What a Long Strange
Trip it’s Been!
President, Sheila Greco Associates, LLC
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
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.
• The definition of Traditional Research.
• The benefit of using Name Generation/
• How it helps you be the expert.
• Highlighting Traditional Research as the
candidate pipeline is presented.
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
• It continues to stand the test of time, it
provides potential candidates, intelligence,
networking contacts and a strong slate of
When You Ask – You Receive
Never Says No
Sometimes There is a Waiting Period and
Not Always Accurate
Use the One that Works Best
For Each Assignment
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
• 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.
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
Bill, Senior Vice President,
Steve, General Manager, Enhanced
Product Management, AIG
Diane, Product Research
Discovering the Pearl by Using
• 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
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.
Committing to Using Traditional/
Telephone Verified Research as a
Powerful: It acts as the
Tells the full story
contact by contact.
Methodically: it leads
the recruiter to the
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
• My hope today is to share with you how
telephone research, combined with any type
of tool is better than just using one technique.
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.
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
• 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
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.
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
• 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.
• 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
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
• 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.
20 Years Ago
(Looking for Vice President & Division Managers at Medical Equipment Company)
that Could Lead to
Your Next Search
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.
Ernst & Federal Street Suite (404)
Young Kheela Senior Tax 2800 Atlanta GA 30308 874-8300 Left message
Ernst & Federal Street Suite (404)
Young Raegan Senior Tax 2800 Atlanta GA 30308 874-8300 Left Message
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.
Example Diversity Organization Chart
are Indicated by
Steps in the Recruiting Process
Simply Stated 3
Building a Call List
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
• 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.
Recruitment & Selection Process
• Recruitment and Selection are two of the
most important functions of the Human
• It is the first step toward creating the client’s
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.
Guide the Client Through the
• You always let your clients drive this part of
• As a part of the process, you share important
information along with your research findings.
• You encourage your clients to comment and
• Remember this is a partnership.
Our Success Depends On….
• The degree of engagement between the third
party recruiter (if outsourced), the hiring
manager and/or internal recruiting team
• Everyone has to be committed to the entire
• As a recruiter you need to understand the
process and educate those who do not.
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
• 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
• Demonstrated broad based business acumen skills in a fast paced
• Ability to work with and interpret numbers and have a thorough
knowledge of inventory/open to buy.
• Salary range is $225,000-$250,000.
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
• A Great Source and
• Relationship Maker
• “Talker - Information
• Depending on the opening, your best
candidates may be the ones sitting one level
below, waiting to be promoted to the next
• 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
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
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
Each Chart Tells Part of the
• It shows reporting relationships up and down
• It shows how the potential candidate’s team is
structured, how it compares to the client’s
organization and the other companies on the
• As you compare candidates to one another
you can also use information from the
organization charts as an additional reference.
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
• When available show the role of each staff member.
• All findings were shared from start to finish.
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.
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.
Long Term Recruiting Strategy
• 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!