Posts Taged recruiting

SGA Talent Presents The Highly Accomplished Women Leaders in the “World of Anaplan.” 

As a minority owned business, SGA Talent continues to a leader in both the recruitment research and recruiting industries with an expertise in the professional services. For quite some time our focus has been to identify, pipeline and recruit top talent with experience in Analplan, Workday, Hyperion, AWS, Azure, ServiceNow, Salesforce, Google, Mulesoft and SAP. As we continue our efforts, we also continue to emphasize the importance of diversity in each talent pool and candidate pipeline. We are also proud to say we have been awarded by several of our partners as their #1 Diversity Recruitment Research and Recruiting Partner.

In keeping with our mission,  today we are excited to acknowledge the highly accomplished women leaders in the “World of Anaplan.” Congrats to all who made the list and thank you for paving the way for the many women you all continue to advise as well as mentor. For now we invite you to click on each of these highly successful professional’s name to learn about each of their journeys. Again congrats!

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Talent Intelligence & Teamwork Wins the War for Talent – Sheila Greco

Talent wins games, but teamwork and intelligence wins championships. – Michael Jordan

Talent Intelligence & Teamwork Wins the War for Talent – Sheila Greco

Recruiting is a process that requires teamwork to win the war for talent and it starts with talent intelligence. I believe talent intelligence-recruitment research first recruiting strategy is the winning recruiting strategy that should be used each time a recruiting project is launched.  Having access to talent intelligence not only acts as a roadmap for recruiting success, but also is an important resource/tool used to make informed recruiting decisions.  Couple this data with a strong team of recruiters who have mastered the art of proactively recruiting, I believe forms a championship team that without a doubt wins the war for talent.

Having a robust talent pool of potential candidates commonly referred to as talent intelligence is one of the key steps of the recruiting process that directly affects a recruiter’s success and ultimately the quality of a pipeline of candidates.  I believe that to recruit like a champion there needs to be a championship team player on the team who has the skills necessary to carefully craft a robust talent pool of potential candidates who meet the requirements provided by the hiring managers and/or talent acquisition team. Recruiting truly is a team sport that is made up of players with strengths that complement each other and allows the others to do what they do best! Not every recruiter is a great recruitment research professional and not every recruitment research professional is a great recruiter so why not work together, as a championship team to meet recruiting goals.

Recruiting is a process and when a recruiting assignment is launched it should be all about the team, the plan and how the goal is going to be met. The recruiting plan needs to start with recruitment research first strategy. “Go big or go home” is often a phrase used around the office as the team creates talent pools used by our recruiters and our clients. With today’s talent crunch affecting all recruiting efforts, it has become necessary to go beyond just research tools. Most recruiters have discovered that limiting talent intelligence efforts to just sorting through brief and overstated profiles that everyone else has access to is not part of a winning recruiting strategy or used by championship teams. True champions look for the edge to be better than the others and having access to quality talent intelligence has proven to give top performing recruiters the edge. Think about talent intelligence experts as star point guards on the basketball team who make the assist by giving the recruiting teammates the edge, the recruiting edge needed to succeed to win the war for talent. Talent intelligence professionals on the team are often the “X” factors recruiters have come to rely on.

Lastly, with the war for talent at center court, recruiter’s activities need to be proactive and process driven. Recruiters need to work hard, stay focused and constantly fill the pipeline of candidates with solid “A Players” until the hire is made.  Recruiters need to spend time recruiting, networking, vetting and presenting, not countless hours looking at profiles hoping to find the right people to recruit. Recruiters who are part of a team are often more successful and spend their time doing what they do best, recruit. So, as you look to make your next hire, think about the team you want to use to help you win the war for talent.

I truly believe recruiting successes and being part of a championship recruiting team offers amazing privileges of not only being part of something bigger than oneself but to recruit the best talent each hiring manager deserves.


Talent Intelligence & Teamwork Wins the War for Talent – Sheila Greco


Happy Hunting

Sheila Greco





Recruiting Skilled Talent In 100 Hours

Recruiting Skilled Talent in 100 Hours

Hire Fast

Hire Cost-Effectively

Keep The Process Simple 


Finding and recruiting skilled, qualified talent is very challenging for companies of all sizes.  It is not just the norm for a specific industry, function or level. With low unemployment and a talent climate that is favoring candidates, without a doubt the pressure is on hiring managers to move quickly.  To help with this pressure, a fully engaged recruiting team can get the job done quickly, efficiently and without giving up on quality.  

With the average recruiting time of 18-21 days, this 100-hour recruiting model can work.  There is no need to cut corners with the quality of the hire and the recruiting processes it, it just means recruiting is a priority to all involved and a proven methodology will need to be adhered to.

Recruiting skilled talent in 100 hours is actually doable and simple: Believe it or not the process itself does not change from the traditional recruiting/search process, the focus is on timing, deadlines, accountability and quick results. 

Recruiting skilled talent in 100 hours fits nicely into the average recruiting time of 18-21 days. Most often in these scenarios, hiring managers will be interviewing interested, qualified potential candidates in weeks 3 & 4 or days 15-20 of the recruiting period.  

100 Hour Recruiting Skilled Talent Methodology

Goal: To create a talent pool of approximately 100 qualified potential candidates and present 3-5 candidates within 3 weeks (100 hours). 


1. Days 1-5 (40 hours)- Start with a Kick-Off Meeting – Every recruiting assignment requires a kick-off meeting to set the objectives, discuss responsibilities, accountability, the creation of the target list, recruiting strategy all while focusing on the ideal candidate(s) the client is seeking.  The first three days are critical for the overall success of the project. This is when the talent pool is carefully being built and the recruiting activities are at the beginning of being fully executed.  Overall, the goal for the first week is to create a talent pool of 60 to 70 potential candidates, all with direct dials, emails, and profiles so that each can be connected with at least twice, via email and Inmail this first week.

2. Days 6-10 (80 hours in ) – The recruiting process is fully underway and calls have been made to each in the talent pool. The goal for this time period is to actually connect, recruit, vet, network and present the best 2 to 4 candidates while adding at least 30 additional potential candidates to the talent pool so that the total will be at approximately  100.

3. Days 11-15 (Completing 100 Hours Recruiting Skilled Talent – Following up and wrapping it up – During this time period communication with all parties involved must be focused upon. Speaking with candidates, the hiring manager and keeping with the spirit of a cohesive recruiting team is very important during this critical time period of the recruiting process. For which the goal to achieve success has arrived with either a hire or close to having one. Team goals results in team successes and makes for a very happy hiring manager. Need I say more….

This aggressive, focused methodology is not new. All it does is put actionable, accountable recruiting parameters around timing, process and results.

Lastly let it be noted and openly discussed that our experience in professional services recruiting shows that recruiting skilled talent in this industry requires on average 160-200 hours of recruiting or 4-5 weeks with a talent pool of approximately 200 names. These numbers are more in-line with recruiting reality for the professional services industry.

Just saying….

Best regards,

Sheila Greco

Providing Candidate Feedback Should Be A No Brainer

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Providing candidate feedback is a no brainer

As we know recruiting is a process. One in which is nonstop until the hire is made. This is a no brainer. But sometimes we forget about the candidates. Those who spent time speaking with us, updating their resumes, speaking with our clients, going on an interview and sometimes not. As recruiters we need to remember candidates are people who deserve feedback. Providing candidate feedback during the process and at the end of the search should be a no brainer.

When recruiters are handling multiple assignments getting back to candidates may not be easy or a priority. The challenge to simply provide candidate feedback has changed as a result of our fast-paced, 21st century recruiting activities. But that doesn’t mean we can’t care for the candidates. Candidate feedback not to mention providing a positive candidate experience should be a no brainer.

I truly understand how candidate feedback can easily get lost during the recruiting process. However, if you focus on this activity as part of the recruiting process, providing candidate feedback can be accomplished. Keeping this in mind, consider how you can change this.

1. Take the call – don’t ignore a candidate’s call or email. Provide candidate feedback during the course of the recruiting life-cycle.

2. Make the call – set aside time either in the morning or late afternoon to do so. Make it part of your day and recruiting process.

3. Stay connected – make them part of your network.

Simply put, we need to appreciate our candidates.

Just saying…

Sheila Greco




Tips For Hiring Your Next Employee

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The importance of defining who the hiring manager really wants

Be sure all involved with hiring are on the same page as you prepare for hiring your next employee, the superstar


Hiring your next employee and champion is important to the team’s and company’s future successes. Be sure to define who that person is so that he/she can make a positive impact immediately or as quickly as possible. To keep the recruiting process efficient, below are a few tips for hiring your next employee and superstar.

1. Define the role. Creating a well defined, well thought out job specification certainly helps with recruiting the ideal candidate. Be sure the hiring manager is involved with this step.

2. Define the type of individual the hiring manager is ideally looking for. Include such things as educational background, number of years experience, should the person be analytical, strategic, and/or big picture focused? Be sure the definition is not just limited to qualifications, but personal qualities and traits as well.

3. Define the individual’s role on the team, beyond what is written. Be sure it is discovered the type of individual the hiring manager is really looking for. Be sure to define the role that this new team member will be tasked with. For instance, is the hiring manager looking for someone to clean house or build? Is the hiring manager interested in someone who can take over his/her role in a few years, or just someone who can simply join the team and add “value” to an all ready super team? Try to understand why someone succeeds and fails under this hiring manager. This too will help define and lead to a successful hire.

Hiring the next supestar is not always easy. It needs to be defined as to who best fits the definition of the hiring manager’s next superstar. Hiring a professional goes beyond qualifications and qualities. Be sure to understand the type of individual the hiring manager really wants and why this type of individual will prove to be an immediate positive impact player. Before the search gets underway, be sure to be real with expectations, be ready to go out and search for the ideal candidate as defined, be patient yet understand that time is always of the essence when seeking out the company’s next successful hire.

What tips do you have to share with us as you prepare for hiring your next employee?


Happy hunting.

Sheila Greco





What is Trending in Recruiting?

What is Trending In Recruiting?



The latest game changers in recruiting are Facebook, LinkedIn, Twitter and many will say these resources or as I call them tools have revolutionized recruiting! So what lies ahead? “What Is Trending In Recruiting?”  It may only be for the moment, the day, the month and may or may not make the list next time.

Years ago there were limited options when it came to recruiting talent. Today there are many choices and resources so try to make it a point to explore the different choices and choose the ones that best fit our needs.

So, what is Trending  in Recruiting now?  Yes literally right now? Because Times They are a-Changin. Click on it, Bob Dylan’s YouTube Song….

So what Is Trending In Recruiting?

1. Corporate internal recruiting functions are growing.  These teams are often led by seasoned, ex-Executive Search professionals.  Year over year these teams are becoming more sophisticated, efficient and cost-effective.

2. Executive Search firms are experiencing a year-on-year fall in revenues of a -6% from Q2 2011 to Q2 2012, the quarter-on-quarter data highlighted an upward trend (+8.6%) for the first time since June last year.

3.  Recruiting from the competition is stronger than everStealth research is needed to do this.  Many agree that although social networks have proven to be great resources, a limitation is their ability to show a complete picture of the potential talent pool without further investigation. Traditional research is mostly used for this method of identifying the players at the competition.

4. Passive Candidates Only Need Apply! Still rearing its ugly head.

5. Transactional recruiting is on the rise. Can hires honestly be made without the human touch?

6.  Debates over the effectiveness of social networking recruiting continues and how ROI can be measured for such resources. LinkedIn is very very effective but the jury is still out with regards to Twitter and Facebook.

7. Not sure if the current corporate recruiting process can handle the upcoming demand.

8. The use of social media as part of the recruiting process will continue to be a trend for some time.   Recruiters and hiring managers use these tools for recruiting, researching, networking and verifying.

9. Too much data! Too many tools! When the demand for talent heats up will some of the social media tools survive? Ask yourself do the use of these tools actually help a lot, so-so or very little. Rate them now!

What are the trends you are seeing? We would be very interested.

Happy Hunting!

Sheila Greco


SourceCon Presentation

What a Long Strange Trip It Has Been! View more presentations from beeshields

Filling the Pipeline The Intelligent Way



Filling the Candidate Pipeline with Sheila Greco Associates View more presentations from Sheila Greco Associates LLC

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……???




Calling, emailing, texting potential candidates

What came first the chicken or the egg! We know calling came first….but as a recruiter what do you do first? Call or email?? I prefer to email then call. How about you? But I must say finding emails and email formulas can be sometimes challenging. AND email formulas do not always work, but can be worth the try.
Recruiters do agree that by using both emails and calling potential candidates as part of the recruiting process can and does result in a winning solution.

If you are looking for email formulas (again sometimes they work and sometimes they don’t, but worth the try!)…. search SGA ExecutiveTracker for free!!!!

It’s a little-known fact that searching for email formulas on SGA ExecutiveTracker is entirely free! (S(5efiz545c10b2abij1eqh545))/UserLogin.aspx

If you see a company we don’t have a formula for and you do, please forward it on to us and we will test it and post it when it works!!! Call me or email me privately if you wish at 518 843-4611 ext 221 or sgreco@sheila

So do you like to call first or email first. Love to learn about what you do and why!!!