/webinar/register/WN_45zFpV3RQJuocE21NDgrBw

We look forward to having you join us. Here for you yesterday, here for you today and of course tomorrow.

Cheers!

Sheila Greco

Recruitment Research & Recruiting On-Demand Explained

From The Desk of Sheila Greco, Chief Executive Officer SGA Talent

Did you know……..

 

Recruitment research is not just surfing the internet for profiles, nor is it looking into databases, or searching LinkedIn for matching titles and key words.

Recruitment research is, a methodical approach to uncovering specific talent to include passive candidates from targeted companies with the addition of actionable data as well as other intelligence beyond just a name or profile.

Read More

Women You Need To Know From The Leading Online Trading Platforms & Stock Research Companies

SGA Talent’s Recruitment Research Team Would Like To Acknowledge The Women Leaders You Need To Know In The Industry

 

Read More

SGA Talent’s Recruitment Research Shows Consulting Companies Still Struggle to Close the Gender Gap

Women Partners Needed

SGA Talent’s Recruitment Research Activities Uncovers The Real Stats

 

 

                                                                           

Diversity and Inclusion is a hot topic right now for employers of all sizes. To achieve these goals, many are turning to recruitment research  activities to gather real time, actionable data and intelligence used for recruiting, talent management, succession planning as well as future candidate pipelining purposes.

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SGA Talent Introduces Women In eCommerce You Need To Know

SGA Talent, Leaders in Recruitment Research and Recruiting With a Focus On Diversity Since 1989

 

As we continue to help our clients reach their diversity recruiting goals, we do so with a focus on data driven recruiting strategies, to include recruitment research as part of the process. From creating strong talent pools, building organization charts showing diversity and filling candidate pipelines always including diversity candidates, our goal is to help our partners with diversity hiring and talent intelligence to meet their Diversity & Inclusion Initiatives.

That said, as experts in the retail industry and with the release of our latest study, we would like to introduce Women In ecommerce you need to know. Congratulations to each of these highly-accomplished professionals.

Also, we invite you to download a free copy of the report, by going to our studies page on our site.

Below are a few pages from our report. We look forward to your feedback too.

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