• Save
What a Long Strange Trip It Has Been!
Upcoming SlideShare
Loading in...5
×
 

What a Long Strange Trip It Has Been!

on

  • 1,478 views

Sheila Greco's presentation from Sourceon 2010.

Sheila Greco's presentation from Sourceon 2010.

Statistics

Views

Total Views
1,478
Views on SlideShare
1,182
Embed Views
296

Actions

Likes
3
Downloads
0
Comments
0

5 Embeds 296

http://sheilagreco.typepad.com 150
http://www.sourcecon.com 128
http://sgatalent.com 14
http://www.slideshare.net 3
http://www.sheilagreco.typepad.com 1

Accessibility

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

What a Long Strange Trip It Has Been! What a Long Strange Trip It Has Been! Presentation Transcript

  • What a Long Strange Trip it’s Been! Presented By: Sheila Greco President, Sheila Greco Associates, LLC 1
  • Sometimes The Light's All Shinin' On Me Sheila Greco, President With Sheila’s leadership responsibilities as President of Sheila Greco Associates, LLC and her active role in the overall growth and success of the company, she places her broad- based skills and experience at the disposal of clients, candidates, and colleagues alike. As an entrepreneur, she has gained extensive experience in human resources to include, research, recruiting, and competitive intelligence. As a strategic results oriented leader, Sheila has a proven track record of building long-term and solid relationships with clients and candidates. Prior to launching Sheila Greco Associates in 1989, Sheila spent several years with Goodrich & Sherwood, an executive search company in New York City and Greenwich, Connecticut. She began her career as a research associate and quickly climbed through the ranks and ultimately became a Director of Executive Search specializing in consumer packaged goods marketing and sales. An alumna of Hartwick College, Sheila received her Bachelor of Arts degree in Economics and Marketing. She is a member of the National Association of Executive Females, Society for Human Resource Management (SHRM), SCIP (Society of Competitive Intelligence Professionals), Women in Technology International, and participated in many events sponsored by the New York State Olympics. Sheila is also currently Chairperson for the Amsterdam YMCA. She enjoys tennis, golf, jogging, skiing and reading. 2
  • Today’s Journey •  The definition of Traditional Research. •  The benefit of using Name Generation/ Traditional Research. •  How it helps you be the expert. •  Highlighting Traditional Research as the candidate pipeline is presented. 3 View slide
  • Today’s Journey Continued •  The continued importance of using telephone research as part of the recruiting process. •  Telephone research today just like yesterday remains the most effective technique for those interested in long term strategic recruiting. •  It continues to stand the test of time, it provides potential candidates, intelligence, networking contacts and a strong slate of candidates. 4 View slide
  • Research Techniques Telephone Research When You Ask – You Receive Internet Never Says No Social Networking Sometimes There is a Waiting Period and Not Always Accurate Research Tools Use the One that Works Best For Each Assignment 5
  • What Is Traditional Research •  It is a technique used to identify contacts within specific companies, residing in a specific functional area, sitting at a specific title level and in many instances not active. •  Traditional Research is more than just a name. •  Traditional Research in many cases yields the best candidates and provides information that can be used for future assignments. 6
  • Enhancing Traditional Research •  As
part
of
the
process,
it
is
recommended
that
secondary
 sources
be
utilized
to
uncover
profiles
or
background
 information
of
candidates
you
will
be
reaching
out
to.
 •  Depending
on
the
client
you
may
want
to
wait
to
show
the
 research
and
organization
charts
until
after
the
profiles
are
 added.
 Traditional Research: Bill, Senior Vice President, Product Management Steve, General Manager, Enhanced Product Management, AIG Direct, East Plus Equals Traditional Diane, Product Research Manager, AIG Direct,East Mike, Product Manager, AIG Direct, East 7
  • Discovering the Pearl by Using Traditional Research •  Yes, you may be able to find candidates on LinkedIn, Job Boards, SGA ExecutiveTracker, & Jigsaw, but more than likely the team is not there. (example Lipitor, NYC Sales Team for Paychex & ADP or the Wal-Mart team for P&G, nurses, hospital administrators, etc) You need to do telephone research. •  When the names are available, you and every recruiter is soliciting these professionals. Where are you adding value? •  Your job as recruiters is to identify the “pearl” the “A Player” which is not above the surface…you need to dig. •  You need to separate yourself from the pack and the only way to do it is by finding the hard to find candidates 8
  • Research 20 Years Ago •  NO INTERNET! •  The resources available were VERY limited. •  Resources consisted of research lists along with previous recruiting call lists, The Red Book and Industry Magazines. 9
  • Committing to Using Traditional/ Telephone Verified Research as a Strategy   Powerful: It acts as the Recruiter’s guide.   Tells the full story contact by contact.   Methodically: it leads the recruiter to the hidden candidates. 10
  • Is Everyone on Board? •  There are many doubters with regards to telephone research, which is alright. •  My answer to that, is that you may not fully understand it and/or you don’t know how to do it. •  My hope today is to share with you how telephone research, combined with any type of tool is better than just using one technique. 11
  • Research Talent   Research is an art.   Not everyone has this talent.   If you cannot do it, it is alright.   It is alright to try it and if at first you don’t succeed try try again or outsource.   Successful researchers have a certain personality not a specific background. 12
  • Who Makes A Good Researcher? •  No one goes to school or aspires to be a researcher. •  It takes a different type of person and personality to be good. •  You cannot be afraid to hear such things as; no, I am not allowed to give out information. •  You need to be tenacious, goal oriented and a team player. 13
  • Baptism by Fire - On the Job Training This is how I was taught! 1.  Here is the telephone. 2.  Here is a list - confirm, add and delete. 3.  Watch me do it and take notes. 4.  Set goals of getting 5-10 names per call and 500 this week (get structures too). 5.  If you need help, my door is open. 14
  • Dealing with the Gatekeeper •  Charm the Gatekeeper (start with I need your help and I understand you know everything). •  Address them by their first name, people love to hear their name. •  Gatekeepers are smart but if you use them you can get anything you want. Don’t you think they hate lying? They know the answer and are being told not to tell you….think about it. Use them as enablers. 15
  • Obtaining Names •  Everyone is doing it one way or the other. •  Even if you are using the Internet or tools, you still need to telephone verify the information. •  Keep asking questions until you obtain your goal. 16
  • It’s Not Wrong •  Research is NOT acting purposely and maliciously to destroy a competitor or target company. •  You are free to source into competitors for good employees (where else are you going to find these professionals). •  You are just trying to find candidates who fit the needs of your clients. •  At the end of the day you are ultimately help people further their careers. 17
  • Research Sheet 20 Years Ago (Looking for Vice President & Division Managers at Medical Equipment Company) Reporting Structure Key Information that Could Lead to Your Next Search 18
  • Today’s Research Sheet Company Name Title Position Address City State Zip Telephone Comments 600 Not interested in making a Peachtree move to another public firm. If Ernst & Federal Street Suite (404) she were to leave it would be Young Kim Senior Tax 2800 Atlanta GA 30308 874-8300 to industry. 600 Peachtree Ernst & Federal Street Suite (404) Young Kheela Senior Tax 2800 Atlanta GA 30308 874-8300 Left message 600 Peachtree Ernst & Federal Street Suite (404) Young Raegan Senior Tax 2800 Atlanta GA 30308 874-8300 Left Message 600 Peachtree Ernst & State & Street Suite (404) Left several messages – Young Kevin Senior Local Tax 2800 Atlanta GA 30308 874-8300 candidate not responsive. Candidate interested. 4+ years at E&Y. Currently a 600 Manager in the SALT Peachtree practice. $95K base. Sent Ernst & Manag State & Street Suite (404) resume to client for further Young Trish er Local Tax 2800 Atlanta GA 30308 874-8300 review. 19
  • Example Diversity Organization Chart Diverse Contacts are Indicated by Yellow Highlight 20
  • Recruiting is a Process…. 21
  • Steps in the Recruiting Process 1 Awarded Search 7 2 Define Recruiting Presenting Pipeline Strategy Recruitment Process 6 Simply Stated 3 Develop Talent Company Deciding List 5 4 Conducting Research/ Recruit Building a Call List 22
  • Recruiting Strategically Using
Traditional/Telephone
Verified
Research:
 •  If
you
all
believe
the
adage
that
“Knowledge
is
 Power”
than
in
my
opinion
nothing
will
provide
you
 with
a
better
competitive
edge
than
traditional
 research.
 •  When
you
recruit
with
knowledge
you
have
a
greater
 chance
to
capture
the
best
candidates.

This
results
 in
capturing
the
most
qualified
candidates
from
a
 specific
target
list
requested
by
the
client.
 23
  • Recruitment & Selection Process •  Recruitment and Selection are two of the most important functions of the Human Resources Department. •  It is the first step toward creating the client’s competitive strength. 24
  • The Recruiter’s Charter •  Show me only the “A Players” and I want them yesterday (sound familiar). •  Recruiters today like yesterday are chartered with uncovering top talent and presenting a strong pipeline of candidates, quickly and cost effectively. •  We need to emphasize that the recruiting process and that research/name generation is an integral step in ensuring a successful search. •  Over time, this process compliments long-term recruiting and retention strategies. 25
  • Guide the Client Through the Recruiting Process •  You always let your clients drive this part of the process. •  As a part of the process, you share important information along with your research findings. •  You encourage your clients to comment and ask questions. •  Remember this is a partnership. 26
  • Our Success Depends On…. •  The degree of engagement between the third party recruiter (if outsourced), the hiring manager and/or internal recruiting team members. •  Everyone has to be committed to the entire search process. •  As a recruiter you need to understand the process and educate those who do not. 27
  • Let’s Put This to the Test •  Our client has asked us to recruit a Vice President of Merchandising. Following the steps using the tried and true traditional research methodology, a list of approximately 100 potential candidates to call was developed and 5 candidates were presented. •  The cost of research was 20 hours and recruiting approximately 35 hours. •  The result: we presented the client with an ultimate hire while saving the client money. We were also able to build a pipeline of candidates that were used for future searches. •  In addition we provided the client with an in-depth knowledge of the competitive landscape which could be used for future searches. 28
  • What Was Required? •  Needs to be at the Vice President level. •  Minimum 10-15 years experience. Experience in merchandising and product development. •  MBA preferred, but not required. •  Strategic, not tactical. •  Must have at least 5 to 10 direct reports. •  Prefer candidates with buyer and marketing experience is a plus, but not necessary. The candidate should have at least five years at the management level and has been part of a team that restructured. •  Strong leadership skills with the ability to communicate up and down an organization. •  Demonstrated broad based business acumen skills in a fast paced retail environment. •  Ability to work with and interpret numbers and have a thorough knowledge of inventory/open to buy. •  Salary range is $225,000-$250,000. 29
  • The Targeted Professional •  Has been identified. •  The recruiter can begin speaking about the opportunity and use the charts as a guide. •  Ask Questions, get to know the person. •  Qualify, Compare and Contrast. •  If interested ask for resume, if not ask for the referral. 30
  • The Boss •  A Great Source and Networker •  Relationship Maker •  “Talker - Information Giver” 31
  • The Subordinates •  Depending on the opening, your best candidates may be the ones sitting one level below, waiting to be promoted to the next level. •  Don’t ignore these professionals, they most definitely want to hear about this opportunity. •  Depending on the company they could be at the right level with regards to compensation and qualifications 32
  • Candidate Overview 1.  Vice President, Divisional Merchandise Manager, Accessories has over 11 years experience with 5 in management. A graduate of University of Chicago, this professional began their career with the Gap. As Vice President, Divisional Merchandise Manager, Accessories they have 10 direct reports and reports directly to the Senior Vice President, Merchandising. Total salary package is approximately $225,000. 2.  Vice President, Divisional Merchandise Manager, Children’s, Youth has over 20 years experience with 7 of them in a management role. They began their career as a buyer and became a merchandise manager shortly after. They hold a BA in management and a Masters degree from Columbia University. This professional currently has 14 direct reports and reports directly to the Senior Vice President, Merchandising. Their current salary is $260,000. They are not interested in relocating. 3.  Vice President, Divisional Merchandise Manager, Shoes has 17 years experience and has held their current position since 2001. Reporting directly to the Senior Vice President, Merchandising this professional has been instrumental in growing his team. Their staff has increase from 7 to 14 reports. This professional is a graduate of FIT. Upon graduation in 1990 this professional immediately began their retail career with Macy’s. This individual’s total compensation package is $225,000. 33
  • Organization Chart Example 34
  • Organization Chart Example 35
  • Organization Chart Example 36
  • Each Chart Tells Part of the Candidates Story •  It
shows
reporting
relationships
up
and
down
 the
organization.
 •  It
shows
how
the
potential
candidate’s
team
is
 structured,
how
it
compares
to
the
client’s
 organization
and
the
other
companies
on
the
 target
list.
 •  As
you
compare
candidates
to
one
another
 you
can
also
use
information
from
the
 organization
charts
as
an
additional
reference.
 37
  • Presenting the Best •  As the candidates are presented, a summary of how they compare to one another assists the client with deciding when to interview. •  Along with the resumes providing the organization charts shows how each candidate compares to other staff. By presenting the organization charts it enables you to intelligently discuss why these individuals were chosen. •  When available show the role of each staff member. •  All findings were shared from start to finish. 38
  • Know You Recruited the Best •  In my opinion, by using traditional research, the recruiter can confidently present who he/she considers to be the best candidates. •  This process allows the recruiter to satisfy the client’s request for finding quality, interested candidates within a specific group of a companies. •  By using other methods, qualified candidates can be presented but no other method will provide as much knowledge as traditional research. 39
  • Your Client’s Continue to Benefit When You Use Research •  Cost Effective. •  Shorter Time to Hire. •  Can Compare & Contrast Potential Candidates. •  Confident You Have Found the Best of the Best. •  Be Aware of Talent Universe & Competitors Teams. 40
  • Long Term Recruiting Strategy Suggests…… •  It’s not just about the hire. •  It’s is how you got there plus information. •  It’s how the company was perceived. •  The position. •  The recruiter. •  The story. •  The process. Process – Process – Process - You Need One! 41
  • Questions 42
  • Sheila Greco Associates, LLC (518) 843-4611 www.sheilagreco.com or www.sgaexecutivetracker.com For a copy of this presentation please visit our website at www.sheilagreco.com 43