Join the Greene Resources Talent Network

Greene Resources

Give us a call: 800-784-9619

Blog

Recruiting Advice for Startups

For startup companies, the recruiting process is an essential and important step toward a successful business. Startups can fall prey to the idea that recruiting is a process that doesn’t require much energy, especially with the number of ways businesses can post openings online and easily collect resumes. On the other hand, new businesses can be daunted by the idea of finding an employee who will be able to contribute and become an asset to the company.

We asked our recruiting and human resource specialists at Greene Resources if they had advice for startup companies. Here is a list of benefits that startup companies reap from hiring a recruiting firm to find the right employees.

1.    Increase your team’s productivity

Without the burden of finding new talent, your employees can concentrate on their own tasks and contributions to your company. Hiring a new employee takes time and dedication. Sifting through resumes, making phone calls, interviewing and screening candidates all add a heavy workload on employees.  The more time your team or managers are spending reviewing applications and candidates, the less time they have to focus on their core goals. Recruiting firms allow current employees to concentrate on what they do best for you.

2.    Professional recruiters lead to professional results

When startups rely on internal efforts for hiring, there is often trouble waiting in the wings. Why? Most startups do not have the luxury of a fully formed human resources or talent acquisition department.  Many times, the employees looking for candidates and screening applicants do not have professional experience in the recruiting process. The right recruiting firm will be trained and skilled in the hiring industry. With this training, they will be able to create recruiting solutions tailored to your workforce needs.

 3.    Thinking outside the box

The employee you need may already be employed elsewhere and not actively looking for their next opportunity. Locating and attracting this “passive” job seeker can be challenging. This challenge will require much more time than simply reviewing resumes of those who have applied.  Finding this type of talent is a full-time job in and of itself.  The right recruiting firm will have the strategies and know-how to locate passive job seekers.  This know-how allows them to locate job seekers much more quickly than your employees on their own.

4.    Looking beyond the resumé

One of the most important outcomes is to find an employee that fits well within the company’s culture. To do this, the recruiters and screeners need to dig deeper in order to truly match the vision and goals of candidates with the company’s culture, goals, and mission.  This takes both time and experience, and outsourcing the process to a recruiting firm can provide both.

5.    Flexibility in the hiring process

Because of the nature of the startup environment, flexibility is key. Employers must be able to account for the ups and downs of the company’s needs. Recruiting services providers like Greene Resources offer this flexibility. Employers may add employees to their team on a contract or contract-to-hire basis until the long-term needs are better known. By working through a recruiting service, businesses can match their hiring with both the short and long-term needs of the organization.

greene team

If you’re a new business or a startup preparing to ramp up your hiring needs and you are looking for a solution to the time-consuming recruiting process, we’d love to help.  Our team provides salary reports, workforce data analysis, and in-depth information surrounding the employment market to businesses for their unique positions.  We can help chart the best course for your hiring needs and locate the talent critical to the success of your organization.  Our team is certified, knowledgeable, and eager to help your business find individuals who will make a difference for you.

 

Before the Interview: 4 Things Hiring Managers Should Consider

The best way to achieve success within your organization is to hire great people.  Finding people who will be engaged in the work they do for your company will enable your company to grow.  To find talent that will enable your team to succeed, it’s important to first assess the new opening on your team and make smart, organized, and educated decisions before beginning the recruiting process.

When a position opens on your team, here are some things to consider before beginning the recruiting process:

lightbulbDetermine What Business Challenge Your New Hire Should Solve

Instead of asking yourself, “What do I want this new hire to do?” ask yourself, “What problem am I hoping this person can solve?” This line of questioning will help you determine what type of candidate you will need for this role and the type of personality, experience, or skills they should have to be most effective.

Review and Prioritize Technical and Soft Skills for the Role

Which is more important: having an employee who is outgoing and an effective communicator, or having an employee with the technical skills to get the job done?  Determining which technical or soft skills are a priority and which skills would be nice to have will help ensure your recruiting team is not wasting time locating the wrong type of candidate.

Discuss Timeline, Follow-Up Process, and Other Deadlines with Your Recruiting Team

If others are involved in the recruiting and hiring process, communicating expectations before the process begins is critical. If there is a major event or extra busy time of year when you must have a new hire fully trained and on-boarded, ensure the team is aware of that so they can prepare.  Ensure the recruiting team knows how often you expect to hear updates and who will be touching base with whom.  By acknowledging milestones and having a clear-cut schedule, it will be much easier to course correct or adjust the recruiting process during those recurring check-ins.

Get Informed on the Employment Market to Ensure Recruiting Goals are Realistic

If it’s been a while since you’ve had to fill this position or if you’ve never had to fill this type of role before, it can be challenging to know what the employment market looks like for the role.  Additionally, depending on how specialized the position is, you may need to broaden the parameters and perimeters of your search.  It is important to understand the types of candidates that are looking for jobs, but it is equally important to ensure that your job description, salary, and candidate pool are aligned and optimized to locate the talent you need. By using workforce data reports and salary reports, you can be sure that your hiring goals are realistic before beginning your search.

Greene Resources understands the frustration behind locating and landing the talent you need to help your business or department grow. If you’re beginning the recruiting process, we provide data intelligence on labor markets and the competition for talent as a free service to help your team on your hiring journey. This intelligence includes detailed information on the availability of talent in the current employment market, the level of difficulty to recruit for your open position(s), competitive wage rates, and a list of local companies looking to fill similar positions.  If you’d like to discuss your open positions or get ideas on how to fill them, we’d love to hear from you!

During the Interview: 3 Things Hiring Managers Should Consider

Recruiting and hiring is just as much about selling your company to a candidate as it is candidates selling themselves.  The time you have during your interview with a job candidate is precious. These conversations will be a huge component in whether or not you choose to hire this individual.

Before your next interview with a potential new hire, ensure you’ve considered the following items.

hourglassHiring Manager Interview Tip #1: Use Your Time Wisely

One of the main reasons new hires fail is because the interviewer does not use the interview time to its fullest effect. Take this time to dig deep in order to determine if the applicant will fit into the work culture, can truly do the job, and if this job will be fulfilling enough for them to stay in the company and create lasting success.

Hiring Manager Interview Tip #2: goalsHave a Conversation, Not an Interrogation

Instead of a strict, formal Q&A interview, try a more relaxed approach. Treating an interview like a conversation will help the candidate open up about themselves. This also allows you to see beyond skills and previous work history to personality and character. Facilitate creative, peer-to-peer interaction, avoiding predictable interview questions. This allows both you and the potential new hire to better understand what it would be like to work with each other.

Hiring Manager Interview Tip #3: Discuss Short- and Long-Term Goals

Candidates attend interviews to see whether or not they have a future with your company.  Discuss their short- and long-term goals to see where potential new hires want to go in their career. With this knowledge, you can provide outlets for them to achieve those goals once they start with your company. Upon starting their new role, new hires will feel like you have their best interests at heart and will be more likely to advocate for your business.

Ensuring your interview with a prospective employee is pleasant, informative, and productive will go a long way in both leaving a positive impression and ensuring a quality hire.

Since opening our doors in 2000, Greene Resources has placed over 20,000 individuals in careers from the Triangle to the coast.  Our interview and screening process has been carefully cultivated over the years. We work to ensure our employees and clients can connect in such a way that jobs become purposeful, impactful, and long-term careers.  If you need ideas on how to improve your hiring process or ways to ensure you are having meaningful conversations during your interviews, we’d love to hear from you.

3 Ways to Create Purposeful Career Development

This week, the Greater Raleigh Chamber of Commerce’s Professional Women’s Luncheon featured a panel of renowned female leaders from within the Raleigh community discussing purposeful career development.  The panel was moderated by Melanie Dubis, a partner at Parker Poe Adams & Bernstein LLP, and included Adrienne Cole, the president and CEO of the Greater Raleigh Chamber of Commerce; Kacie Fore, the Community Relations Manager for Duke Energy; and Courtney Tellefsen, the founder of The Produce Box.

As the vision of Greene Resources is to connect job seekers and employers in such a way that jobs can become purposeful, impactful and long-term careers, and as long-time advocates of personal and career development, we were very excited to sponsor this luncheon and hear the stories and advice from these women.  Our tagline, “Recruiting with Purpose,” embodies our company belief that decisions should not be made at random, but that there should be a purpose behind each decision that helps our employees, our clients, and our internal team.

Here are some of the takeaways from each of the speakers:

1.    Dedicate Time To Simply Be Present

Have you ever found yourself daydreaming about being on vacation while at work?  Then while on vacation, do you think about all the things piling up for you back at the office? Now more than ever, dedicating your energy and focus on one item at a time can feel impossible. Despite the dozens of distractions around us, dedicating time to put your phone, laptop, or to-do list aside and truly be in the moment will help you find clarity and give your full focus to the task or situation at hand.

2.    Continuously Develop and Improve Yourself

You don’t (necessarily) need to go back to school to continue to learn and improve yourself as a professional.  There are many opportunities to assist in developing your skills and learning new ones. Some great examples are to attend events or workshops on specific topics related to where you would like to grow your career, shadowing people who work in roles you’d like to pursue, hiring a career coach, reading books on personal or professional development, listening to podcasts, or keeping a journal of the lessons that you learn each day. By taking advantage of these opportunities to continuously develop your skills and abilities, you will be able to take control and propel your career forward.

3.    Learn to Conquer Worries and Embrace Failure

When faced with something new and exciting, despite how incredible it may be, it is often accompanied with worry and fear of failure. When you find yourself contemplating a decision, or feeling anxious over a new opportunity, write down your worries and strike out any worry or concern that you cannot control. Don’t let the fear of failure hold you back from taking a chance. However, when you embrace an opportunity and are faced with failure, try to determine why you failed.  Was it the wrong time to make a change? Was the opportunity not a good fit? Did something change within the organization that was out of your hands?  If you could not control the outcome, accept that failure and move onto your next challenge.  If there were ways you could have directly improved the outcome, use the experience as a lesson learned to help you avoid those scenarios in the future.

At Greene Resources, we help companies navigate their search for talent. While assisting in this way, we focus on connecting the right individual to each job, so those jobs can turn into fulfilling and impactful careers. We would love to hear about how we can help you!

Meg’s Smile Foundation: Greene Gives Back Philanthropy Spotlight

Greene Resources partners with two different non-profit organizations every year that have been nominated and selected by our internal team.  Throughout the year, Greene Resources works with these organizations as a way to give back and learn more about the needs of our community.

Meg’s Smile Foundation is one of the nonprofits Greene Resources has chosen to sponsor in 2017 as part of the Greene Gives Back program.  Meg’s Smile is a charitable organization founded out of Holly Springs that provides gifts, fun days, and “smiles” to children affected by serious illnesses who are treated in North Carolina hospitals.meg's smile

Meg’s Story

The story behind Meg’s Smile Foundation begins with a little girl named Meg Wasley.  In 2010, her parents, Jim and Terri, noticed that Meg was exhibiting several neurological symptoms including falling and hearing loss.  Upon further examination, doctors diagnosed her with a Diffuse Intrinsic Pontine Glioma, which is a tumor that grows among the nerves within the brainstem.  After undergoing extensive chemotherapy and radiation, her prognosis gave her 9 months to a year to live. 

During this time, Meg’s parents did everything they could to provide her with the memories of a lifetime.  Packed into this short amount of time, Meg went to the beach, on a Disney Cruise, to a Taylor Swift concert, and more.  These experiences helped create lasting memories for Meg’s parents and provided incredible moments for Meg to put a smile on her face during this difficult and impossible time in her life. Despite the treatments she received, Meg passed away in 2011 at 8 years old. Jim and Terri were determined to keep Meg’s memory alive and turned their heartache into hope for other children and their families. With the creation of Meg’s Smile Foundation, Jim and Terri are making a difference in children’s lives by providing a special day, or, “smile” to children affected by serious illnesses.

How You Can Help

This grassroots effort to provide smiles to children is made possible by the donations, gifts, and grants of local businesses and individuals, along with fundraising events.  On Saturday, July 22, Meg’s Smile will be hosting their annual Silent & Live Auction event at The Club at 12 Oaks in Holly Springs. Several members of the Greene Team will be volunteering at this event to help facilitate the auction and we would love to see you there!  For more information, please check out the event page on Meg’s Smile’s website.

Meg's Smile Auction Event

 

Making an Offer: 5 Things Hiring Managers Should Consider

When your company has an opening, it can be difficult to search for new employees while trying to focus on your core responsibilities and tasks.  It can also be painful to make an offer to a candidate that you love, only to have them reject the offer.  

When prospective employees are considering new opportunities, they are looking at more than just what their daily duties and salary will be.  To help minimize the risk of a candidate rejecting your job offer, we’ve come up with some key items you should consider before making an offer:

Created by Eucalyp from Noun ProjectDiscuss healthcare and other benefits

Providing explicit details on what benefits your company offers and when someone will be eligible for those benefits before making an offer ensures there will not be any surprises when the offer letter is presented.

scheduleConfirm the candidate’s level of comfort with the expected schedule and work hours

Communicating the level of flexibility in a particular role and the expectations the company has regarding their employees’ availability before making an offer can help ensure candidates fully understand the nature of their role and the time commitment expected of them.

Discuss short- and long-term goals and expectations

Discussing short- and long-term goals and expectations before making an offer can help candidates foresee whether or not they have a future with your company.  In the same way, knowing up front where your team members want to go in their career allows you to provide outlets for them to achieve those goals.  If your candidates feel like you have both their best interests and the company’s best interests at heart, they will be more likely to stay and grow with your company.

Continue to stay in communication with candidate post-offer

Given the current positive economic climate, the workforce market heavily favors employees and job seekers.  If you have a candidate you love, you need to stay in touch with them and ensure they are receiving prompt, accurate, and enthusiastic communication from you or your recruiting team, even after making an offer.  Assuming they will still be available when you are ready for them to start without staying in contact is a risky decision, and could result in losing your top candidates, forcing you to start the hiring process all over again.

salaryEnsure your salary expectations are realistic

In the current economic climate, many candidates are considering more than one position at any given time and may be presented with multiple job offers.  If you offer a salary that is well below market value, it will be hard to find top talent to fill those openings, and even more challenging to motivate employees to stay with your company instead of pursuing more lucrative opportunities.

To ensure your positions are competitive, Greene Resources offers accurate and real-time salary data reports as a free service to help our customers on their hiring journey.  If you would like a free salary report for one of your open positions, just let us know.

Greene Resources is committed to putting people first and exceeding expectations through purposeful talent solutions. By valuing our people above all else, we make a lasting impact in the careers, businesses, and lives of those we serve.  Whether it’s assisting your company with a salary report, conducting a review of your benefits offerings, or assisting you to locate and land top talent for a special project or urgent need, we would love to see how we can help your business.

 

 

Request a Free Salary Report

 

 

3 Ways to Prepare for a Productive Summer

summer vacationAs the summer months approach, employee minds often wander to upcoming beach trips, vacation days, and relaxation. To help your team enjoy the summertime while ensuring company goals and objectives are met, keep these strategies and best practices in mind as ways to prepare for a productive summer.

  • Set expectations early and communicate often

    Is summertime a slow time for your industry? If so, employees need to understand how to use the extra time they may have in a way that will be helpful and meaningful in the future. Encourage group brainstorming sessions with a focus on adding value.  Determine how to create greater efficiencies or ways to improve processes to help prepare for the approaching busy season. Is summertime a busy season for your industry? Communicate to your employees what that means for their workload and how their performance will be measured during those months.

  • Provide flexibility and incentives that allow employees to step away from the office

    Managing your employees will be easier and more effective if they know they will be able to step away from the office to attend the graduation, wedding, or vacation they have on their schedule. When appropriate, allowing employees to rework their schedule around personal needs will help them focus while they’re in the office.

  • Contract employees or summer interns can help ensure the work gets done while team members are on vacation

    To ensure productivity levels stay high while employees are covering for out-of-office colleagues, consider adding a contract employee or summer intern to your team. Short-term hires can provide a much-needed extra set of hands during the summer months while providing valuable experience and a meaningful opportunity for the interim employee.

Improving communication, offering flexibility, and ensuring all teams are well-equipped for success are effective ways to reduce turnover, increase productivity, and increase employee satisfaction.  The summer season is a great opportunity to test different approaches that both help employees and are realistic for your business. 

Greene Resources’ flexibility arrangements and management have been nationally recognized as being effective and innovative.  We would love to see how we can help you find and retain the talent you need.

Greene Resources Recognized for Innovative and Effective Workplace Practices

Greene Resources Recognized for Innovative and Effective Workplace Practices

Receives prestigious When Work Works Award

when work works logoGreene Resources has been honored with a 2017 When Work Works Award for exemplary and effective workplace practices.

About When Work Works

The prestigious When Work Works Award is part of the Society for Human Resource Management’s (SHRM’s) When Work Works project. This national initiative helps employers become more successful by transforming the way they view and adopt effective and flexible workplaces.

The award recognizes employers of all sizes across the country that are excelling at offering a variety of top-rated employee initiatives. Some of these initiatives include work-life fit policies, flexible scheduling, and transition to parenthood programs. The award goes beyond work-life programs. It also includes initiatives that address the additional evidence-based aspects of effective workplaces. This may include opportunities for learning, a culture of respect and trust, and job autonomy.

“Greene Resources recognizes that we can provide outstanding service to our clients while also demonstrating to our team members that they are the key to the success of the company,” said Mikio Anderson, Vice President of Human Resources at Greene Resources. “No matter the role, the work our team does is meaningful and impactful. We encourage ideas and collaboration without judgment or criticism – this is how we make each other better. We are honored to receive this award and are committed to continuing to listen to our team members, evolve as needs change, and improve every day.”

When Work Works Criteria

In applying for the award, Greene Resources was evaluated on factors associated with employee health, well-being and engagement: opportunities for learning; a culture of trust; work-life fit; supervisor support for work success; autonomy; and satisfaction with earnings, benefits, and opportunities for advancement.

“Considering that 78 percent of employers report difficulty recruiting employees for highly skilled jobs and 38 percent report difficulty recruiting for entry-level hourly jobs, When Work Works Award winners have leveraged this recognition opportunity to distinguish themselves as exemplary employers that offer new or enhanced options that help them attract and retain top talent,” said Ellen Galinsky, president of the Families and Work Institute, the original creator of this award, and senior research advisor at SHRM.

“These winners have reinvented their workplaces in ways that benefit business and employees alike and are reaping the benefits in terms of employee job satisfaction and retention,” said Cassidy Solis, senior advisor, workplace flexibility, at SHRM.

To win the award, companies must undergo a rigorous assessment that emphasizes the real-life experiences of employees. The assessment incorporates national benchmarks of employer practices from the National Study of Employers and the employee experiences from the National Study of the Changing Workforce. A survey of an organization’s employees makes up two-thirds of the organization’s final score.

To learn more about the awards, view an interactive map that lists winning organizations by state and a list of winners by name.

Click the links below for additional information:

When Work Works Award 

When Work Works initiative 

Greene Resources Recognized as Top Technical Staffing Company in the Triangle

Greene Resources was recognized on May 19, 2017 by The Triangle Business Journal as the Top Technical Staffing Company in the Triangle.  Greene Resources | Top Technical Staffing Company in the Triangle

The Triangle Business Journal’s annual Book of Lists provides rankings of top companies in various industries throughout the Triangle. These rankings provide valuable data to consumers and businesses. The List of Technical Staffing Companies ranks technical staffing companies in the Triangle by the number of technical persons placed in the area during 2016.  

In 2016, Greene Resources recruited and placed over 500 individuals in technical fields. This was the highest number of technical employees placed compared to other agencies in the area.  Since opening its doors in 2000, Greene Resources has placed over 20,000 people in businesses throughout the Triangle and has established itself as a premier local recruiting firm.

The IT Support Services Manager from one of Greene Resources’ clients shared,

“Greene Resources has a strong understanding of my needs and expectations. This approach is spread across the entire technology solutions division, which provides consistency when I need immediate attention.  Their united approach is evident; I feel like I can speak with anyone on the team and they are all on the same page.”

Greene Resources invests its time and energy into locating talented people who care about what they do and will become invaluable assets in their positions. It’s more than just filling a job opening. It’s about finding the one person who will make a lasting impact on their company’s team and culture, as well as feel accomplished through their work. Are you are looking for top talent or a new purposeful and long-term career? Greene Resources’ expertise in the recruiting industry can be a strong resource for your business.

To Learn More:

Interested in learning more about Greene Resources? Check out our success stories and let us know how we can help you.

How to Create a Flexible Work Environment

The Society of Human Resource Management is celebrating Flexible Work Arrangement Week this week (May 7-May 13).  Over the past several years, the modern work environment has changed.  With new technology allowing greater accessibility when away from the office, it can be hard to balance when one’s work day starts and ends.  On the other hand, this also allows businesses an opportunity to provide flexible work arrangements for their employees, giving them more control over how, when, and where work gets done. 

In celebration of Flexible Work Week, we would like to provide some suggestions on how you can make your office a more flexible place.

  1. Provide flexibility in how an individual works

    Very few people enjoy being micromanaged. Managers should give enough guidance and instruction to their team so they know the goals that need to be accomplished.  That said, managers should also offer the freedom and independence to accomplish these tasks. The best way for an individual to develop is to let them create their own path. Maybe it’s not perfect the first time around, but the learning process helps them grow. Providing weekly or biweekly check-ins so employees can ask questions or managers can help course correct allows employees to have a sense of ownership in their duties while still providing support when needed.

  1. Provide flexibility in where an individual works

    Greene Resources’ office environment allows for individuals to have several options to change where they work on a given work day, including drop-in offices that can be reserved as needed, couches and lounge chairs for less structured meetings or brainstorming sessions, a laptop bar, and even a balcony for employees who want to work outside.  While not every business allows for this type of work environment, providing the opportunity to work remotely or from home on an as-needed basis is a great way to give employees the flexibility they need. Keep in mind that getting results is what you want them to achieve regardless of where the work gets done. Demonstrating trust in your team to accomplish goals outside of supervision can also produce the side effect of happier and more productive employees. 

  1. Provide flexibility in when an individual works

    Most service-based businesses require set business hours so their clients and customers know when they can be reached.  That said, set business hours don’t require an absolute guideline for when each employee is in the office.  Allowing employees to adjust their start/end times on an ad hoc or indefinite basis is a simple act that can provide much-needed relief for employees with long commutes, child care needs, or other personal schedules.  Offering flexible hours during the summer is a great incentive that allows employees to step away from the office to enjoy the season, but requires them to complete their weekly goals and tasks first.

At Greene Resources, we believe it’s important for our employees to feel like they have the flexibility they need to have a productive and successful work day, but also that they have the time to experience life away from the office.  By creating an environment of flexibility, employees can feel confident that their manager and company has their best interest at heart.  By valuing your people above all else, you can make a lasting impact in the careers, businesses, and lives of those you serve.

Page 1 of 3

Greene Resources