Best Practices Combining New Technology with Traditional Sourcing Techniques Lessons from Two Decade

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Best Practices Combining New Technology with
Traditional Sourcing Techniques Lessons from
Two Decades in the Field

• Presented by
• Sheila Greco, President/CEO
• Sheila Greco Associates, LLC

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What Will Be Covered

• My background.
• Traditional research and how it made me an
  expert.
• Traditional research simply defined.
• Role of traditional research in the recruitment
  process.
• Using traditional research to build organization
  charts.
• How to use organization charts.
• How to become a long-term strategic partner.

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My Background

• I began my career as a financial analyst.
• Joined the wonderful world of executive
  recruiting where my real training began.
• Recruited to a prominent executive search firm in
  New York City as a research associate.
• In 1989 I started Sheila Greco Associates. LLC.
• Today I am still passionate about what I do.

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You Dont Go To School For This

• After the handshaking and signing of papers. I
  was told my role as a research associate in a
  nutshell was to obtain names.
• I was handed the standard directory of
  advertisers and told to identify 500 brand
  managers in one week from PG, General Foods,
  Kraft, Colgate Palmolive, General Mills, Coke,
  Unilever, just to name a few.
• Why? Because Pepsi needs 10 brand managers
  yesterday.

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My Training in a Nutshell

• Step 1 Heres the telephone and the book which
  lists the names of the brands for each company.
  Now you have to find out who the brand managers
  are.
• Step 2 Think of it as a game. Set a target of
  10 names per call and just keep asking till they
  wont give you any more. If you can, find out
  who they report to and who reports to them.
• Step 3 If you need any help, my door is open,
  have fun!

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The Initial Thought Is this really a job?

• All I need to do is obtain names to recruit?
• Catholic Guilt began to set in.so I went to my
  boss and said Why are we doing this? Why are
  some people hesitant to give names? This is not
  rocket science! I am having some difficulties
  here.
• She said, I used to feel the same way, not
  anymore Our job is simple, our clients ask us to
  offer an opportunity and these folks can either
  take advantage of it, refer someone or not!
  Next without skipping a beat she said, How many
  names did you get so far?
• I was immediately convinced at that point it
  really was a job and I wasnt the only one doing
  it.

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Getting My Feet Wet

• Explaining my job was not easy. I spent my days
  finding people who are not looking a for position
  and offering them an opportunity.
• Why am I doing this? Because on a long-term
  basis, this can be lucrative.
• In this field the best training is on the job
  training and getting in the trenches right away.
• As I became more experienced, I began to
  understand organization chart structures, titles,
  roles, responsibilities and how companies differ
  across industry segments.

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Can YOU Do Research?

• By the end of my first week and 500 names later,
  I began to understand why the training is the way
  it is baptism by fire.
• Not everyone can do this. Not everyone aspires to
  do this as a career.
• You need to have a certain skill set, a certain
  type of personality.
• You need to be tenacious, want to please and be a
  very good listener.
• I quickly began to understand the value of
  research.

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Why I Value Traditional Research

• It forces us to use a methodical approach to
  recruiting.
• Builds knowledge, makes us the expert.
• Builds awareness that recruiting with knowledge
  is a long-term, successful strategy.
• Helps us to continue satisfying the clients and
  looking at the universe they requested.
• Helps with presenting the best candidates
  available.

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Why am I sharing this with you?

• I feel compelled to share with you my beliefs and
  experiences regarding traditional research.
• Too many recruiters solely use the Internet.
• I am not saying replace what may work for you,
  but consider adding traditional research to your
  recruiting strategy.

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Traditional Research

• The definition of traditional research is the
  method of recruiting from a targeted list of
  companies that will best meet your clients
  needs.
• Traditional research in most cases will yield the
  best candidates and will provide the most
  information to be used for future search
  assignments.

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Before the Days of the Internet

• Sourcing candidates focused almost exclusively on
  calling directly into companies to find the most
  qualified and interested candidates to fill
  assignments.
• While the creation of the internet has
  fundamentally changed the recruiting world, it
  will NEVER replace the effectiveness of
  traditional research.
• By using traditional research, recruiting becomes
  not a process but a strategic method used as the
  blueprint for current and future pipeline
  development.
• By fully leveraging traditional research, the
  standard recruiting process evolves into a
  strategic resource to be used not only for the
  current search assignment, but for future
  assignments, benchmarking and competitive
  intelligence.

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Recruiting Strategically

• Using Traditional Research
• If we 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.

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Traditional Research MethodsOrganizational Chart
Development

• Titles can be deceiving, know the role.
• We recommend researching from the top level down.
  
• Never stop asking questions and guiding the
  interviewee so the information needed is
  obtained.
• Dont be afraid to ask questions regarding
  structure and team members.

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Benefits of Traditional Research

• Potential Candidates.
• Provides the ability to understand your
  competitors organizations, structures and
  strategies.
• Knowledge regarding teams and staff.
• Ability to network with several contacts.
• Future hires and sometimes future clients.
• The successful hire or the lead that refers the
  hire.
• Pipeline development with knowledge that makes
  you the real expert and lays the groundwork for
  the future.

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Organization Chart Example
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Be a Strategic Partner

• Clients want long-term relationships that add
  value and deliver results.
• Once traditional research and charts are
  completed, we recommend showing them to the
  client. Allow the client to provide feedback and
  offer comments which may include proceed, I
  know this person, dont proceed, already
  interviewed, perfect.
• Having your client involved throughout the
  process will create both a commitment and a true
  partnership. The involvement also provides a
  sense of ownership on the clients behalf.

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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, Product Management, AIG Direct,
East Diane, Product Manager, AIG
Direct,East Mike, Product Manager, AIG
Direct, East
Enhanced Traditional Research
Equals
Plus
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Pulling It All Together
Free Fee-Based Databases
Develop Target List
Internal Databases
Research Recruiting Strategy
Traditional Research
Job Boards
Internet Resources
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Be The Expert

• Know the Universe of Potential Candidates
• With organization charts in-hand you now have the
  knowledge as to which candidates will be
  appropriate for the search.
• Based on past experience recognize whether a
  large enough candidate pool has been established
  and if you need to expand your target list.
• Be a good listener

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Number of Professionals by Geography/Function
Example
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Each Chart Tells Part of the Candidates Story

• It shows reporting relationships up and down the
  organization.
• It shows how the potential candidates team is
  structured, how it compares to the clients
  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.

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Know You Recruited The Best From The Clients
Target List

• 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
  clients 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.

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Lets 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
  five 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
  also had built 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.

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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.

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Organization Chart Example
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Candidate Overview

• 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.
• Vice President, Divisional Merchandise Manager,
  Childrens, 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.
• 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
  Macys. This individuals total compensation
  package is 225,000.

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Organization Chart Example
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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.

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Additional Benefits of Traditional Research

• New leaders often times mean new regimes. Having
  the information to refer to and use will result
  in cost savings for additional searches.
• This information can also be shared with others
  in the organization and can yield valuable
  information that can be used by other areas such
  as talent management, diversity, future
  restructuring efforts, strategic hiring as well
  as other human resources strategies.

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Wrap Up

• Understand the definition and benefits of
  traditional research.
• Build a solid research foundation by using
  traditional research methods.
• Traditional research shows that you are the
  expert and strategic partner.
• Give all the information to the client to keep in
  a format that can be used in the future.
• Show the client how to best use the information.
• Be a long-term partner, not a transactional
  partner.

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Questions

• Visit Sheila Greco Associates web site at
  www.sheilagreco.com.
• Demo SGA ExecutiveTracker and receive 20 free
  contacts
• Join Sheila Greco Associates mailing list.
• Come blog with us at http//sheilagreco.typepad.co
  m/blog/

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About Sheila Greco

• Sheila Greco, President Chief Executive
  Officer
• With Sheilas leadership responsibilities as
  President and Chief Executive Officer 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.
• Contact Sheila
• Telephone [phone]
• Email sgreco_at_sheilagreco.com