06Jun

Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.

We had an awesome talk with Jeff Blum last week, Director on the Financial Services team in New York. Originally working in accounting and operations, Jeff now has over 13 years of recruiting experience. He credits his accounting/operations experience for helping him relate to candidates and succeed in the field, while also attributing the strong relationships his team has been able to maintain over the years.

How did you first get started in recruiting?

I spent about seven years working in accounting and operations at large accounting firms, banks, and a hedge fund. Unfortunately, it’s not that easy to move internally at those companies and was not sure what I wanted to do for the long term.  Over the years, I had developed strong relationships with a lot of recruiters. I knew Dan Katz, who introduced me to all the partners at Green Key. Through all their different personalities, I knew there was something that set this agency apart from the rest. I worked at Green Key for a couple years, before switching to insurance sales. In 2010, I came back to Green Key, originally in the Accounting & Finance division before moving to Financial Services.

How does your professional experience in accounting help you recruit for Financial Services?

I’m able to use my background in a different capacity. It helps me relate to candidates and garners a certain respect from them. I know what it’s like to be going on these interviews all the time, while also not being sure what you want to do. I’m always transparent with my candidates. You never know what direction your career is going to take.

Are there any trends happening in Financial Services right now?

It’s been significantly busy since the second quarter of last year. From a volume perspective, hiring is still very high. We hope for it to stay that way in 2023. There is still a direct need for candidates and a lot of positions to be filled.

What keeps you coming back to recruiting every day?

I love building strong relationships, both internally and externally. When I left for a short period of time, I saw the other side of staffing agencies, and it was immediately apparent why Green Key is one of the best recruiting firms in the business.  A lot of our divisions work closely together to market each other, which has helped us to construct one of the largest and diverse client bases on Wall Steet.

What makes your team successful?

Our senior team is always to assist the younger recruiters if they have any questions or confusion. Everyone is here with the same goal, which is to fill these roles and make our clients and candidates happy. We have a great team, full of comradery, and everyone gets along well in order to create a productive environment.

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Green Key
Jan 18, 2024

Why Companies are Already Recruiting Interns for 2025

As we kick off the year 2024, companies are already gearing up for the recruitment of interns in 2025. Many accounting and finance companies have opened 2025 internship applications due to the extreme competitiveness over the past few years.

According to The Wall Street Journal, “Companies in finance and accounting are now recruiting for interns nearly 18 months before college students would be expected to start. The investment bank Guggenheim Securities and the Royal Bank of Canada, in addition to accounting stalwarts Grant Thornton and PricewaterhouseCoopers among others, started advertising for 2025 summer internships this fall. Many summer 2024 internship slots are already filled, several companies say.”

Securing Top-Tier Talent

This proactive approach and urgency in recruiting interns months in advance is not just about competitiveness or filling positions, it’s a strategic move to secure top-tier talent and ensure a seamless integration into company culture. The Wall Street Journal  also mentioned, “The advanced timeline means that college students who may have taken just one business class are trying to prove their mettle in competitive application processes that can launch careers after graduation…Many applicants for 2025 are sophomores striving for a coveted internship after their junior year. The stints often lead to a full-time job offer before their senior year, career coaches say.” This forward-thinking approach enables organizations to align the skills and aspirations of future interns with their business objectives, creating a foundation for mutual growth.

The Wall Street Journal also highlighted one student’s experience as he said, “To find out I had to apply so early was really, really crazy for me,” said Brayden Dam, a sophomore studying accounting at the University of Florida. Dam, 19 years old, learned of the early timeline from a college adviser when he was a freshman. This fall, Dam applied to a few 2025 internships with accounting firms in Tampa, Fla. He was told that those offices were full and that he should try Orlando or Miami. “I thought I was getting in early,” he said. “But apparently I was even later than some people that had already filled up the slots.”

Compensating for the Dwindling Number of Accounting Majors

In recent years, there has been a noticeable decline in the number of students pursuing an accounting major. This is another reason for the early deadlines.  According to The Wall Street Journal, “PwC and other companies say that the early deadlines help them scoop up talent that could go to competitors. PwC posted its summer 2025 internships for areas including tax and consulting in September, the earliest the firm has ever advertised internship positions, said Rod Adams, who leads hiring for the U.S. and Mexico. One key reason: PwC is trying to compete for top talent amid a dwindling number of accounting majors.”

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Green Key

Don’t Let Cupid Be the One to Manage Office Relationships

With Cupid making his annual appearance in just a few days, this is a good time for HR professionals and managers to remind workers that the rules about relationships among co-workers apply as much on Valentine’s Day as on any other day.

Far from rare, romantic relationships in the workplace are common and become more so as careers progress. A Vault survey last year found 58% of all workers have had an office romance. Among workers over 50, it’s 72%. Another survey found 14% of married couples found their significant other at work.

However, for every success story, there are many more relationships that end uncomfortably. Even under the best of circumstances, these entanglements affect the rest of the office, fueling gossip and, should a manager be involved, charges of favoritism.

“Workplace romances can adversely affect employee morale and productivity by distracting the romantic partners and their co-workers,” Dana Chang Dikas, an attorney with labor and employment law firm Fisher Phillips, told BusinessDaily. “They also may lead to conflict and claims of disparate treatment or sexual harassment.”

Employers may not be able to keep romance from developing, but having a clear set of policies and reminding employees what they are can do much to mitigate the negatives. Valentine’s Day is not, workers should be told, an opportunity to make advances or express desire. Sending a card, flowers or other gift to a co-worker may be seen by the recipient as an unwanted sexual advance.

A smart company policy is to require couples involved in a romance to disclose it to HR. More and more employers are also requiring these co-workers to sign “love contracts.” These contracts typically require the individuals to acknowledge the relationship as consensual, waive employer liability for the consequences of the relationship and require them to refrain from inappropriate or amorous behavior at work. They also incorporate the company policy on such conduct as well as the anti-harassment policy.

While it’s impractical to impose a blanket “no-dating” policy, it is appropriate to expressly prohibit supervisors from becoming involved with a subordinate. Some companies enforce the policy by termination; others by reassigning. In all cases, experts say, the hammer should fall more heavily on the supervisor.

Whatever your specific policies are about office romances, be sure all employees know what they are. They may be in the handbook, but taking the time now to spell them out clearly will make sure Friday that Cupid hasn’t suspended the rules about appropriate workplace behavior.

Image by Karen Arnold from Pixabay.

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Green Key