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Greene Resources Blog

Whether you’re looking to hire, looking for a new career, or just want to know what we’ve been up to, the Greene Resources blog has the information you need to get started.

Tis the Season: How to Prepare for Seasonal Hiring

It may still feel like summer outside, but the holiday season is right around the corner. Many businesses have already started preparing for the increased activity this time of year brings. To keep up, companies in all industries often find themselves needing to hire a seasonal staff. According to the National Retail Federation, holiday sales in 2017 reached $687 billion and are expected to exceed that by 4.3-4.8% this year in retail alone. Other industries, such as manufacturing, shipping, and call centers are likely to see a similar increase and could benefit from a boost in personnel as well.

Despite the need, seasonal hiring often does not receive the same time and attention as full-time hiring throughout the year. With the tight job market, this will no longer be an option for companies looking to stay competitive. Seasonal workers, though short term, can have a large effect on the performance of your business, especially in the critical holiday months. Set yourself up for success this season by following these tips.

 

1.     Start Early.

Competition for seasonal labor is fierce. “If you’re a retailer who’s not hiring in September, you’re giving your competitors a lead on you,” says Daniel Butler, vice president of retail operations at the National Retail Federation. Non-retailers should heed his advice as well. Starting early gives companies ample time to screen for the best candidates, make the necessary internal adjustments, and be ready to hit the ground running during the holiday season.

2.     Know What You Are Looking For.

Start by assessing internally to determine where the real need is. Maybe you need associates in a retail setting, or additional salespeople out in the field. Whatever you need, determine what qualifications and characteristics are necessary in candidates to be successful. Clearly communicate those in job descriptions and throughout the interview process. Clear expectations ensure you have the best seasonal team possible and sets your team members up for success.

3.     Stay Engaged Throughout the Year.

Throughout the season, make notes of which team members stand out. Stay in touch with those that consistently perform well and have a good relationship with your full time team. Cultivate these relationships through the year to form a talent pool you can access each season. This simplifies and expedites the hiring process without compromising the quality of seasonal employees. Keep this in mind when hiring for full-time positions as well. Think of the season as an extended job interview that gives a clear picture of how a candidate works and how they fit with the team.

If you are increasing your hiring efforts to finish the year strong, Greene Resources wants to help. Tell us about your seasonal hiring needs and see how our recruiting solutions can fit in your holiday plan.

The Benefits and Challenges of a Tech-Powered Business

Each month, The Wilmington Business Journal features industry leaders discussing the trends and topics that are affecting businesses across the state. For September, Greene Resources’ VP of Recruiting Solutions, Jason deFreitas, was part of a panel that discussed technology and the increasingly important role it is playing at all levels of organizations. Other panelists included Keith Holden (CEO of ATMC), Dean Exline (Founder and President of DocuVid Global), and Drew Smith (Director of Communications for Copiers Plus).

For many companies, technological advancements lead to increased efficiency. This can be seen in more sophisticated data collection methods, improved customer communication, or even something as simple as automatically routing documents. Organizations of all sizes can take advantage of technology solutions to keep them up-to-date and ahead of competition. Here are three insights from the panel to keep in mind as businesses embrace technology.

1.   Business Models are Changing.

 

New technology is expanding the capabilities of businesses and pushing them towards offering not just products, but solutions. Customers of every industry are increasingly needing customization from partners who understand their unique needs. Companies should expect to build relationships with technology partners. They can then leverage those solutions to enhance the experience for their own customers.

 

2.    Technology is Raising the Bar for Job Seekers.

“Having the basic skills for a job just isn’t enough anymore,” says Exline. The needs of both companies and their clients are evolving rapidly as technology advances. It is critical that job seekers have the current skills to meet those needs. That may mean obtaining specific certifications, staying current on trends and new technologies, or strengthening communication skills to be a bridge between technical departments and non-technical customers.

 

3.   Find the Right Partners.

 

“It’s important to be thorough with the due diligence process when procuring new technology solutions to ensure that all core business requirements are being met,” explained deFreitas . Even small companies with limited budgets can take advantage of technological efficiencies by picking partners that serve as trusted advisers. This allows them to stay ahead of competition and ultimately provide a better experience for customers. When choosing a partner, companies should do their research and look for partners whose values align with their own.
As technology continues to be a powerful force of change, successful businesses will be the ones who stay ahead of the curve. At Greene Resources, incorporating artificial intelligence and automation solutions, chatbot technology, and candidate engagement technology into our delivery improves efficiencies. This offers non-biased approaches to screening, and enhances the candidate and hiring authority experiences. As the Top Technical Staffing Company in the Triangle, we are ready to be your trusted adviser in finding the right people to make a lasting impact on your business.

IT Job Trends in North Carolina: September 2018

Greene Resources is partnering with NC TECH in 2018 to deliver a monthly report on IT Job Trends in North Carolina. This report provides a snapshot of the environment for tech employment in North Carolina using the TalentNeuron tool from Gartner, the world’s leading IT research and advisory firm. Readers can view the number of IT job postings presented in various top ten lists (skills, jobs, employers, regions) as well as a rolling 12-month chart reflecting the trend in job openings over the previous year.

Bar graph showing IT Job Posting data over the past 12 months.

Ending the summer on a high note, the number of job postings in August 2018 was over 20% higher than the numbers for August 2017. View the September 2018 report to learn more about last month’s hiring data.

IT Job Trends in North Carolina: August 2018

it job trends july 2018

Greene Resources is partnering with NC TECH in 2018 to deliver a monthly IT Job Trends in North Carolina report. This report provides a snapshot of the environment for tech employment in North Carolina using the TalentNeuron tool from Gartner, the world’s leading IT research and advisory firm. Readers can view the number of IT job postings presented in various top ten lists (skills, jobs, employers, regions) as well as a rolling 12-month chart reflecting the trend in job openings over the previous year.

View the August 2018 report featuring July’s hiring numbers.

IT Job Trends in North Carolina: July 2018

Greene Resources is partnering with NC TECH in 2018 to deliver a monthly IT Job Trends in North Carolina report. This report provides a snapshot of the environment for tech employment in North Carolina using the TalentNeuron tool from Gartner, the world’s leading IT research and advisory firm. Readers can view the number of IT job postings presented in various top ten lists (skills, jobs, employers, regions) as well as a rolling 12-month chart reflecting the trend in job openings over the previous year.

“June IT job openings continue the steady trend of increases during the first half of 2018, and mark the highest level of openings in the past year,” said Brooks Raiford, CEO of NC TECH.  

View the July 2018 report featuring June’s hiring numbers.

IT Job Trends in North Carolina: June 2018

Greene Resources is partnering with NC TECH in 2018 to deliver a monthly IT Job Trends in North Carolina report. This report provides a snapshot of the environment for tech employment in North Carolina using the TalentNeuron tool from Gartner, the world’s leading IT research and advisory firm. Readers can view the number of IT job postings presented in various top ten lists (skills, jobs, employers, regions) as well as a rolling 12-month chart reflecting the trend in job openings over the previous year.

“May IT job opening mark the highest level in the past 12 months, and May was up markedly from the same month in 2017,” said Brooks Raiford, CEO of NC TECH. “The gains were across the board; seven of the top ten metros were up over May of last year, and almost all of the top ten occupations and skills sets were higher.”

View the June 2018 report reflecting May’s hiring numbers.

Greene Resources Recognized as Top Technical Staffing Company in the Triangle

Greene Resources was recognized on May 25, 2018 by The Triangle Business Journal as the Top Technical Staffing Company in the Triangle. This is the second consecutive year that Greene Resources has received this recognition.

The Triangle Business Journal’s annual Book of Lists provides rankings of top companies 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 throughout 2017.

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.  One of the technology professionals that we recently recruited for one of our clients shared their feedback about working with the Greene Resources Technology Recruiting Team. They shared,

“Greene Resources has been a great asset in this process. Having worked with many agencies and internal corporate recruiters in recent weeks, I can unequivocally say that they truly made me feel like they cared about both the best interests of their clients and candidates. This made me feel that they were doing much more than attempting to fill an open position.”

Greene Resources invests its time and energy into locating talented people who care about what they do. 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 you and your business.

To Learn More:

Interested in learning more about how Greene Resources can help your business? Read more about our Technology Solutions or contact one of our Client Relationship Managers today.

3 Creative Benefits Tech (and Non-Tech) Talent Want

The unemployment rate for technology professionals in the United States is 1.7%, the lowest unemployment rate within the past decade. As the availability of active job seekers continues to decrease, employers must develop new, creative ways to attract and retain talent. What do employees want? Here are three creative benefits to offer employees that could help your business locate the talent you need:

Work Flexibility

Creative benefits regarding work flexibility remain a top priority for job seekers and employees. A 2017 survey conducted by FlexJobs showed that 81% of respondents would prefer the option to telecommute full-time, while 70% prefer a flexible schedule. A recent survey by tech job board Dice.com showed 63% of tech talent would be willing to take a pay cut in order to work remotely full-time. Furthermore, remote working is on the rise, with close to 3% of the total US workforce working from home at least 50% of the time, a 115% increase in remote workers since 2005.

If your company has employees who are not needed to be physically in the office every day of the week, or if there is work that can be done outside of traditional business hours, consider implementing flexible schedules where employees can adjust their hours and work remotely on an as-needed or ongoing basis.

Continuous Learning Opportunities

The need for tech talent is not exclusive to the tech industry; on the contrary, the retail, banking and financial services, and manufacturing industries have seen the largest rise in tech hiring over the last year according to Glassdoor’s “What’s Ahead for Jobs? Five Disruptions to Watch in 2018.”

As tech positions continue to grow in non-tech sectors, and as tech talent has become increasingly harder to find, non-tech employers have expanded continuous learning opportunities aimed at nurturing and developing their tech talent. With increased training, certifications, and educational opportunities, employees can expand their skillset and be more qualified for advancing their career within your company, which saves your business the time and money that would have been spent recruiting and hiring outside hires.

Role Experimentation

Often when employees continue to develop their skills, they may realize they want to pursue other positions, either by seeking promotions in the same department, or pursuing new roles where they can make a lateral move. Providing employees an opportunity to experiment with other roles within your company is a creative and low-risk way for high-performing employees to pursue new goals without leaving your business.

According to Glassdoor’s report, “by establishing clearer pathways for internal job moves, companies have an opportunity to tap into the changing skills and passions of their workforce, help reduce turnover, and do a better job of matching proven talent with their most productive role inside an organization.”

By considering one or more of these creative benefits to offer employees, you will be providing opportunities that top talent desire, but cannot always find. Only 22% of tech employers currently offer remote work, and a recent study by Middlesex University showed that 74% of employees have indicated their workplace has a lack of development or growth opportunities. These statistics can be a key factor in setting your business apart from other companies and provide access to a pool of talent that may not have previously been available.

IT Job Trends in North Carolina: May 2018

IT job trends north carolina MAY 2018

Greene Resources is partnering with NC TECH in 2018 to deliver a monthly IT Job Trends in North Carolina report. This report provides a snapshot of the environment for tech employment in North Carolina using the TalentNeuron tool from Gartner, the world’s leading IT research and advisory firm. Readers can view the number of IT job postings presented in various top ten lists (skills, jobs, employers, regions) as well as a rolling 12-month chart reflecting the trend in job openings over the previous year.

View the May 2018 report reflecting April’s hiring numbers.

Championing Women Leaders and Diversity in the Workplace

The Greater Raleigh Chamber of Commerce held their annual Women’s Leadership Conference on May 3, 2018, where Greene Resources was a platinum sponsor. During this event, business leaders and managers from companies across the Triangle gathered to network and learn from local and national experts. The topic for this event was the importance for businesses to champion women and diversity in the workplace. Breakout sessions included themes like the differences in communication styles between men and women and the ROI behind championing diversity in leadership.

Featured panelists included Farad Ali (President and CEO of The NC Institute of Minority Economic Development), Leah Brown (President and CEO of A10 Solutions), and Margaret Spellings (UNC President and former Secretary of Education). The keynote speaker was Carey Lohrenz, a former lieutenant in the US Navy and the first fully qualified female naval aviator to fly the F-14 Tomcat in the US military.

Greene Resources strives to support women in leadership, with over half of the management positions in our company held by women.  Several of our women leaders attended this event, so we asked them to share what they learned from the various discussions and topics. Here’s what they said:

  • Benefits of Diversity in the Workplace

    Breaking down obstacles to inclusion for women and minorities in leadership is a business imperative. Choosing not to build inclusive businesses and teams limits your business and your ability to grow and scale. Studies have shown that having more diverse and inclusive teams results in higher collaboration, retention, engagement, increased market share, and more opportunities to move into new markets.

  • Barriers to Diversity in the Workplace

    Women are more likely to wait to ask for a promotion, raise, or new opportunity until a year after they are actually qualified for the position, while men are more likely to ask for more opportunities a year before they are ready. Business leaders tend to network and do business with people they know, like, and trust, who are often similar to themselves.  Leaders should be intentional about expanding their social network and advocating for women and minorities to be included in the conversation.

  • How to Advocate for Diversity in the Workplace

    Your company’s goal in hiring should be to create opportunities, not obstacles, for success. To create a more diverse team, business leaders need to develop action-oriented goals. Use resources like a manager and recruiter training and AI technology to develop processes to mitigate and minimize conscious, unconscious, and systemic bias in the hiring process.

Diversity and inclusion in the workplace provide a greater lens through which to view the world, offers more opportunities for growth and development, and positively impacts the bottom line of businesses who prioritize it.  By focusing on empowering those around you and looking for opportunities to champion the successes of others, you can positively impact your network, community, and business.

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