06Jun

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

To start off the week, we met up with Sean Coyne, Director on the Architecture & Engineering team at Green Key. Sean specializes in construction recruitment and has several years of experience within the industry. As the company’s main contact for construction in the cities of Austin and Dallas, he is excited to maintain that role and support the team as much as possible. 

What first sparked your interest in recruiting? 

I wasn’t sure what exactly I wanted to do after I graduated college, but I knew I wanted to be around people and doing what I could to help them. Recruiting felt like a fun culture, where you’re always communicating with people and solving problems. As someone who was in sports their whole life, that type of environment was appealing to me. After a year at my first recruitment firm, I transitioned to a different agency in Chicago, where I was first exposed to construction recruitment. That’s when I really learned how to be autonomous and successful within this industry. I’ve now been at Green Key for a year. 

How do you feel recruiting for construction differs from architecture & engineering? 

Construction is the most tangible industry we can recruit for. Everywhere you go, there are buildings that have been or need to be constructed. This is also an industry that is built on honesty and integrity. We are always looking for a transparent line of communication with our candidates and clients. Because people who work in construction already have that quality, it’s much easier to build a rapport. At the end of the day, a lot of people I’m placing become good friends. It grows into a large web of connections and referrals. 

What keeps you coming back to recruiting every day? 

I really do love it. There is nothing I could enjoy doing more than recruiting, besides pickleball. I love making genuine connections with people and changing their lives for the better. It’s also awesome being the key contact at Green Key for construction in Austin and the DFW area. My clients know I’m a subject-matter expert and know they can always come to me for advice.  

What has been your biggest challenge as a recruiter thus far? 

There are ebbs and flows in this industry, so you have to keep a positive mindset. At the same time, you don’t want to ignore your failures, but rather reflect on them and learn from them. When I talk to my team, I compare this job to being a cornerback in the NFL. It’s arguably the most difficult position, and if you let the failures negatively affect you (of which they’ll be plenty), you won’t be able to move on with a clear mindset to make the next play. 

Why should someone want to work on the AEC team at Green Key? 

Our team is exciting and growing extremely fast, while also keeping a great culture. I attribute a lot of that to Rich [Egloff] who is an awesome, caring manager. He truly wants his people to succeed more than himself. 

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Green Key

Green Key Unlocked: Why It Pays to be a Paralegal

Paralegals are not only imperative to the industry, but recently in high demand. Due to law firms encouraging their entry level paralegals to attend law school, the profession has changed indefinitely.

Feb 6, 2024

Essential Strategies for 2024: Remote Training

In the rapidly evolving landscape of work, the necessity of upskilling and reskilling keeps growing. As organizations strive to equip their workforce with the essential skills to thrive in a dynamic environment, remote training emerges as a pivotal solution. Let’s explore remote training and some best practices that can empower organizations to harness their full potential.

What is remote training?

According to the Digital Adoption team, “Remote training refers to any form of training conducted without the necessity for physical presence. This training methodology can take various forms, including synchronous sessions with real-time interaction, asynchronous modules that participants can access at their convenience, or self-paced learning opportunities. The common feature is that participants can engage from disparate locations.”

Remote training transcends the constraints of physical presence, offering a diverse array of learning opportunities accessible from any way. Digital Adoption highlighted, “This training methodology can take various forms, including synchronous sessions with real-time interaction, asynchronous modules that participants can access at their convenience, or self-paced learning opportunities. The common feature is that participants can engage from disparate locations.”

Benefits of Remote Training

Inclusivity lies at the heart of remote training, breaking down geographical barriers and accommodating diverse needs. By recording and sharing sessions, remote training ensures accessibility for all, fostering a more inclusive and diverse learning environment. Scalability emerges as another key advantage, enabling organizations to reach a broader audience without proportional costs increases. Moreover, flexibility reigns supreme, allowing individuals to tailor their learning experience to fit their busy schedules and commitments.

Best Practices for Remote Training

To maximize the effectiveness of remote training, organizations should adhere to a set of best practices. Digital Adoption provided 7 best practices for remote training.

  • Implement appropriate remote training tools: Leverage adaptive learning platforms, communication tools, and learning management systems to deliver dynamic and efficient training experiences.
  • Ensure technology reliability: Prioritize the reliability of technology infrastructure through rigorous testing and robust technical support.
  • Introduce Interactivity: Digital Adoption noted, “If remote learning doesn’t ask for learners to do anything, it will be boring and ineffective. Fortunately, you can enhance the effectiveness of remote training by introducing interactivity.” Organizations can enhance engagement and knowledge retention by incorporating elements such as gamification, testing, and feedback.
  • Use multimedia presentation techniques: Present training material through diverse media formats to cater to different learning styles and preferences.
  • Provide strong learning resources: Develop comprehensive and relevant training materials aligned with learning objectives.
  • Maintain a personal touch: Mitigate the impersonality of remote learning by fostering community and connectivity through regular check-ins and peer support systems.
  • Learn from traditional methods: Draw upon established principles of effective teaching and learning, such as clear objectives, excellent communication, and meaningful feedback.

As we navigate the complexities of the future of work, remote training stands as a cornerstone of organizational success. By embracing the principles and best practices outlined, organizations can unlock the full potential of remote training, empowering their workforce to excel in the digital age.

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Green Key