05Feb

Welcome back to #WeAreGreenKey, where we spotlight our amazing employees! 

With years of experience building lasting client and candidate relationships, Alison Florence has earned a reputation as a trusted partner in the staffing world. Her approach goes beyond filling roles—she focuses on understanding each organization’s culture and aligning talent with long-term success. Since joining Green Key, Alison has brought that passion to life by delivering personalized hiring strategies and advocating for both candidates and clients in a way that feels authentic and impactful. 

What inspired your move from nursing to recruiting? 

I loved being a nurse, but I always felt like I had more to give and wanted something different. Recruiting gave me that opportunity. I started on the candidate side, and because I was an RN, I could really connect with them and understand what they wanted out of a new job. Over time, I realized those skills translated to the client side too—helping organizations find the right talent. 

What do you enjoy most about account management? 

I love being the go-to person for clients. It’s about building trust and being seen as an extension of their team. That’s where I find the most satisfaction—I want them to feel like I’m part of their organization. 

“When I pitch jobs to candidates, I’m not just listing responsibilities—I’m genuinely selling the client’s organization because I believe in it.” 

Where do you find the most satisfaction in your role? 

I find the most satisfaction when I find the perfect person for a difficult to fill role, and everyone’s happy. To me, it’s not just about filling a position; it’s about making sure every party involved is confident in the match and it’s the right fit! 

What makes your approach unique? 

I think it’s the level of care and transparency I bring to every interaction. I want both clients and candidates to feel informed and supported throughout the process. For me, it’s about being honest—about timelines, expectations, and what it takes to succeed in a role. That honesty builds trust, and trust is everything in this business. 

What advice do you give candidates who are navigating today’s job market? 

Be clear about your skills and what you want, but also be open to learning and adapting. The market is competitive, and employers value flexibility and proof of capability. Work with a recruiter who understands your industry and can advocate for you—that’s where we can make a real difference. 

What has been your biggest challenge so far? 

Definitely the 100 imaging tech roles I was handed recently! I’ve never had a client ask for that volume before. It was overwhelming at first, but I love a challenge. The best part is the support I’ve had—not just from my manager/direct team, but from marketing and senior partners across the company. Having that backing makes all the difference. 

What do you enjoy most about working at Green Key and with your team? 

I love the collaborative culture here. Green Key isn’t just focused on one vertical—we have multiple specialties, which makes us feel like a stronger, more well-oiled machine. I enjoy being able to connect with other teams and refer clients across divisions because it means we can fulfill a company’s needs on a broader scale. 

I value the opportunity to work with my manager, Rob Kaatz. His perspective, insight, and steady support make a real difference, particularly in complex situations.  

I’m also extremely grateful to work alongside Lynsey Ruiz, who has been an incredible partner over the past year. She brings a consistently positive energy and has a natural ability to build strong, authentic connections with both candidates and clients, which has elevated the way we work and the results we deliver. 

Together, the trust and collaboration within our direct team creates an environment where we can do our best work and deliver meaningful results for our clients. 

Alison’s passion for healthcare recruitment is just one example of the expertise across Green Key. Visit our website to explore available healthcare roles and connect with a team that’s invested in your growth! 

Sep 13, 2024

The Disadvantages of AI-Generated CVs

In today’s digital age, artificial intelligence (AI) has revolutionized many aspects of our lives, including the job application process. AI-generated CVs are becoming increasingly popular due to their convenience and efficiency. However, there are several disadvantages to relying solely on AI for creating your CV.

According to Futurism.com, “Without proper editing, the language will be clunky and generic, and hiring managers can detect this,” Victoria McLean, CEO of career consultancy company CityCV, told FT. “CVs need to show the candidate’s personality, their passions, their story, and that is something AI simply can’t do.”

Here are some key points to consider:

Lack of Personalization

AI-generated CVs often lack the personal touch that can make a candidate stand out. These CVs tend to follow a generic template, which may not effectively highlight an individual’s unique skills, experiences, and personality. Employers appreciate CVs that reflect the candidate’s personal brand and creativity, something AI might struggle to capture.

Inaccuracies and Errors

While AI can process large amounts of data quickly, it is not infallible. AI-generated CVs can sometimes contain inaccuracies or errors, such as incorrect job titles, dates, or even mismatched skills. These mistakes can be detrimental to a candidate’s chances, as they may be perceived as careless or unprofessional.

Overemphasis on Keywords

AI systems often prioritize keywords to match CVs with job descriptions. This can lead to an overemphasis on including specific terms, sometimes at the expense of a coherent and compelling narrative. Candidates might feel pressured to “game the system” by stuffing their CVs with keywords, which can result in a document that feels forced and unnatural.

Limited Customization

AI-generated CVs may not offer the flexibility needed to tailor applications for different job roles. Customizing a CV for each job application is crucial to demonstrate how one’s skills and experiences align with the specific requirements of the position. AI tools might not provide the level of customization needed to make a strong impression on potential employers.

Potential Bias

AI algorithms are only as unbiased as the data they are trained on. If the training data contains biases, these can be reflected in the AI-generated CVs. This can inadvertently perpetuate existing biases in hiring practices, potentially disadvantaging certain groups of candidates.

Lack of Human Insight

Human recruiters often look for qualities that go beyond what is written on a CV, such as cultural fit, enthusiasm, and potential for growth. AI-generated CVs may not effectively convey these intangible qualities, which can be crucial in the hiring decision-making process.

While AI-generated CVs offer convenience and speed, they come with several disadvantages that can impact a candidate’s job prospects. It’s important to strike a balance between leveraging AI tools and maintaining a personal touch in your CV. By being aware of these potential pitfalls, job seekers can make more informed decisions about how to present themselves to potential employers.

At Green Key, we provide personalized guidance to help you craft a standout resume, prepare for interviews, and navigate your job search with confidence. Ready to take the next step in your career? Contact one of our expert recruiters today to get started on a tailored approach to your job hunt!

Jun 6, 2023

Chronic Pain Patients Find Telehealth Cost Effective

Telehealth continues to demonstrate its popularity, this time among people suffering with chronic pain.

At their annual meeting this month, itself held online, anesthesiologists heard that patients who met with their pain specialist remotely were overwhelmingly satisfied with the experience.

Conducted by the UCLA Comprehensive Pain Center in Los Angeles, the survey period began in August 2019, long before the COVID-19 pandemic. Patients at the pain center were given the option of in-office or remote appointments by video or phone. The 1,398 patients who chose the remote options had a cumulative 2,948 virtual appointments.

According to an account of the study by Healthcare Finance the virtual meetings saved patients both time and money. Half saved at least 69 minutes commuting and a roundtrip of 26 miles or more. They also saved a median $22 in gas and parking fees for each virtual visit.

Initial visits for new patients or existing patients with new conditions were best served by in-person office appointments, the report said. Thereafter, follow-up appointments could be conducted remotely. Anesthesiologists participating in the conference estimated that up to 50% of visits could be virtual.

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