sheila Greco
  • Female
  • Amsterdam
  • United States
  • Sheila Greco Associates LLC
Share on Facebook MySpace

Sheila Greco's Friends

  • Nicholas Meyler
  • Shawn White
  • Will Thomson
  • Koteswara Reddy
  • Zandrea Houghton
  • Louis Welcomme
  • Christie Cordes
  • Amber
  • Edward N. Woycenko
  • James T. Guzman
  • ExecuTeam Staffing
  • Pat Meehan
  • Craig Libis
  • G. Robert Bishop
  • Ben McGrath

sheila Greco's Groups


Loading… Loading feed

Gifts Received


sheila Greco has not received any gifts yet

Give a Gift


Hello from Sheila

Profile Information

Sheila Greco Associates LLC
Which industries do you work in now?
All Industries

sheila Greco's Videos

  • Add Videos
  • View All

Sheila Greco's Blog

Providing Candidate Feedback Should Be 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…


Posted on September 22, 2015 at 9:16am

Leverage Your Networks To Recruit World Class Talent


You take the time to create strong professional networks. You continue to build, nurture and maintain them. This is a skill many recruiters have mastered and successfully continue to leverage as they recruit world-class talent. You too need to be sure to leverage your networks as…


Posted on August 17, 2015 at 11:30am

Don’t Lose Best In Class Talent To The Competition – Candidates Will Have Options – Recruiting Efforts Will Need To Be Stepped Up

Recruiting Will Be Competitive This Year

Candidates Will Have Options

Best In Class Talent Will Be A Hot Commodity

Recruiting Will Need To Be Proactive

……..Reactive Recruiting Is So Yesterday



Posted on February 2, 2015 at 9:27am

Exploiting Intelligence Will Be Part of Future Recruiting Strategies

Linking Recruiting With Intelligence

Recruiters know how to successfully identify talent amongst the crowd. They also know how to exploit the intelligence gathered during the research/sourcing process. Often realizing the value of such intelligence and the importance it plays in creating a strong pipeline. But what happens to this intelligence once the pipeline is filled? Is the once sought after talent suddenly dismissed?…


Posted on November 3, 2014 at 9:12am

The “Favorite” Or The Most Qualified Does Not Always Win The Race Or Get The Job! This Includes California Chrome

The Favorite Doesn’t Always Win The Race.

The Most Qualified Doesn’t Always Get The Job.


Favorites don’t always win the race nor does the most qualified always get the job. However those who made it into the race, did it based upon talent. There is no denying it! Truth is in today’s competitive marketplace, often…


Posted on June 10, 2014 at 4:10pm — 1 Comment

Comment Wall (5 comments)

You need to be a member of RecruitingBlogs to add comments!

Join RecruitingBlogs

At 11:10pm on April 30, 2013, Shawn White said…
Thanks for the Connect!!
At 4:04pm on August 9, 2012, Zandrea Houghton said…

an exam ple of a very successful email that I get a good response to is:

Subject  line:  Keen to listen


Hello ....  I am not sure if this is relevant, perhaps you could let me know.

I have come across your details on (state where you have found them) Brilliant CV by the way. You have probably been inundated with calls/emails from recruitment consultants - you probably never want to speak to another consultant again!!

The reason I wanted to make contact, is that I am helping a client find someone with your skills and experience.  However, I have no idea what you are specifically looking for, if indeed you are still looking.

What would be the best way for me to find out?

Although I have not measured the results of it's success, I feel that it gets a large response and really helps to make contact with people I have failed to make contact with any other way.

It might be worth giving it a try

At 8:34am on August 9, 2012, Chuck Klein said…

Generally $100 - 200K positions - sometimes sales positions which are not that high on base.


As stated, emails (utilizing various methods including industry specific data bases) work to open doors with passive candidates.  But the response % is far, far lower.  No one in this industry can make the claim you made.

At 8:21am on August 9, 2012, Chuck Klein said…

We also have had great success with emails.  But your article (I don't have it in front of me) claimed something like an 80% response rate. And your sample messages were (in my humble view)  quite wordy - in a world where people lack patience.  There is also a high degree of skepticism when someone they don't know calls them an opinion leader or something like that. 


I don't know how many you send out on an average search (say for a sales manager) - maybe you send a small number and make them highly personalized.  We have been using emails marketing for years in executive search and the response rates are far lower - yet the method is still highly successful for candidate contacts and referrals. 

At 5:52pm on June 17, 2010, Ben McGrath said…

Thank you for inviting me to connect. I too lived in Amsterdam (Haarlem) about 30 years ago. I really loved it. I do want to get back someday.

All the best,
Ben McGrath


All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below


RecruitingBlogs on Twitter

© 2024   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Privacy Policy  |  Terms of Service