06Jun

Kiki Tyler, Account Executive on the Professional Support team at Green Key, is more than just a recruiter. She’s also an experienced Zumba instructor, who’s been offering FUN classes to students all over the DMV since 2006. Zumba® is the class that started the dance-fitness revolution and changed the way we look at a “workout” forever. It’s fun, effective and best of all? Made for everyone! Oddly enough, in Kiki’s experience, the world of Zumba® is pretty similar to that of recruiting.  

“There’s three main parts to Zumba®,” Kiki explains. “The warm up, the dance party, and the cool down. It’s similar to the recruiting process: the interview prep, the main interview, and finally an offer.” 

Kiki explains that the preparation she handles for Zumba® follows the same pattern as recruiting. Zumba® class prep includes music choice, location, and dance research, all to educate and prepare her students for class. Recruiting, on the other hand, preps candidates for interviews. 

“I’ll always send a written, detailed confirmation to candidates,” says Nicole Rusnak, Executive Director on Professional Support. “And then I’ll hop on a call with them to answer any of their questions. We want them to know as much as possible about a company before talking to the hiring manager.” 

“We have prep documents for them too,” adds Emily Gelman, Senior Recruiter on Professional Support. “This really helps to prepare them for the interview and give them something to follow.” 

In addition to this, both Nicole and Emily schedule intake calls with hiring managers in order to get to know their personality. This helps to calm the candidates’ nerves and prepare them for the eventual interview. Kiki explains that many of her Zumba® students get “nerve-cited.”  Like recruiting, she works to build a relationship with them, boost their confidence, and make the process as smooth as possible.  

“It also takes a lot of networking,” she tells us. “I interact with my students on LinkedIn and Facebook. When the pandemic hit and everything went virtual, I communicated even more with my students to encourage them to join class over Zoom. I always check in with students at the end of each class to ensure they had a good time. It is a great way for us to build community and stay connected.” 

This is no different than building networks in the world of recruiting. “Referrals are a huge thing,” says Nicole. “Even if we don’t place a candidate, they still know who we are and what we do. A lot of them end up reaching out in the future.” 

“In our division, its extra important to network, especially for those who work in Human Resources,” says Emily. “Staying in communication is crucial.” 

Kiki is excited to continue her business in Zumba®, while also aligning those skills in her recruiting career. She emphasizes that many outside activities can compare to recruiting if you look closely enough. If you’re interested in Zumba® or advancing your Professional Support career, you can connect with her on LinkedIn and get the dance party (or interviews) started.  

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Green Key

Some Like It Hot, Some Like It Cold

With summer promising to be a hot one and workers returning to offices, the perennial battle over the thermostat is about to heat up. (Yes, the pun is intended.)

It’s a battle office managers are all too familiar with. Their struggle to reach the perfect Goldilocks temperature is never-ending. Some like it hot; some like it cold, and there’s rarely agreement on the “just right” office temperature.

BusinessNewsDaily attempted to help out in an ambitiously headlined article, “How to Resolve the Office Temperature Debate.” But does it? Of course not.

The article mentions that OSHA, which has no specific requirement, recommends an office temperature setting between 68 and 76 F. The article then cites a study by Helsinki University of Technology’s Laboratory for Heating, Ventilating and Air Conditioning declaring the ideal office temperature to be exactly 71.6 F. But then, the annual average temperature in southern Finland is only 43.7 F.

A study the article doesn’t mention puts the ideal temperature at 77 F. That study measured typing output and errors in an insurance company headquarters, so don’t expect to convince the men in your office to bump up the thermostat.

Men prefer cooler temperatures. This 2019 study from the University of Southern California has men doing better when the temperature is at or below 70 F. Women, on the other hand, did much better as the temperature went up.

Concluded the authors of the study, “Our findings suggest that gender mixed workplaces may be able to increase productivity by setting the thermostat higher than current standards.” Obviously, the authors were never office managers, otherwise they would be keenly aware of the loss of productivity to bickering, surreptitious thermostat resetting, and formal complaining caused by those finding the office too hot.

Because it’s easier to warm up by wearing a sweater – or a Snuggie as one interviewee told BusinessNewsDaily – office managers tend to dial down the thermostat.

Jared Weitz, CEO and founder of United Capital Source, told the publication he keeps his office at 73 F. “We encourage people to bring in sweaters or jackets if needed, and desktop fans are allowed.”

No matter what you do, you’ll never please everyone. CareerBuilder found that out years ago when it surveyed office workers on the issue only to discover half of them thought their workplace too hot or too cold.

So how does BusinessNewsDaily resolve the issue and justify its headline? The article makes two suggestions. Consult an HVAC professional to set the temperature, then you can blame them. We added that last part.

Or, says the article, “You may be better off enforcing one temperature and requiring your employees to stick to it.”

Photo by gryffyn m on Unsplash

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Green Key

The Rising Star of Digital Marketers

Pandemic driven business closures, budget cuts and sweeping changes in consumer habits have forced marketers to throw out their playbook, developing new strategies on the fly and pivoting from quarterly plans to going week by week.

Forced to make-do without access to production teams or facilities, marketers have embraced digital media in new and unique ways, placing even greater reliance on social media to reach consumers.

“We can’t go get images and shoot videos for most clients. This situation calls for a lot of virtual communication, both externally and internally,” one marketer explained in a whitepaper produced by Social Media Today. “Just got off of a two hour Zoom call during which we solely discussed social media!”

But will these strategies survive in a post-COVID world? What will the future look like for digital marketers?

Those are the questions Social Media Today put to its 1 million+ audience, finding that many of the experiments the pandemic has forced upon marketers will become — in fact are already becoming — best practices.

Among the six trends Social Media Today’s readers identified is the rising value of social media jobs and creativity skills.

“Out of all marketing strategies, I believe that social media will be the main one to thrive in the post-COVID world,” said author and digital marketing consultant Lilach Bullock.

“For one thing,” she said, “It’s easier and cheaper for brands to leverage social media and for another, people all over the world are spending more time indoors than outdoors – and therefore, more time online.”

Her view was echoed by Esa Mbouw, deputy head of business administration at Swiss German University. “I see a huge positive shift towards the digital world post-COVID,” he says. “People of all backgrounds are adapting to the digital lifestyle and I predict they will be craving for more social media content.”

Data from The Harris Poll tells us Americans are already consuming more social media than before the virus outbreak. Harris found half of all consumers were using more social media with the largest increase (64%) among those 35-49.

As the world continues to open up, the time spent online will inevitably decline, but almost certainly not to previous levels. Exposed now to a broader range of content, consumers will want more. Marketers will fill that demand, Social Media Today found, with even greater and more innovative use of video.

But not just any content, say marketers. They predict brand communication will be more authentic, tinged with a sense of social consciousness that will be empathetic and compassionate and influenced by greater listening to what consumers are saying.

“Social media content will be created that better engages the consumer — asking questions, sharing polls, and hosting mini-events like Twitter chats and movie watch-along nights that are relevant to their industry on Twitter,” said Deborah Sweeney, CEO of the online business documents and services firm MyCorporation.com.

Finally, marketers predict that change will be constant.

As one marketer tweeted, “You gotta be constantly learning, innovating, & putting it out there. Not to be Captain Obvious but that must continue. Consumers want more.”

Photo by Szabo Viktor

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Green Key