06Jun

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

We sat down with Stu Leifer this week, Principal at Green Key. Stu has been on the Accounting & Finance team for eight and a half years, with previous experience as an accountant helping him along the way. He elaborated on the most important lessons he’s learned in his recruiting career, as well as the current trends within the accounting and finance industry.

How did you first get started in recruiting?

I was an accountant at Morgan Stanley and knew early on that accounting was not for me. I only went into accounting because my father is a CPA and I had no idea what I wanted to do. Green Key represented me when I looked for a new position, but ultimately, I didn’t find a role I liked. I wound up staying at MS for a couple years and one day I saw a job posting for a position at Green Key and I applied on a whim.

How has your accounting experience helped you in recruiting?

My accounting experience has really helped with the learning curve. We recruit for so many different jobs, but the fact that I worked for a bank and a law firm and my brother and father work in public accounting, has helped me relate to and understand my candidates and clients.

What are the trends happening in AF or with your clients right now?

Most of our clients have gone back to the office. At the same time, many professionals have gotten accustomed to being home. Adapting to a hybrid environment is one of the biggest trends and hurdles going on in our industry right now.

What motivates you as a recruiter?

I’m a very competitive person. When I get referred to a new client or candidate, I work tirelessly to find the perfect match for both parties. I take pride in my ability to place my candidates and fill my client’s positions in a timely and efficient manner.

What do you think sets Green Key apart from other agencies?

Too many things to list. The uncapped commission platform we have is unparalleled. Management is supportive and generous in so many ways. Flexible working environment and the best accounting/finance recruiting team in the Tri-State area.

What is the most important lesson you’ve learned in your recruiting experience?

It’s important to be honest and transparent. I take pride in every conversation I have. Making an impact, as well as a good first impression, is an important aspect to building relationships in this business.

What are your goals and hopes for your team going forward?

Growing out our New York office even more. We have made some exceptional recent new hires and I’m excited for our team to become an even bigger powerhouse coming off a record billing year.

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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