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The Future of Benefits: Why Employee Development is the New Essential
In today’s rapidly evolving workplace, traditional employee benefits like health insurance and retirement plans are no longer enough to attract and retain top talent. The future of benefits is shifting towards a more holistic approach that prioritizes employee development. This trend is not just a passing fad; it’s becoming an essential component of a successful business strategy.
Why Employee Development Matters
Today’s employees seek more than just a paycheck; they want opportunities to learn, grow, and advance their careers. Organizations that offer robust development programs gain a competitive edge in attracting and retaining top talent. For example, LinkedIn’s 2024 Workplace Learning Report found that, “7 in 10 people say learning improves their sense of connection to their organization.”
Investing in employee development has several key benefits:
- Increased Employee Engagement: When employees feel that their employer is invested in their growth, they are more likely to be engaged and motivated. This leads to higher productivity and job satisfaction. Mondo.com also noted that, “Continuous learning and upskilling are critical in today’s dynamic job market. Offering professional development opportunities like tuition reimbursement, online courses, and certification programs helps employees grow and succeed. These benefits not only enhance employee morale but also drive organizational success by fostering a culture of learning and innovation.”
- Talent Retention: Offering development opportunities helps retain top talent. Employees are less likely to leave a company that provides them with the tools and opportunities to advance their careers.
- Adaptability and Innovation: In a fast-paced business environment, companies need employees who can adapt to new challenges and drive innovation. Development programs equip employees with the skills needed to stay ahead of industry trends.
- Attracting Top Talent: Companies that prioritize employee development are more attractive to job seekers. In a competitive job market, offering robust development programs can be a key differentiator.
Implementing Effective Development Programs
To successfully implement employee development programs, companies should consider the following strategies:
- Personalized Learning Paths: Tailor development programs to meet the individual needs and career goals of employees. This personalized approach ensures that employees receive relevant and impactful training.
- Mentorship and Coaching: Establish mentorship programs that pair employees with experienced leaders. This provides valuable guidance and fosters a culture of continuous learning.
- Regular Feedback and Assessments: Implement regular performance reviews and feedback sessions to identify areas for improvement and track progress. This helps employees stay on course and achieve their development goals.
- Leveraging Technology: Utilize digital learning platforms and tools to provide flexible and accessible training options. This allows employees to learn at their own pace and convenience.
As the future of work continues to evolve, so must the benefits that companies offer their employees. By prioritizing employee development, businesses can create a more engaged, skilled, and loyal workforce. This not only benefits the employees but also drives long-term success for the organization. Investing in employee development is no longer optional; it’s essential for staying competitive in today’s dynamic business landscape.
Wrapped Up: Green Key Unlocked 2024
As we wrap up 2024, we’re reflecting on the incredible insights and expertise our agency team has shared through Green Key Unlocked. From actionable advice to the trends that inspired us most, this year has been one of learning, growth, and discovery. Here’s to the perspectives, wisdom, and experiences that defined our journey this year.
Green Key Unlocked: Accounting & Finance Experience in the Staffing Industry
In a world where change is constant and opportunities abound, professionals in accounting and finance are increasingly seeking new paths to channel their skills and expertise. Transitioning from a traditional accounting and finance role to a career in accounting and finance recruitment offers an exciting opportunity to embrace change and chart a new course towards professional fulfillment and success. We caught up with Antonia Piazza, Recruiter on our Accounting and Finance team to discuss her journey of transitioning careers and share advice for other professionals who might be considering how their experience can transfer into a recruiting career.
Antonia shared a little on how she got into Accounting and Finance recruiting, saying, “I was looking to relocate to Pittsburgh, so I spoke with a GKR recruiter about accounting openings in Pittsburgh, and, after speaking about accounting roles, she mentioned the possibility of recruiting. I was honestly surprised I hadn’t thought about that career path sooner, as it seemed like a perfect fit given my accounting foundation and appreciation for working with people.”
Green Key Unlocked: Choosing the Best Recruiter for Your Hiring Needs
Finding the right talent is crucial to your team’s success, and working with the right recruiter can make all the difference. Not all recruiters are created equal, so it’s essential to choose one who can meet your specific needs. Together with Travis Lau, Executive Director on the Professional Services team, we discussed some tips to help you select a recruiter who will be a valuable partner in your hiring efforts.
Assess Their Network
A well-connected recruiter can tap into a wider pool of candidates, including those not actively seeking new opportunities but who might be the perfect fit for your team.
Travis noted, “A recruiter’s network is their lifeline. Look for recruiters with a robust network in your industry, as they are more likely to understand your needs and connect you with top talent.”
Green Key Unlocked: The Role of Mentorship in Employee Retention
Retaining top talent has become a critical challenge for many organizations in today’s competitive job market. However, mentorship opportunities have proven to be an effective strategy. Mentorship programs not only foster professional growth but also play a crucial role in enhancing employee retention. We connected with Partner, Adina Goldman and explored the multifaceted benefits of mentorship and how it contributes to retaining valuable employees.
“In today’s corporate world where many employees are either working in a hybrid or remote capacity, businesses need to take a strategic approach to employee engagement to make individuals feel connected to the organization. Mentorship programs create an important opportunity for employees to build relationships with colleagues who they may not otherwise meet during the regular course of business. Not only will employees be able to leverage a mentorship program for career development, skills enhancement, etc., but they will also feel a deeper sense of belonging to the organization by establishing these strong ties in the workplace,” Adina noted.
Green Key Unlocked: Recruiting Nurses in 2024: Salary and Workforce Insights
Recruiting nurses in 2024 presents unique challenges and opportunities. With the healthcare industry evolving rapidly, understanding salary trends and workforce dynamics is crucial for effective recruitment strategies. We connected with Liam Donovan, Director on our Healthcare team to discuss current salary trends, the factors influencing salary increases, work dynamics, and recruitment strategies.
“At Green Key Resources, we strive to balance these dynamics by offering competitive pay packages and promoting a healthy work-life balance, making in-person roles more attractive and rewarding,” noted Liam.
Recruiting nurses in 2024 requires a comprehensive understanding of salary trends and workforce dynamics. By staying informed and adapting to these changes, healthcare organizations can successfully attract and retain the skilled nursing professionals needed to deliver high-quality care.
Green Key Unlocked: Meeting the Rising Demand for Telehealth Professionals
The healthcare industry has witnessed a significant shift towards telehealth in recent years driven by advancements in technology and the need for accessible healthcare solutions. Furthermore, the COVID-19 pandemic accelerated this trend, highlighting the importance of remote medical services. As a result, the demand for telehealth professionals has surged, creating both opportunities and challenges for the healthcare sector.
We connected with Victoria Ceballos, Senior Recruiter on our Healthcare team to explore the growing demand for telehealth services and the challenges in meeting the demand. We also discussed strategies to address the shortage and the future of telehealth recruitment.
Green Key Unlocked: How to Keep Your Hiring Process Moving Over the Holidays
The holiday season often brings a slowdown in business operations, but when it comes to hiring, pausing your efforts can lead to missed opportunities. We connected with two of our Executive Directors, Tim Coonan from our Architecture, Engineering and Construction team and Travis Lau from our Professional Services team to discuss how they approach the holidays and explore a few strategies to help ensure your recruitment efforts remain effective during the festive season.
During our discussion, Travis gave sound advice for success during the holidays saying, “During the holiday season, planning ahead and using recruitment software can keep your hiring process efficient. Clear communication with candidates helps maintain their interest. Stay flexible and organized to ensure a smooth transition into the new year”.
Maintain Communication
Keep the lines of communication open with clients and candidates. Inform them about any potential delays and set clear expectations regarding the timeline. Regular updates can help maintain candidate interest and engagement, even if the process slows down temporarily.
Tim highlighted the need for expert guidance during the holidays saying, “Educating your client and candidate bases on the advantages of hiring in December versus the beginning of the year might also help move things along faster. Competition doubles, if not triples, in Q1 for both clients hiring and candidates looking to land somewhere new. Having someone onboarded and ready to fly in Q1 is a huge advantage over the possibility of having to enhance your compensation package or delay the hire altogether by waiting until after the holidays.”
Green Key Unlocked: Generation Z: Promoting a Healthy PTO Policy | Green Key Resources
According to LinkedIn, “Some 78% of U.S. workers say they’re not using all of their paid time off, according to a new Harris Poll survey. The trend is most prevalent among millennial and Gen Z employees, who cited pressure to be productive and meet tight deadlines.”
Fast Company.com went further to highlight the key findings of the Harris Poll, which was developed by surveying 1,170 American employees over the age of 18. They listed the key findings of the poll as:
The Guilt Factor:
Gen Z workers feel a unique sense of guilt when it comes to taking time off. They worry about being perceived as disengaged or uncommitted to their jobs. As a result, many choose to stay connected even during their supposed downtime.
#WeAreGreenKey: Spotlight on Traci Schroeder
Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.
For nearly three years, Traci Schroeder, Recruiter has been a vital team member on our Healthcare team, bringing a wealth of expertise and enthusiasm to her role. Since joining Green Key, she has played a key part in our Healthcare team’s achievements, consistently demonstrating dedication, innovative thinking, and a collaborative spirit. Traci’s ability to connect with clients and top talent has not only driven success but also inspired colleagues. We are thrilled to highlight her journey!
Can you share a bit about your career journey and what led you to become a healthcare recruiter?
I had my first taste of recruiting, specifically in travel nurse recruiting back in 2018. That was my first experience with healthcare recruitment, and I absolutely loved it. I connected very well with the nurses, possibly because I have many nurses in my family, which created a mutual connection. I did that for a couple of years and then had my first child. After which I relocated and took a six-month break. Unfortunately, after stepping away, there were no opportunities in healthcare recruitment where I lived at the time.
I ended up taking a role as director of admissions at a school, which was somewhat like recruiting. I conducted searches for students, did a lot of sourcing and calling, so I still had a taste of recruiting on that side. However, I did more management work in the office. After a few years, I decided I wanted to get back into recruiting. An opportunity came up, and it reignited my passion for recruiting. It worked out perfectly, especially when COVID hit, as I could work remotely. The flexibility was unbelievable, allowing me to work evenings and weekends as needed, especially with small children. That’s what led me back into recruiting.
What do you find most rewarding about your job?
Honestly, I’m a relationship person, so I was initially unsure how the remote world would work for me since I’m used to face-to-face interactions. However, I’ve found it to be almost better in many ways. I’m able to connect with people over the phone or through video interviews, and that relationship-building aspect is still very much there.
Finding the right match for someone is a challenge I’ve always loved, and it’s what brought me back to recruiting. Selfishly, I love the feeling of placing someone in a good company and a job that changes their life. It’s incredibly rewarding to hear their gratitude, sometimes even tears of joy, knowing that I’ve made a positive impact on their life. That’s the coolest part for me.
How do you continue to grow and develop your skills?
I love my team and the collaboration we have. We’re constantly bouncing ideas off each other, exploring new tools, and finding new avenues to pursue. This collaborative environment helps us stay updated with the latest trends and tools, which is especially important when working remotely. I often do my own research to stay informed and improve my skills.
When it comes to research, I don’t rely on any specific publications or websites. I’m a Google person, so I start there and follow the trail to wherever it leads me. Getting creative with sourcing and trying different applications is also important. Our team has experimented with various tools for different positions, especially higher-level roles. Being open to new methods is crucial.
In my current role, I recruit for healthcare positions. When I first started recruiting, I was intimidated by higher-level roles, like physician positions, but after some successful placements and gaining confidence, I now gravitate towards these roles. I find it incredibly rewarding to match the right person with the right job, and I stick with it until I find the perfect fit.
What advice would you give to candidates looking to stand out in the healthcare job market?
When advising candidates, I always emphasize the importance of keeping their information fresh. This means regularly updating or editing their profiles on platforms like Indeed or LinkedIn. Doing so helps keep them at the top of search results, increasing their visibility.
Another key piece of advice I give is to be very honest on resumes. This can be a tough conversation, but it’s crucial. I’ve had instances where candidates were dishonest on their resumes, and we had to tweak and correct them. This honesty not only helps in the resume stage but also during interviews, as inaccuracies can be called out. Keeping resumes truthful and finding the right way to grab attention is essential.
How do you stay updated on changes and developments within the healthcare industry to better serve your clients and candidates?
I think this ties into one of the previous questions. A lot of my work involves navigating on my own, but our team is excellent at sharing ideas and bouncing off each other during our calls. One thing I love about my team is that if someone finds success with something, they share it. Even though there’s friendly competition, we all want each other to improve and our team to get better. We try out different ideas and see what works and what doesn’t.
We stay open to different types of positions, including administrative assistants and center administrators, some of which are not healthcare-related but can be at a healthcare facility. This variety keeps things fresh and prevents the work from becoming monotonous. Switching between different types of roles keeps me motivated and engaged.
What sets your team apart from other healthcare recruiting teams?
I think what sets our team apart from others is that even though we are now a very small team navigating the ups and downs, as there always are in the recruiting world, the people who are here have held strong and we work well together. We keep each other honest and support one another.
While we are competitive, we’re not afraid to share things that help us succeed. This openness probably makes us more competitive because we’re not holding back useful information. Some other teams might not share because it could affect their individual success, but we encourage each other. When someone gets a placement, we celebrate it and keep pushing each other to do better. At the end of the day, we are a team, and we aim for team success, not just individual achievements.
Green Key Unlocked: How to Keep Your Hiring Process Moving Over the Holidays
The holiday season often brings a slowdown in business operations, but when it comes to hiring, pausing your efforts can lead to missed opportunities. We connected with two of our Executive Directors, Tim Coonan from our Architecture, Engineering and Construction team and Travis Lau from our Professional Services team to discuss how they approach the holidays and explore a few strategies to help ensure your recruitment efforts remain effective during the festive season.
During our discussion, Travis gave sound advice for success during the holidays saying, “During the holiday season, planning ahead and using recruitment software can keep your hiring process efficient. Clear communication with candidates helps maintain their interest. Stay flexible and organized to ensure a smooth transition into the new year”.
Plan Ahead
Start by anticipating the holiday season’s impact on your hiring timeline. Identify key dates when your team and candidates might be unavailable and adjust your schedule accordingly. By planning interviews and decision-making processes in advance, you can avoid unnecessary delays.
Leverage Technology
Utilize recruitment software and tools to streamline your hiring process. Automated systems can help manage applications, schedule interviews, and keep track of candidate progress, ensuring that nothing falls through the cracks even when team members are on holiday.
Stay Visible
Post holiday-specific job ads or highlight roles on platforms where top talent is looking. Engaging content can help attract candidates even when others are slowing down.
Maintain Communication
Keep the lines of communication open with clients and candidates. Inform them about any potential delays and set clear expectations regarding the timeline. Regular updates can help maintain candidate interest and engagement, even if the process slows down temporarily.
Tim highlighted the need for expert guidance during the holidays saying, “Educating your client and candidate bases on the advantages of hiring in December versus the beginning of the year might also help move things along faster. Competition doubles, if not triples, in Q1 for both clients hiring and candidates looking to land somewhere new. Having someone onboarded and ready to fly in Q1 is a huge advantage over the possibility of having to enhance your compensation package or delay the hire altogether by waiting until after the holidays.”
Flexible Interview Scheduling
Offer flexible interview times to accommodate both your team and candidates’ holiday schedules. Consider using virtual interviews to make it easier for everyone to participate without the need for travel.
Consider Same-Day Offers
In a competitive job market, top candidates often receive multiple offers. By making a same-day offer, you demonstrate decisiveness and enthusiasm about the candidate, which can significantly enhance their perception of your company. This approach shows that you value their time and are serious about bringing them on board without unnecessary delays. Additionally, while your competition is out of the office, you gain a strategic advantage by moving quickly to secure top talent.
Temporary Staffing Solutions
If your hiring needs are urgent, consider temporary staffing solutions to fill gaps during the holiday season. Temporary hires can keep your operations running smoothly while you continue to search for permanent candidates.
Promote Your Employer Brand
The holiday season is a great time to showcase your company culture and values. Share festive content on your social media channels and highlight any holiday-related activities or benefits your company offers. This can attract potential candidates who are looking for a positive and engaging workplace.
Stay Organized
Keep detailed records of all candidates and their stages in the hiring process. This will help you quickly pick up where you left off once the holiday season is over, ensuring a seamless transition back to regular hiring activities.
Partner with Experts
Working with a recruitment agency can make all the difference. We specialize in finding the right talent quickly, even during the busiest times of the year. Let us handle the legwork while you focus on closing out the year strong.
By implementing these strategies, you can keep your hiring process moving smoothly over the holidays and ensure that you don’t miss out on top talent—connect with us today to find top talent whether it be a full-time role or temporary and start the new year with the right team in place. Happy hiring!
Attracting Top Cybersecurity Talent in a Tight Labor Market
In today’s digital age, the demand for skilled cybersecurity professionals has never been higher. With cyber threats becoming more sophisticated and frequent, organizations are in fierce competition to attract top talent. Here are some effective strategies to help your company stand out and secure the best cybersecurity professionals.
Define and Showcase Your Value Proposition
To attract top talent, it’s crucial to clearly define what sets your organization apart. Highlight your commitment to diversity, collaboration, and innovation. According to OffSec.com, “Promote your company culture, growth opportunities, and inclusive environment through your website, social media, and industry events.” By presenting what makes your company unique, you can appeal to cybersecurity professionals looking for more than just a job—they’re seeking an environment where they can thrive and make an impact.
Invest in Employer Branding
Your company’s reputation matters. Highlight your commitment to cybersecurity, innovation, and employee growth. Showcase:
– Success stories of current employees
– Awards or recognition in the industry
– A strong, inclusive workplace culture
Offer Competitive Compensation and Benefits
Cybersecurity experts are highly sought after, making competitive salaries and robust benefits essential. Stay informed about industry benchmarks and consider offering additional perks such as:
– Remote work flexibility
– Comprehensive health benefits
– Professional development opportunities
Create Clear Career Pathways
Top talent is drawn to organizations that invest in their future. Develop and communicate clear career advancement opportunities, such as:
– Certifications and training programs
– Leadership development initiatives
– Cross-departmental collaboration experiences
Leverage Your Network and Existing Team
Engage your current team in the recruitment process. Encourage referrals and involve cybersecurity professionals in interviews to:
– Provide an authentic view of the role
– Build trust with potential candidates
– Demonstrate a collaborative culture
Tailor Job Descriptions
Make your job postings specific, engaging, and inclusive. Focus on the impact the role will have on your organization and emphasize:
– The value candidates will bring to your team
– Opportunities for innovation
– A welcoming and diverse environment
Focus on Skills, Not Just Credentials
Given the pace of change in cybersecurity, practical skills often outweigh formal degrees. Assess candidates based on:
– Relevant certifications (e.g., CISSP, CISM, CEH)
– Problem-solving abilities
– Hands-on experience with current technologies
Additionally, OffSec.com noted that, “Cybersecurity professionals are constantly looking to grow and sharpen their skills in an ever-evolving field. Offering robust training programs, certifications, and opportunities for continuous learning demonstrates your commitment to their development. By investing in education, such as access to specialized courses or attendance at industry conferences, you signal that your organization values growth and is willing to support their professional journey.”
Actively Promote Diversity
Broaden your talent pool by fostering an inclusive recruitment strategy. Partner with organizations and programs that support underrepresented groups in technology to:
– Build a more diverse team
– Encourage fresh perspectives
– Enhance innovation and problem-solving
Speed Up the Hiring Process
Top talent doesn’t stay on the market for long. Streamline your hiring process by:
– Reducing unnecessary steps
– Providing timely feedback
– Being transparent about timelines
Engage Passive Candidates
Many skilled professionals aren’t actively job searching. Use tools like LinkedIn or industry events to:
– Build relationships over time
– Showcase your company’s expertise
– Highlight potential opportunities
Demonstrate Commitment to Cybersecurity
Top candidates want to work for companies that take cybersecurity seriously. Share your investment in cutting-edge tools, ongoing training, and a proactive approach to risk management.
By adopting these strategies, your company can position itself as a leader in attracting and retaining top cybersecurity talent, even in a tight labor market. Investing in the right people today will ensure your organization’s security and success tomorrow.
Recruiting Trends for 2025: Navigating the Future of Talent Acquisition
As we move into 2025, the recruitment landscape is undergoing significant changes. Companies are leveraging new technologies, adapting to evolving workforce dynamics, and meeting changing candidate expectations. Here are some key recruiting trends to watch out for in 2025:
AI and Automation in Hiring
Artificial Intelligence (AI) continues to transform the recruitment process. While AI tools are becoming increasingly sophisticated, they still present certain challenges. Companies are leveraging AI to enhance productivity and improve the candidate experience; however, concerns about impersonal processes and algorithmic bias persist. Korn Ferry emphasized this by stating, “But today’s tech can’t handle high-level TA strategy needs, such as identifying talent gaps or interpreting non-verbal cues.” Nevertheless, they also highlighted findings from a recent survey they conducted, which revealed that “Despite these challenges, 67% of our survey respondents see increased AI usage as a top talent acquisition trend for 2025.”
Skills-Based Hiring
The shift towards skills-based hiring is gaining momentum. Employers are prioritizing critical skills over traditional qualifications to drive business transformation and innovation. Korn Ferry highlighted that, “Nearly 24% of companies identify finding the right skills as a top challenge for 2025.” This approach helps in identifying candidates who can contribute effectively, regardless of their educational background.
Enhanced Learning and Development (L&D)
Learning and Development is no longer just a checkbox item. In 2025, it is crucial for employee retention and satisfaction. Korn Ferry further noted that, “In 2025, employers need to invest in innovative methods, such as virtual reality (VR), gamification, and microlearning, to develop employees for evolving roles and needs.”
Hybrid Work Models
Flexibility in work arrangements remains a top priority. Companies that offer flexible schedules and personalized benefits are better positioned to attract and retain a motivated and engaged workforce. In fact, Impacteers.com highlighted that, “As remote work solidified its place, 52% of global companies have adapted to hybrid models, and the trend is here to stay. A recent survey by Owl Labs found that 73% of employees report increased productivity in a flexible work setting. Organizations are building digital-first cultures, leveraging tech to boost efficiency while balancing office time with remote work for optimal output.”
Focus on Employee Engagement
Employee engagement starts before the recruitment process even begins. Creating accurate job descriptions, maintaining responsive communication, and ensuring smooth onboarding are critical for a positive candidate experience.
Expanded Talent Pools
The job market is expanding, and companies are looking beyond traditional talent pools. With a focus on reskilling and upskilling, businesses are sourcing candidates from diverse backgrounds and geographies. This approach not only broadens the talent pool but also brings in fresh perspectives and skills. Impacteers.com further reinforced this by stating, “Automation and AI are expected to displace routine jobs while creating demand for roles that oversee these technologies. According to a World Economic Forum report, 85 million jobs may be displaced by 2025, but 97 million new roles will emerge as companies balance automation with human oversight. For workers, this shift highlights the importance of adapting to AI, either through upskilling or pivoting to roles that focus on creative, strategic, or interpersonal responsibilities.”
The recruitment landscape in 2025 will be shaped by technology, flexibility, and a renewed focus on human connection. By embracing these trends, companies can build a more inclusive, efficient, and responsive hiring process that meets the needs of both the business and its employees.