Welcome to #WeAreGreenKey, where we shine a spotlight on the incredible people behind our powerhouse recruiting team.

Justin Stratton joined Green Key Resources as an Executive Recruiter in 2015. Six years later, he is a Staffing Manager at Green Key Professional Support

Stratton has a diverse background in the performing arts, recruiting, marketing, administration, social media strategy, and business & team building. He currently specializes in Professional Support, Human Resources, and Marketing in a variety of industries including Finance, Legal, Real Estate, Technology, Education, Non-Profit, Fashion & Beauty, and Marketing/Media.

We asked Stratton to share a bit about his recruiting journey, working at Green Key, and the administrative job search.

What inspired you to pursue a career in recruitment?

My long-time friend worked at Green Key for nearly a decade and after grabbing a beer and talking about the good, bad, and the ugly of agency recruiting, I decided to pursue it with her.

Coming out of theater/entertainment, I looked at recruitment as casting for the corporate world. There are so many parallels!

"Coming out of theater and entertainment, I looked at recruitment as casting for the corporate world. There are so many parallels!"  -Justin Stratton
Staffing Manager, Green Key Professional Support

What sets Green Key apart from other recruiting firms?

Green Key is the only recruiting company I’ve worked for. That being said, there is a reason I’ve stayed with this team for six years now! You can read more about my experience with Green Key in this article I published to commemorate my sixth work anniversary.

Where has Green Key Professional Support provided service that is hard to match in an internal hiring team?

When I first moved to New York City, I worked as a temp admin/receptionist/office manager. Eventually, I transitioned from temp to perm through an agency as an Administrative Assistant at a global digital ad company where I stayed for over 5 years! It gave me the opportunity to learn about the corporate world and exposed me to HR functions (i.e. DEI, Recruiting, On-boarding, Event Planning).

I now use that knowledge and experience as a recruiter for Professional Support and Human Resources because I’ve literally been in their shoes. I actively listen to candidates’ needs, wants, and ultimately their ‘why’ to successfully place them with our clients.

What are the next steps for candidates interested in expanding their pharma job search?

I always encourage job seekers to connect with me and my team. Alternatively, visit www.greenkeyllc.com/area/professional-support to fill out a candidate contact form.

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Green Key
Jun 6, 2023

Even Small Data Holds Value for HR

Big data has been an HR buzzword for a decade now. Yet despite the thousands of articles and conference workshops, there’s a lingering sense among human resources professionals that data analytics are the domain of only the largest companies.

There’s some truth in that, but it’s also not the whole story. Big data, or in the case of most employers, smaller data, can give HR leaders all sorts of valuable workforce insights — the kind of insights that can lead to better decision making, smarter hiring and improved retention and workforce planning.

Writing for the Academy to Innovate HR, its founder Erik van Vulpen, concedes that much of the data HR has is messy, often unreliable because of inconsistencies in maintaining it, and the volume is limited and doesn’t much change. Despite those limitations, he says, “When leveraged the right way it can be used to uncover workforce risks, make better people decisions and help in building a competitive advantage for the firm.”

For example, van Vulpen points to the “large piles of unanalyzed, written performance reviews” most companies just file away. Using natural language processing (NLP), these reviews can be turned into valuable data, creating scores not just for employees but for the managers who perform these reviews.

NLP can also be used to analyze employee emails and messages to glean insights into engagement and attitudes of groups and the workforce as a whole.

Building on van Vulpen’s insights, SmartBrief explains that even smaller data can improve hiring. Rather than rely solely on that elusive “chemistry” hiring managers talk about, HR can analyze the records of the best workers to identify the skills and backgrounds to look for in new hires.

More than a few companies that routinely recruited only at “name” colleges, broadened their approach when they found that many of their top performers came from smaller, less well known schools.

“When applied to recruiting, employers can utilize big data to better predict hiring needs, while improving their quality of hire and employee retention,” Insperity’s John Feldman tells Forbes.

Perhaps the biggest obstacle to using data in human resources is changing the way HR people approach decision-making.

Says Dr. Jaclyn Lee, CHRO at the Singapore University of Technology and Design, “The HR profession has always relied on gut instincts using very descriptive data. The idea is to change your mindset from one that’s reactive to one that’s proactive.”

Photo by Wesley Tingey on Unsplash


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Green Key
Apr 3, 2024

Mastering Hiring Algorithms as a Candidate

Navigating hiring algorithms as a candidate can feel like trying to crack a secret code. With companies increasingly relying on automated systems to filter through countless resumes, it’s crucial for candidates to understand how these algorithms work and how to optimize their applications to stand out.

Why Companies use Hiring Algorithms?

According to Quartz.com, “Mona Sloane, a senior research scientist at the NYU Center for Responsible AI who worked on the project, says companies rely on automated decision systems for two reasons: to analyze a large volume of applicants, or to find workers with a niche skill set or level of experience. Employers looking to fill internships, sales, or service industry jobs, for example, turn to algorithms to narrow down the pool of candidates. But for niche roles in tech like software engineers, machine learning engineers and data scientists, for example, companies may use automated decision systems to find these workers and reach out to them even if they’re not actively looking for a job.”

Here are a Few Key strategies to tackle hiring algorithms effectively:

Formatting Matters

Keep your resume formatting simple and standardized. Avoid using fancy fonts, graphics, or unconventional layouts that might confuse the algorithm. Stick to clear headings and bullet points to ensure that important information is easily parsed by the system.

Keyword Optimization

Tailor your resume and online profiles to include relevant keywords from the job description. Hiring algorithms often prioritize resumes that closely match the job requirements, so highlighting your skills and experiences in alignment with the job posting is essential.

Use Action Verbs

Start bullet points with action verbs to describe accomplishments and responsibilities. This not only makes your resume more engaging for human readers but also helps hiring algorithms identify relevant experience more efficiently.

Quantify Achievements

Whenever possible, quantify your achievements with numbers, percentages, or other metrics. Concrete data provides hiring algorithms with tangible evidence of your capabilities, making your resume more compelling.

In conclusion, navigating hiring algorithms may seem daunting, armed with the right strategies, candidates can effectively optimize their applications and stand out in a competitive job market. The World Economic Forum reiterated this by saying, “Applying for a job can be overwhelming—even without algorithms in the way. But while lawmakers work out how to regulate this technology, job seekers and recruiters should know the limitations of tech-enabled hiring and bring people back in to correct its shortcomings.

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Green Key