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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.

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.

3 Ways for Managers to Prepare for Counteroffers

In an employment market where talent is scarce, and unemployment is low, most candidates for open positions are already working at another company. One of the most common obstacles that can arise after making an offer to a candidate are counteroffers from their current employer. Here are ways to address (and prepare for) counteroffers.

Discuss potential counteroffers with the candidate early in the interview process.

The best way to prevent being blindsided is to be prepared. Ask candidates what they would think, say, or do if they were presented with an ideal counteroffer package from their employer. This can help clue you into the candidate’s mindset, while also preparing the candidate to address a counteroffer if and when it comes.

Stay in touch with the candidate immediately before and after their resignation.

Leaving an employer for a new opportunity is an emotional experience, where the candidate may be saying goodbye to valued mentors and friends. Knowing they have a trusted partner and advocate on the other side who is ready to help them embrace a new opportunity will make it easier for them to cut ties.

Ensure your own offer meets all of the candidate’s needs and motivators.

Money may be a main motivating factor for a lot of candidates, but it is likely not the only factor they are considering.  Many candidates are looking for non-traditional benefits, such as flexibility in how and when they work. Stay in tune with what your candidate values and ensure you are meeting their needs and expectations.

Even after following these best practices, the decision of whether or not a candidate will accept a counteroffer ultimately lies with the candidate.  If your team needs help managing the search for talent or if you are looking for guidance on how to work with candidates who are receiving multiple offers, we want to help.  Greene Resources has over 18 years of experience working through the hiring and onboarding process with companies of all sizes and we would love to hear how we can make an impact on your business.

IT Job Trends in North Carolina: April 2018

it jobs april 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 April 2018 report reflecting March’s hiring numbers.

Five Tips on How to Negotiate at Work

Greene Resources was the presenting sponsor of the Greater Raleigh Chamber of Commerce Women’s Professional Luncheon on April 9. This luncheon featured a panel of local experts discussing how to negotiate at work. The panel included Dawn Ohaver Moyer, co-founder of Potential EssentialAmanda Owens, Vice President, Head US HR Advisor Desk at Credit Suisse; and Shannon Ralich, Contracts Attorney at Eaton.

Learning how to negotiate at work doesn’t have to be scary, stressful, or confrontational. When done correctly, it can strengthen professional relationships and bring greater success for you and those around you.  Here are five tips shared by the panel on how to negotiate at work:

Research Everything

Before scheduling or entering into a negotiation, you need to be armed with data.  If you are planning to extend an offer to a candidate, understand the salary range and other benefits available to the candidate, but also understand from where those numbers come and how they relate to the local employment market.  If you are a candidate preparing to negotiate a salary or a current employee planning to ask for a raise, understand what the average market rate is for your position and expertise.  At the end of your research, you should write down the a) best possible outcome, b) compromise, and c) worst case scenario.  Having a full understanding of the topic you are discussing will make you more confident and will allow you to be more strategic regarding what you plan to ask.

Practice and Prepare Ahead of Time

To feel more confident when negotiating, practice negotiating on smaller, less important things throughout the year.  Whether it is something insignificant – like going to a restaurant or choosing a movie with your friend or significant other – or something meaningful – like getting more flexibility in your schedule once a month to go to your child’s extracurricular activity – practicing how to negotiate to get the best outcome possible will help you feel more prepared when you need to negotiate for something more significant.

Know Your Audience

When preparing and researching, keep in mind the person with whom you will be speaking.  How do they best receive and interpret information?  Would they prefer a bulleted list of facts and figures or would they rather be told a story?  Will they need a heads up a day in advance or will they feel comfortable speaking to you off the cuff?  When going through your talking points, think about how they will counter what you are saying, and what you can say in response to their concerns.  By understanding how they like to speak and receive information, you will set yourself up for greater success.

Know Yourself

Too often, people associate negotiating with being tough, severe, or cold.  Remember that the goal of the negotiation is not necessarily to get your way, but to get the best possible outcome while still preserving your relationship with the other party.  You do not have to betray your personality to be a strong, professional negotiator.  Understand what you bring to the table and know your strengths, but also acknowledge your weaknesses and come up with an action plan on how to deal with the areas where you may struggle.

Truly Listen

It is so easy to pretend to listen to someone while you are just waiting for your chance to speak again.  This is not an effective negotiation tactic.  Negotiating has very little to do with you and much more to do with the other party and their needs.  Your goal should be to understand how their needs mesh with your own and where to find the best solution for each of you.  To accomplish this, you need to truly listen to the other person and ask questions based on the information you hear.  Additionally, what you hear may be new information that changes what your needs or desires are.  If that happens, be willing to change your stance based on this information.  Being willing to adapt to new information will build trust and credibility with the other person and will make them more open to meeting your needs.

At Greene Resources, we regularly see the need for effective negotiation when it comes to finalizing a job offer between an employer and job seeker.  Working with a recruiting firm provides both parties a mediator of sorts so that the best possible outcome is reached for everyone.  If you’d like to learn more about how to negotiate at work, whether for extending an offer or accepting a new role, we’d love to partner with you.

IT Job Trends in North Carolina: March 2018

tech talent trends

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 March 2018 report.

Greene Resources Expands Raleigh Headquarters

Over the past year, Greene Resources has added to the Greene Team by 17 percent.  Due to this rapid and continued growth, we have recently expanded our Raleigh headquarters by an additional 2,000 square feet.  We are thrilled to have more space for our team to work, collaborate, and meet with our candidates and clients.  If you have not had a chance to stop by our office to see the new space, please feel free to review our virtual tour of the space below.

greene interview rooms

Our interview rooms provide a quiet and informal space for candidates and recruiters to connect and discuss our open positions. These rooms also double as “huddle rooms” for our internal team to meet one-on-one to discuss projects in a more private setting.

greene kitchengreene break area

greene operations

Our open environment continues in the additional space, allowing our team to collaborate and easily connect with each other, ensuring effective, efficient, and timely communication.  Common areas include operations, our kitchen, and a recreational area, allowing our employees to “choose their own experience” in where and how they work.

greene wii

The Greene Team is a competitive group of people, which inspires excellence when serving our customers, but carries over into our free time as well.  Our employees experience a gamut of emotions when competing on our Wii console, including the thrill of victory and the agony of defeat!

greene golfFor those interested in playing golf on a putting green instead of a gaming console, our new space offers an opportunity to do both.  In their free time, the Greene Team works hard to improve their short game on the green.

At Greene Resources, everything is done with purpose and our work environment represents and reflects our commitment to deliver purposeful talent solutions.  Every workspace, every conference room, and even our break room was thoughtfully designed with everyone’s best interests at heart.  If you would like to check out our office in person, feel free to swing by!

What’s New In Triangle Hiring?

Wake County Economic Development, the City of Raleigh, and Capital Area Workforce Development Board recently partnered to survey 15 counties surrounding the Triangle to identify areas of growth and skills needs in our region.  This survey was conducted by one of our partners, RTI International, and its distribution and efforts were supported by close to 50 local organizations.

On February 13, the results of this survey on Triangle hiring trends were shared along with solutions that currently exist, challenges that need to be met, and opportunities that exist to create stronger partnerships in the area.  

Overview of Triangle Hiring:

  • Continued Business Growth: 73% of companies surveyed expect to grow within the next three years. Industries that were most likely to grow in this region include construction and skilled trades, life sciences, and IT, software, and analytics.  Many of the companies that expect to grow are small businesses with fewer than 100 employees, but expected growth was maintained across company sizes.  Business growth is not limited to lower level positions; companies are looking to add supervisors, managers, and other skilled positions to their business.
  • Quality of Talent: Across the region, businesses rate the talent in our region as above average – 3.14 out of 5 stars. Businesses in STEM tend to rank talent as a 3.4 or higher, demonstrating a higher satisfaction than other industries in the talent they have. Businesses in the hospitality or construction industries demonstrated a lower satisfaction rating regarding their talent pool. 
  • Education Requirements: Close to half of all businesses reported wanting talent that had a college degree. Other industries, like manufacturing and construction, emphasized a greater importance in having professional certifications or an apprenticeship instead of a four-year degree. 
  • Tools and Resources for Sourcing Talent: The number one resource for most businesses in locating talent is networking and internal referrals. While networking and referrals remain a strong tool for businesses to hire employees, it is not as effective for businesses who place a high emphasis on the importance of diversity in their employees, as internal employees tend to refer friends or connections who are like themselves regarding age, gender, race, and personal interests.
  • Valued Soft Skills: The top three valued soft skills that businesses reported as lacking in their talent pool include taking initiative, critical thinking, and self-discipline.
  • Hiring Challenges: Major hiring challenges in our region include 1) a rapidly growing industry need that is outpacing the supply of talent in that field, 2) an interest gap in manufacturing or skilled labor, where there are fewer people interested in entering that field, 3) employers seeking skills that the talent pool simply does not possess, 4) businesses want educators to make their courses relevant, but educators do not always have the necessary industry skills to do so effectively, and 5) the talent pool for mid-tier positions have a lack of professional experience for the roles that need to be filled.
  • Apprenticeships/Internships: Businesses regularly express the importance of their talent pool having experience in an apprenticeship or internship, however, most businesses do not plan to or do not currently have an apprenticeship or internship program in place.

Triangle hiring continues to grow and there is a high demand for qualified talent.  The Triangle is a great place for career growth and there are ample opportunities for job seekers to find new roles, and according to this report, is also a great region to obtain talent, specifically in STEM fields. 

Nevertheless, businesses need to begin to take ownership of providing training and resources to their prospective and current employees, both while they are employed and through partnering with schools and colleges in the area.  Providing opportunities for apprenticeships, internships, or contract roles will give workers a chance to develop the soft and technical skills so coveted by local businesses. 

At Greene Resources, we are always looking for new ways to connect job seekers with employers to create purposeful, impactful, and long-term careers.  If you’re looking for creative solutions to your hiring challenges, we would love to discuss them with you to see how we can help your business, and our region, grow and thrive.

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