sheila Greco
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  • United States
  • Sheila Greco Associates LLC
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Recruitment Research – The other recruiting alternative hiring teams are talking about

Recruitment Research – The other recruiting alternative hiring teams are getting excited about Recruitment Research– The right hiring solution for the times   The power of recruitment research …….. What is recruitment research? It isn’t just a name? It isn’t just a profile. It is a methodical approach to uncovering specific talent to quickly fill…

Recruitment Research & Recruiting On-Demand Explained

From The Desk of Sheila Greco, Chief Executive Officer SGA Talent Did you know……..   Recruitment research is not just surfing the internet for profiles, nor is it looking into databases, or searching LinkedIn for matching titles and key words. Recruitment research is, a methodical approach to uncovering specific talent to include passive candidates from…

Women You Need To Know From The Leading Online Trading Platforms & Stock Research Companies

SGA Talent’s Recruitment Research Team Would Like To Acknowledge The Women Leaders You Need To Know In The Industry   As we prepare to release our latest report : “Who’s Who Amongst The Leading Online Trading Platforms And Stock Research Companies” we would like to acknowledge these inspiring women in the industry. Please take the time…

SGA Talent’s Recruitment Research Shows Consulting Companies Still Struggle to Close the Gender Gap

Women Partners Needed SGA Talent’s Recruitment Research Activities Uncovers The Real Stats                                                                                 Diversity and Inclusion is…

SGA Talent Introduces Women In eCommerce You Need To Know

SGA Talent, Leaders in Recruitment Research and Recruiting With a Focus On Diversity Since 1989   As we continue to help our clients reach their diversity recruiting goals, we do so with a focus on data driven recruiting strategies, to include recruitment research as part of the process. From creating strong talent pools, building organization…

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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

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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


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