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Greene Resources Involvement with The ALS Association Jim “Catfish” Hunter Chapter

This week our team was proud to take part in the ALS Ice Bucket Challenge to Strike Out ALS!  You can watch our video here:

Since 2010, Greene has been an corporate sponsor of the annual Triangle Walk to Defeat ALS in memory of a special lady, Shirley Marshall.  I had the opportunity to share the story of Greene’s involvement with ALS at last year’s Triangle Walk to Defeat ALS Kick Off Party.

Shirley Currie Marshall was a remarkable lady born in Red Springs, NC on December 3, 1938.  She was a single mother of 5 children and she sacrificed much of her life for the well-being of her kids, always striving to ensure the happiness and success of each of them.  If her son Hunter needed help in his programming class in college, she would drive five hours to sit down with him and teach him programming.  As a single parent she made time to do things like this for all five of her children.  She worked in IT for the State of NC.  She loved to read, write poetry, play Bridge, and travel internationally.

I started a recruiting firm, Greene Resources, on January 1, 2000.  Thirty-two days later, on February 2nd, Shirley Marshall was diagnosed with ALS.  She passed away two years later at age 63 on March 21, 2002.

Shirley’s family knew very little about the disease at that time and I knew very little about Shirley.

In 2004 I hired Shirley’s daughter-in-law Cherié Marshall who is now my business partner and COO of Greene Resources.  In 2010 we hired Hunter Marshall, Shirley’s son and Cherie’s husband, as the IT Project Manager for Greene Resources.  And THAT is the year that Greene Resources became involved with the local chapter of the ALS Association.

Hunter and his family have been involved with the local ALS chapter since 2000 when Shirley Marshall was first diagnosed.  After researching the disease, they had the opportunity to meet Jerry Dawson and June Thompson and learn more about the local ALS Chapter.  In October of 2000, the family formed the team “Shirley’s Samaritans” and have continued to walk each year for the last 14 years supporting the fight for a cure.

At Greene Resources, I certainly hope we get the message across that we aren’t just about recruiting and filling positions.  While this is something that we are good at, our team is about so much more.  We’re about making a difference in the lives of employees, in the lives of customers, and in the life of the community overall.  In order to do that you have to have the passion to make a difference.  That’s why we formed a philanthropy committee at Greene that rotates every year in order to make sure that our company dedicates time and resources to activities that are close to the heart of the Greene Team members.

It is because of a special lady, Shirley Marshall, and two very special people, Cherié and Hunter Marshall that supporting the local ALS chapter has become very close to the heart of Greene Resources.

In honor of Shirley Marshall and Shirley’s Samaritans our team took the ALS Ice Bucket Challenge, made an additional donation to The ALS Association – Jim “Catfish” Hunter Chapter.  We also challenged the wonderful employees at The Greater Raleigh Chamber of Commerce, Expedite Group, Hirease, erecruit, and the Greene Resources team in Wilmington to do the same.

We also invite everyone to join our team for the 2015 Triangle Walk to Defeat ALS on Saturday, April 4th!

If you would like to make a donation to the Triangle ALS Chapter you can do so here:
For more information about the 2015 Triangle Walk to Defeat ALS click here:

Contact Information for The ALS Association Jim “Catfish” Hunter Chapter:

Kara Strang

Senior Development Coordinator

Rules Of Engagement For Keeping In Touch

A critical element in making a difference in the lives of your coworkers and employees, as well as your customers, friends and family members, is follow-up. This act may seem so simple, but the simple act of following up will separate you from 90 percent of people. If you want to make a lasting impression on those around you, here are three rules of engagement to follow for keeping in touch:

  1. Manage the Expectation
  2. Have a Sense of Urgency
  3. Stay in Touch (become addicted to writing notes)

Manage the Expectation

With any follow-up, it is critical that you confirm with the person several things, including the format in which he or she prefers the information, the preferred channel of communication, the expected outcomes, and the preferred timeline. Does the person want to receive the information verbally, by email or by hard copy? What aspects of the information are most important to them? Make sure it’s that information that you cover first in your follow-up. What are the expected outcomes from the information? Your information can then be presented in a way to help achieve those outcomes. What is the person’s preferred method of communication – in person, over the phone, by email, by text, or by snail mail? Also, when something is due, ask for a deadline. Ninety-nine percent of the time, the deadline you receive is further out than the one you would set for yourself. When deadlines are set, it should be by what time, not by what day. “By Friday” may mean Thursday night to me and Friday at 5 p.m. to you. Words like “tomorrow” may mean the morning to me and midnight to you.

Have a Sense of Urgency

Never, ever, make a person wait. Develop a reputation of responsiveness and never be too busy to follow up on a request. While it is great to be creative, don’t get so stuck on what to say that you don’t get the response out. Why not follow up meetings with a bulleted email of what was discussed? This not only displays your urgency in responding, but validates that you actively listened.

Stay in Touch (become addicted to writing notes)

We need to create an addiction to writing notes. There is a wonderful piece written on the art of writing notes by Cecilia Grimes of Etiquette Matters in Siler City. She explains that if you want your note to have the biggest impact, you should first tilt the note toward the recipient. Instead of saying, “I want to thank you,” start with, “You …” or “Your …” Then include details, illustrations and examples in the note versus a vague kudos. Using a variety of notes and interesting stamps can also make a difference. Lastly, challenge yourself with the words you choose to use. Use words like appreciate and grateful over thanks. Replace words like nice, good and wonderful with delightful, stimulating, captivating and inspiring.

Try to make all follow-up more customized to the specific individual with whom you are following up. I came across a continuum years ago in the book Gung Ho! by Ken Blanchard and Sheldon Bowles. The continuum displays how to make your follow-up more effective. We should challenge ourselves to be less programmed, blanketed, general and traditional in our response, and instead be more spontaneous, individual, specific and unique. The more effective we are at doing this, the greater the impact on the recipient. After all, people will forget what you said, people will forget what you did, but people will never forget how you made them feel.

Did You Wake Up This Morning Intending To Change The World?

Part of the “Attracting and Retaining Top Talent” Series

Did you wake up this morning intending to change the world? That is the question that Mark Sanborn asks in his book, The Fred Factor. Even though the book was written more than 12 years ago, I find myself pulling it off the shelf from time to time and reading it again. It is a wonderful story that Mr. Sanborn shares about his community postman – Fred. Every day Fred changes the world, one person at a time, with each person on his delivery route.

Mr. Sanborn explains that there are no unimportant jobs, just people who feel unimportant doing their jobs. As human beings, there is one thing that seems common in all of us, and that is a passion for significance. I have never met someone who wished to be insignificant. Everyone wants to count, to know that what he or she does each day matters. Each of us has the power to make this happen in our own positions. We can convert our job into the one we love not by doing a different job, but by doing the job we have differently.

That is what made Fred unique. There are thousands of men and women who deliver mail. For some it is just a job. For many, it is an occupation they enjoy. For a few like Fred, however, delivering the mail becomes a calling.

How about within your own company? How many Freds work there? What is being done each day to nurture and support more Freds? Are employees inspired to be their best?

The following are two suggestions to help you get started in making sure your employees feel significant:

  1. Be Present. Being engaged, being present, being there in the moment with the person or persons with whom you are interacting is perhaps the most difficult thing to do. People do not care how many hours you’ve worked already, how late you were up the night before, or how bad of a situation you just had to handle before meeting them. They are interacting with you for the first time. Be there for them, each and every one of them.There’s a saying that goes, “To the world you be only one person, but to one person, you may be the world.” Being present is making eye contact, asking questions, showing you care more about the other person’s success than your own, and being a connector who continuously makes successful connections for others. Most importantly, it is the power of gratitude and the simple act of writing a thank you note.It doesn’t take much to be present, but it does take your presence.
  2. Devote the Time. When it comes to scheduling department meetings or appointments with customers, we block out the time, get the meetings on our calendar, and make sure that other activities are scheduled around the event. However, when it comes to spending time with team members, recognizing them for work well done, or sending a handwritten note to say “thank you” or “congratulations,” many times we fit the activity in when we are free of all other appointments and tasks. The problem with this approach is that we are never free. The only way to accomplish any task is to carve out the time, dedicate ourselves to the task, and devote ourselves to doing it every day. If this means getting it on your calendar then carve out the time on your calendar. If you are like me, it means creating a STOP DOING list. Write down those things you catch yourself doing and you know you shouldn’t, because it’s a waste of time or is someone else’s responsibility. Then keep the list within eyesight at your desk. I have a quote on my whiteboard that I read several times a day that says, “Just imagine, there are legions of people trying to be successful doing the very work that successful people throw out.”

Devoting time to those around you and being present in the moment with them will help them feel significant. With significance can come passion for the work. With passion for the work, you have Fred. Yes, there are many self-made Freds; however, there are many more Freds who can be nurtured.

Did you wake up this morning intending to change the world?

Attracting and Retaining Top Talent – Treat Your Employees As Your Top Customers

Part of the “Attracting and Retaining Top Talent” Series

Think for a minute about how much time, effort and money you spend on attracting and keeping your top clients. Think about the amount of energy expended on prospects in an effort to make them customers. Think about the systems and processes put in place to ensure that your customers continue to get attention even after the delivery of your product or service.

Now, let’s turn to another customer base – your employees. How much energy are you spending to ensure their satisfaction? Did they have a fully furnished workspace upon their arrival? How many cards and letters have they received thanking them for their service? What have you discovered about what gets them up and going to work every day and how you can make their experiences with the company better?

Today, successful companies require vision, flexibility, speed, innovation and a detailed understanding of their market to meet the needs of increasingly demanding clients – both internal and external. Perhaps the most demanding (or should I say deserving) client of all is the employee. The better we are at realizing this, the more successful we will become.

Want to attract and retain top talent? Start with these 10 principles:

1. See the big picture and help others do the same. Your company’s attractiveness to employees is defined by your ability to create a future and live a vision – not solve today’s problems.

2. Get close to your customers – the employees.
Move your focus from the customer to the employee. If your total focus is on getting the customer’s work done then there is no time to think about building a company that could be a great place for someone to have a career.  Keep in mind that the way employees are treated is the way the employees will treat customers.

3. Be engaged. Managing is about getting involved. Being involved is a visual commitment to your employees. It is about coaching, teaching and inspiring others. You have to be fully engaged in the hearts and minds of your employees. They have to know that you care about them.

4. Invest in your people. There is a popular quote that says, “I don’t care how much you know until I know how much you care.” Your job, no matter your position, is to help make other people successful. Recognize that it is not about you, but rather about making those around you better.

5. Be positive. Rather than dwelling on the negatives, attack problems with a can-do attitude. Have a contagious attitude that is worth catching.

6. Have fun. Don’t be so serious all the time … lighten up. In today’s work environment there are too many headaches to have to deal with a manager or coworker who is a headache.

7. Focus on continuous improvement. Ask why a lot. Get rid of things that get in the way and be willing to make a radical change. Give people permission to challenge assumptions and have fierce conversations. Then employees will become engaged to accomplish the vision.

8. Do it now. Employees want answers today. If an answer can’t be found today, at least let them know when it will be found and deliver on time.

9. Commit to honesty and integrity. Be authentic with your words and actions without compromise. Your ethics and values will always contribute more to success than your techniques and strategies.

10. Create brand recognition. Without brand recognition, employees and customers will have a hard time differentiating you from your competitor. What will make them want to work at your company instead of for your competitor? What makes your company unique and special?

In the end, the only true differentiator your company has is the relationship your employees have with your customers – and that relationship is defined by the level of relationship you have with your employees.

Hiring The Right Mindset

Part of the “Attracting and Retaining Top Talent” Series

Read almost any book or article on leadership and you will find that one mark of a great leader is his or her ability to select talent – to attract, retain, develop and motivate other leaders. Whether your business mindset falls under corporate, entrepreneur, small business, or non-profit and Government, your ability to attract the best talent with the right mindset defines your future success. The following points will help you in this process.

1. Define your cultural values. What is company culture? It is more than a set of policies, a working environment, or an atmosphere.  It defines common beliefs and behaviors as well as the way we view and value relationships. An easy way to define these traits for your company is to simply look at the behavior of the top leaders, particularly the founders or the president/CEO. The behavior of these leaders is the strongest cultural influence in any company. The example set by the top leaders of the company has a far greater impact than any set of rules. It is critical that cultural values guide everyday work.

2. Understand what motivates people. Remember Maslow’s Hierarchy of Needs? It can easily be applied to attracting and retaining top talent. There are basic needs that have to be satisfied before higher needs can be satisfied.

  • Security: Regardless of the business mindset you seek, you have to be able to address both job and financial security. Study after study shows that the greatest influence on an employee’s commitment to a company is the senior management’s interest in an employee’s well-being.
  • Inclusion: People want to feel like they are “in the know.” Company goals and information have to be understood and shared.
  • Control: Many people develop a sense of self-worth related to their range of control.
  • Ego: People must feel that they play a key role in the company’s success.  Their work must be challenging and have importance.
  • Doing the Right Thing: People want to do what’s right. The question is not only “Are we doing the right thing?” but “Who are we doing the right thing for?” The social value of the work needs to be shared and understood.

3.  Make sure your message attracts the right people.The book, The War For Talent, describes four kinds of messages to which people respond.

  • Go with a Winner: This message attracts those seeking growth and advancement in highly successful companies more than a connection with the company’s mission and location.
  • Big Risk, Big Reward: This message attracts those wanting good compensation for considerable risk and careers advancing rapidly.
  • Save the World: This message attracts those wanting an inspiring mission and exciting challenges more than high compensation and personal development.
  • Lifestyle: This message attracts those seeking flexibility with lifestyle choices, better lifestyle benefits, and compatibility with the company’s leadership more than career growth and excitement.

4. Build an engaging workplace. The Gallup Organization has developed a dozen questions that measure the engagement of your employees. These questions, listed below, can be categorized into four main points of interest: “What do I get from this role? What do I give? Do I belong here? How can we all grow?”

  1. Do I know what is expected of me at work?
  2. Do I have the materials and equipment I need to do my work properly?
  3. At work, do I have the opportunity to do what I do best every day?
  4. In the past seven days, have I received recognition or praise for good work?
  5. Is there someone at work who encourages my development?
  6. Does my supervisor or someone at work seem to care about me as a person?
  7. At work, do my opinions count?
  8. Does the mission or purpose of my company make me feel like my work is important?
  9. Are my coworkers committed to doing quality work?
  10. Do I have a best friend at work?
  11.  In the last six months, has someone talked to me about my progress?
  12. In the past year, have I had opportunities at work to learn and grow?

In the end, a leader will achieve greater business outcomes in the areas of retention, profitability, productivity and customer engagement by:

  • having a clear definition of the company’s values and business mindset;
  • understanding the values and mindset of each employee;
  • recognizing each employee’s true motivation to work;
  • helping each employee connect that motivation back to company goals; and,
  • maintaining open and honest communication.

Attracting and retaining top talent is all about how an employee feels about his or her work experience. Commitment to the company is becoming much more of an emotional-based decision with employees searching for deeper meaning in their jobs.

Hurricane Preparation for your next Interview

With Hurricane season in full motion (literally), we don’t take the news of a hurricane lightly. In fact, we are usually watching it form as tropical storms in the Atlantic at least a week before if not longer.  Days in advance, we are busy preparing.  As FEMA recommends with their Basic Disaster Kit  we should prepare a contact list and by stocking up on the following items:  food, water, batteries, First Aid Kit, Blanket, Battery radio, manual can opener, and the list goes on.

With this level of exceptional planning, would it be beneficial to apply this level of planning for a job interview?  Absolutely.

Gather Information. Before the interview, research the company – just as you would follow a Tropical Storm forming in the Atlantic. Take 5 minutes a day to read up on any “new news” that may be forming on their website. Follow their social media outlets for instant news on updates.

Basic Company Hire Kit. Before you go in for the interview, put your own Basic Company Hire Kit together on the company. Understanding the company’s structure and how the position you are interviewing for brings value to the company. This helps make sense of how YOU fit into the company. It would be valuable to gather the following information.

*What are this organizations products and/ or services? (Even nonprofits serve people through education, lobbying efforts, publications, etc.)

* What direction has the organization taken within the past one to two years, and what might be expected in the future?

* What does the organization value? Innovation, teamwork, efficiency, professional development, public service. Look in the company’s mission and values to help uncover.

* If you are interviewing with a division of an organization, how does that division work /relate to the parent organization.

Contact List. Much like the Emergency Contact List of people you need to have during a hurricane. It is beneficial to spend some time researching the contact list of people you are meeting with and possibly working with. Look to identify them as people – not necessarily their role in the organization. Try to learn about their interests, what motivates them, what they do in their free time, where they give their time in the community, etc. This will help to give you an understanding of the type of people that work for this organization and some possible insight to the culture.  While you may not find out personal information prior to – it would be important to try and learn it during the interview process.

Supply Kit. Much like the list of supplies gathered for a Hurricane. Take some time to make sure your list of supplies are in order. 

*Cover Letter – make sure it is personalized and applicable for the person you are meeting with during interview.

* Resume – customize to position interviewing for. Spell check, spell check, and spell check.  Bring a few extra printed out in case other people from the company join your interview.

* References – It is always beneficial to have this information printed out in your supply kit. Contact information is important, and if you can have written references – this is a plus.

* Bring proper identification to complete an application if this is part of the process.

* Follow Through – Try to get their business card and correct address so you can drop a Thank you note promptly in the mail.

Much like Hurricanes, job interviews are stressful. Being prepared and knowledgeable can help any interviewee feel like they are Greg Fischel  (weather man extraordinaire)….the “go- to” person for answers.

9 Leadership Lessons from Baseball

With the NCAA College World Series starting this Saturday, June 15th – we couldn’t be more proud (and excited) for NCSU  and UNC, who have earned their way to the tournament.

In addition to being great leaders on the field, the players have shown they are also great leaders off the field.

Timely with his article, 9 Timeless Leadership Lessons from Baseball, Dave Kerpen, CEO of Likeable Local and NYT Best Selling Author, shares his thoughts on leadership (and love of baseball):

1.      Swing for the fences.  Think Big. Leaders know a company vision has to be BIG, and yes that means over the fence.

2.      The best players get their uniforms dirty.  Leaders live by example, and that means demonstrating that every position in the company is important. The best leaders get “in the weeds” and pitch in, because no role in the company is too small.  Roll up your sleeves and “pitch in”.

 3.    Measure everything that matters.  In the book and movie Moneyball, Billy Beane brought in a new era of baseball. By measuring statistics such as on-base percentage, Beane demonstrated he could field a competitive team for less money than the teams who relied on gut instincts alone. Great leaders know to use all of the data and analysis to make smart, informed decisions.

4.      It’s more about the team than about any one superstar.  Baseball is a team sport and not an individual game.  As Kerpen points out, even a dominant pitcher only plays once every five days. The best leaders recognize that the whole is greater than the sum of its parts; and while it’s great to have top talent – it’s the team that wins championships.

 5.      Don’t go down looking.  In baseball, it’s important to be patient and wait for your pitch. However, with two strikes against you – it’s time to swing the bat.  Great leaders have strong convictions, and they don’t go down without a swinging for what they believe in.

 6.      Keep your eye on the ball.  Hitting a major league pitch going 80-110 mph is one of the most difficult tasks; and in order to be successful – players must be laser focused on the ball. In business, great leaders know that staying focused is the key to success.

 7.     Hit em where they ain’t.  One of the greatest hitters of all time, Willie Keeler said, “Hit em where they ain’t.” Which essential means, it doesn’t matter how hard you hit the ball; just hit the ball where the opposing players aren’t. In building a business, great leaders and entrepreneurs know by finding a market need, and solving an existing problem, they can build a successful organization.

 8.      Be ready for a curve ball – or a change up. The key to being a successful hitter in baseball is to be great at hitting the major league fastball, AND to be able to hit a curveball and change up. Great leaders are agile and adaptable, and know that in building a successful organization – the organization has to be also. The best players can knock a fastball out of the park, but are also prepared for the unexpected.

 9.      Talent wins games, but team chemistry wins championships.  The most talented players in the league combined with the smartest coaches doesn’t guarantee a championship.  If the team doesn’t have chemistry, doesn’t get a long and doesn’t believe in each other – they will not be successful. Famed management expert and author Peter Drucker once said, “Culture eats strategy for breakfast.” More important than any vision or strategy, the best leaders know the key to success is building a team that believes in each other and in the organization.

 With the leadership lessons in your back pocket, bases are loaded and you’re up to bat…….so “Play Ball.”





Global Connectivity – Video Interviewing

Organizations using Video Interviewing are nearly twice as likely to be Best-in-Class.” Aberdeen Group 2011

As the demand for talent, highly skilled talent that is, continues to increase in the global marketplace, Greene Resources is providing connectivity between employers and candidates in a flexible, more cost effective way utilizing video interviewing technology. Greene Resources partnered with the pioneer of video technology in an effort to give our customers and candidates an optimized hiring experience.  This enterprise system was designed by recruiters and delivered by software experts.  The approach provides hiring teams and recruiters an all-inclusive solution that integrates instantly with retrievable candidate videos, profiles, credentials and documents.  Thus, it enables faster decisions, eliminates travel requirements and costs, and improves quality of hire.

Video interviewing successfully engages passive candidates, provides a richer interaction with candidates earlier in the process, and delivers a better hire faster and more cost effectively.” Human Capital Institute.

Candidates and hiring teams can connect 24×7 around the globe.  Companies hiring have the flexibility of one on one interviewing and panel interviews. Video interviewing also offers on-demand candidate video responses to specific interview questions, allowing hiring managers to maintain question consistency across the board.

“Video Interviewing is going mainstream.” Bersin & Associates 2011

Candidates have the opportunity to showcase their skills and experience, enabling them to present traits that are sometimes difficult to communicate through the traditional interview process. There is opportunity to present work examples and job artifacts, allowing candidates the opportunity to present a more authentic overview of their skills while allowing hiring managers more visibility to identify top talent faster.

Greene Resources is pleased to provide you a faster, flexible competitive advantage in connecting Best-in-Class companies with Best-in-Class talent. To learn more about this innovative tool and utilizing it for your business, please contact us.

Attracting and Retaining Top Talent

Think for a minute on how much time, effort and money  is spent on attracting and keeping your top clients. Think about the amount of energy expended on  hundreds of prospects that never become customers.  Perhaps you have an entire sales force dedicated to the nurturing of those prospects and new clients. Perhaps you have a defined sales and service process that ensures new customers continue to get attention even after delivery of the product or service.  Perhaps you have an entire customer service department built on the concept of continuing to service the customers’ wants and needs. 

 Now, let’s turn to another customer base – your employees.  How much energy is spent on ensuring their satisfaction?  How many cards and letters have they been sent thanking them for their service? What have we discovered about what gets them up and going to work everyday and how we can make their experiences with us better?  Did they  have a fully furnished workspace upon their arrival? 

 Today, successful companies  require vision, flexibility, speed, innovation, and a detailed understanding of their market to meet the needs of increasingly demanding clients – both internal and external.  Perhaps the most demanding (or should I say deserving) client of them all is the employee.  The better we are at realizing this, the more successful we will become in attracting and retaining top talent. 

 How do you attract and retain top talent?  Well it starts with defining your company’s culture and then communicating it effectively and consistently to the staff.  The following ten principles will assist you in getting started:

 (1)                 See the big picture and help others do the same

You have to know and be able to communicate (a) what your company does, (b) why you work for your company, (c) what makes your company successful, (d) what makes your company unique, and (e) where your company is going.  Know, and be able to express, your company’s mission, core values and beliefs, and vision.

 (2)           Be committed

Managing  is about getting involved.  Being involved is a visual commitment to your employees. It is about coaching, teaching and inspiring others.

 (3)           Get close to your customers

The only thing that cannot be duplicated by another company is the relationship that you and your staff have with the customer.

 (4)           Invest in your people

There is a popular quote that says, “I don’t care how much you know until I know how much you care.”  Your job, no matter your position, is to help make other people successful. 

 (5)           Be positive

Rather than dwelling on the negatives, attack problems with a can-do attitude.  Have a contagious attitude, but one worth catching.

 (6)           Have fun

Don’t be so serious all of the time…lighten up.  In today’s work environment there are too many headaches to have to deal with a manager or coworker who is a headache.

 (7)           Focus on continuous improvement

Ask why a lot. Get rid of things that get in the way and be willing to make a radical change.  Trying harder, while using the same old tools and techniques, is a path to failure. 

 (8)           Do it now

Employees and other customers want answers today.  If an answer can’t be found, at least let them know when it will be found and deliver on time.

 (9)           Commit to honesty and integrity

Your ethics and values will always contribute more to success than techniques and strategies.

 (10)         Create brand recognition

Without brand recognition, employees and other customers will have a hard time differentiating you from your competitor.  Hence, they might as well work for your competitor as to work with you. 

 In order to be successful, you have to be willing to get involved in the activities of your employees.  You have to establish a vision, be consistent with your message, be unique, committed, and most of all, memorable.  This type of leadership will prevent you from being like your competitors.  It will create commitment from your employees and from your other customers. And most of all, it will be fun.


A Good Recruiter

When was the first time you realized you needed a good mechanic?” was the caption on a truck I saw recently.  It made me think, when was the first time you realized you needed a good recruiter?

Maybe it followed a frustrating interview experience. Maybe it followed an extremely positive hiring experience. Whatever the path that led you here, recruiters are an invaluable resource in the hiring community and can be your # 1 advocate (and often times your #1 fan).

As a candidate, recruiters can provide an immeasurable degree of perspective. Here are a few of those perspectives that I think you’ll agree it is worth finding your good recruiter.

  1. Company insight – recruiters have a unique opportunity to be able to provide insight to the company, culture and position that you may not be able to pull out of a job description.  It is also to their benefit to provide this level of insight as they have a vested interest in working towards a mutually beneficial match.
  2. Neutral perspective – As a neutral third party, recruiters may be able to have more detailed conversations about the opportunity, the company and not come across too “salesy” during the interview process.  Giving the candidate a great position to be able to evaluate and ask honest questions. Evaluate objectively with a neutral perspective.
  3. Honest Feedback – Third party recruiters are hired by the company to handle the search and interview process for them.  As recruiters are interviewing many, many people – they may be able to provide you feedback on your interview and your experience relative to other candidates in the job market.
  4. Coach – as you continue to work your way through the interview process, the recruiter will be able to help coach you through the process. This will be valuable as you begin meeting with multiple hiring authorities, managers, etc.  Having someone not only coordinate these meetings, but also provide the hiring managers details about your experience can work to your advantage.

This is where company insight, neutral perspective, honest feedback and a coach can make the difference in working with the “right” recruiter.  For more information on Greene Resources and our approach to creating life fulfilling moments – please check out our website on our job opportunities. We would enjoy being your great recruiter!

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