Creating Connections is what we do best
Green Key Resources cares deeply about developing personal, lasting relationships with our clients.
Our mission at Green Key Resources is to create connections between our candidates and the clients that we serve. We are dedicated to helping everyone we work with build a better future through our strong industry connections, adherence to ethical hiring practices, and commitment to a holistic, people-first recruiting philosophy.
Explore Our Practice Areas
Green Key Resources
The way the world works is always evolving.
Helping you navigate that evolution IS OUR JOB.
We are Your Strategic Partner
Making Career Dreams a Reality
Providing exceptional service and solutions that meet the needs of both candidates and clients
Green Key Resources
Subscribe To Our Newsletter
Green Key News
#WeAreGreenKey: Spotlight on Erika Cavallo
Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.
With over three years of dedicated service at Green Key, Erika Cavallo, Senior Recruiter on our Healthcare team has established herself as a cornerstone in healthcare recruiting. Known for her passion for helping others and her ability to foster strong relationships, she has made a significant impact on both her colleagues and the healthcare professionals she works with. Her expertise and commitment continue to drive the growth and excellence of Green Key’s healthcare division.
Can you share a bit about your career journey and what led you to become a healthcare recruiter?
After graduating from college, I wasn’t entirely sure about my career path. I initially thought I would pursue marketing, but soon realized I had a passion for talking to people. My confidence on the phone and ability to engage in conversations, regardless of how they were going, steered me towards recruiting. I started working at another firm, focusing exclusively on recruiting doctors and anesthesiologists. However, I found this somewhat limiting in terms of the recruiting atmosphere. Then, someone from Green Key reached out to me with an opportunity that seemed too good to pass up. Since joining the healthcare team at Green Key, I can honestly say it’s been one of the best decisions I’ve ever made.
What do you find most rewarding about your job?
Working in the healthcare sector is incredibly rewarding because how I think of it is putting the patients first by staffing employees who care for them, whether in shelters or urgent care. It’s fulfilling to place people in environments where they can succeed and grow their careers. I’ve had the opportunity to see medical assistants become RNs, and watch their careers progress. I’m passionate about helping others, and building relationships with candidates is also rewarding. I talk to them daily, offering support and guidance. I really enjoy meeting people from all walks of life and building those connections.
How do you continue to grow and develop your skills?
As a recruiter, personal growth is key, and I believe in lifelong learning. There’s always something new to learn and build on. My growth at Green Key has been greatly influenced by my supportive superiors, who are always willing to help me learn and grow. Constructive criticism has also played a vital role in my development. Embracing feedback without taking it personally helps ensure success for both myself and my team.
The supportive and friendly environment at Green Key, created by my coworkers, has been instrumental in my growth within the company.
What strategies do you use to ensure a positive candidate experience?
My goal when talking to candidates is to stay professional and set clear expectations from the start. I’m always upfront and honest, avoiding false hope. This honesty helps me build strong, long-term relationships and get referrals. I encourage candidates to be open with me, even if they don’t like an interview. Also, handling tough situations professionally is key. Sometimes things need to be escalated, but I try to calm candidates down if they’re having a bad day. If they need to vent, I listen and provide support, ensuring they feel heard and understood.
How do you see the field of healthcare recruitment evolving in the next few years?
Healthcare recruiting is growing and expanding into various avenues beyond hospitals. We’re staffing places like hotels in New York City for immigrants and exploring more travel assignments rather than just local contracts. There’s immense opportunity for growth, and I believe the sky’s the limit. There are so many different positions to staff, and I hope we’ll be staffing facilities all over the country in the future.
What sets your team apart from other healthcare recruiting teams?
For me, this is a two-part answer. What sets our team apart is that we’re not just coworkers; we rely on each other as resources and support. In other companies, especially larger staffing firms with high turnover, there’s often a hierarchy that makes it hard to approach someone with a director title. What makes us different is that I can call anyone on my team, even senior leaders, without hesitation. At Green Key, especially on the healthcare team, we lean on each other as resources and aren’t afraid to ask questions or seek guidance. This creates a motivated team where everyone wants to do well, ensuring the success of our team, our division, and the entire company.
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!
#WeAreGreenKey: Spotlight on Thomas Newham
Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.
Recently, we had the opportunity to meet with Thomas Newham, Recruiter on the Information Technology team at Green Key. For nearly three years, Thomas has been a dedicated member of the IT team, focusing on the infrastructure side of tech recruiting. Specializing in roles such as Help Desk positions, IT Managers, and Field Technicians, he leverages his industry knowledge to connect talented individuals with the right opportunities. His commitment to building strong relationships and staying ahead of industry trends ensures that both clients and candidates find the perfect match in this ever-evolving field.
How did you first get started in tech recruiting?
I’ve always been passionate about recruiting, even though I never had a specific niche in mind. The opportunity to connect talented individuals with their ideal roles has always excited me. When I applied to Green Key for the tech division, they reached out to me, and I’ve been here ever since.
What has been the most rewarding moment in your career as a tech recruiter?
The most rewarding moments for me have been helping people and companies find their perfect match. Job changes are significant life moves, and they don’t happen too often. When they do, finding a position that excites someone makes me feel great, knowing I’ve positively impacted their lives and their families.
How do you continue to grow and develop your skills in this field?
I do lots of networking and enjoy connecting with recruiting influencers on LinkedIn. I listen to recruiting podcasts, read books, and engage with many colleagues here at Green Key. We have many high performers internally, and I love learning from the best. Through these conversations, I pick up valuable insights that help me to continuously refine my craft.
What are some common mistakes candidates make during tech interviews, and how can they avoid them?
A big mistake a lot of people make is focusing too much on the future during interviews. They ask a lot about what comes after they’ve gotten the role, while the company is trying to fill the position here and now. It’s important to focus on the current role. You can ask a few questions about growth, but really emphasize your excitement about the position in front of you right now.
How important is it for candidates to be familiar with specific technologies or programming languages versus having a strong foundational knowledge?
Although foundational knowledge provides a solid start, many of our clients prefer candidates with practical experience in particular technologies, especially when working through an agency. These roles are difficult to fill for this reason, so we prioritize candidates who already have the precise skills and tools required by our clients.
What sets your team apart from other tech recruiting teams?
Before we submit any candidates for jobs, we like to hop on a quick video call with them. Building solid relationships is the foundation of our team’s success. I aim to be someone’s go-to recruiter when they’re on the job market. Putting a face to the name and keeping it personal sets us apart because not many candidates get the chance to have any face-to-face interaction with their recruiter. This personal touch keepsour candidates referring us to their friends, former colleagues, and anyone they know looking for a new position.
What do you think the future holds for tech recruitment, and how should candidates prepare for these changes?
When it comes to tech recruitment, there will always be open positions because technology is constantly evolving. The best way to stay on top of everything is to keep up with the latest tech news. If a new piece of technology comes out, do your best to get hands-on experience with it. If you can’t physically interact with it, try to learn about it in other ways. It’s crucial to keep up with the times because it’s very easy to become outdated in the tech world.
Bias in AI Recruitment: Challenges and Solutions
Artificial intelligence (AI) has become a significant player in the recruitment process. However, Recruiter Daily reported, “…a recent survey conducted by the Harris Poll on behalf of the American Staffing Association reveals a concerning trend: a significant minority of job seekers believe that AI recruiting tools are more biased than human recruiters.”
According to Recruiter Daily, the survey found that, “…43% of job seekers actively seeking new roles feel that AI tools exhibit more bias compared to human recruiters. This distrust is not unfounded. They article went further to highlight, what Richard Wahlquist, CEO of the American Staffing Association noted, “Job seekers may feel comfortable using artificial intelligence tools in their job search, but that does not equate to trusting AI to make fair hiring decisions.”
The potential for AI to introduce bias into the hiring process has been a topic of concern for some time. This has led to calls for increased transparency and accountability in the deployment of AI in hiring.
Adding to this discussion, a report from MIT Technology Review highlights how LinkedIn discovered bias in its job-matching algorithms. The company found that its AI was recommending more men than women for open roles, simply because men were more likely to apply for positions or respond to recruiters. MIT Technology Review highlighted that a team at LinkedIn, “…built a new AI designed to produce more representative results and deployed it in 2018. It was essentially a separate algorithm designed to counteract recommendations skewed toward a particular group. The new AI ensures that before referring the matches curated by the original engine, the recommendation system includes a representative distribution of users across gender.”
The distrust in AI recruiting tools is further supported by another survey by the American Staffing Association, the American Staffing Association Workforce Monitor conducted by The Harris Poll, found that, “Nearly half of employed U.S. job seekers (49%) believe artificial intelligence (AI) tools used in job recruiting are more biased than their human counterparts…” This sentiment underscores the need for continuous efforts to ensure fairness and reduce bias in AI systems.
As AI continues to play a crucial role in recruitment, organizations can take several proactive steps to reduce AI bias and ensure their AI systems are fair and equitable. BritishCouncil.org offers a few key strategies including:
- Diverse and Representative Data: Ensure that the training data used for AI models is diverse and representative of all groups.
- Regular Audits and Testing: Conduct regular audits and testing of AI systems to identify and address biases.
- Transparency and Explainability: Make AI systems transparent and their decision-making processes explainable.
- Bias Mitigation Techniques: Implement bias mitigation techniques such as re-weighting, re-sampling, or using fairness constraints during the model training process.
- Ethical Guidelines and Governance: Establish clear ethical guidelines and governance frameworks for AI development and deployment.
- Continuous Monitoring and Feedback: Continuously monitor AI systems in real-world applications and gather feedback from users to identify and address any emerging biases.
- Education and Training: Provide education and training for employees on the importance of AI ethics and bias.
While AI has the potential to revolutionize the hiring process, it is essential to address the biases that these tools can introduce. By doing so, we can work towards a more equitable and fair recruitment landscape.
Recruiting Gen Z: Insights and Strategies for Success
As Gen Z begins to enter the workforce, recruiters need to understand their unique characteristics, values, and expectations. This generation is distinct from their predecessors in many ways, and adapting recruitment strategies to attract and retain Gen Z talent is crucial for organizational success.
RecruiterDaily.com, discussed a comprehensive study that, “…dives deep into the job search behaviors, career goals, and challenges faced by Gen Z, providing essential insights for bridging the gap between this emerging workforce and today’s employers.”
Here are some key insights:
Digital Natives
Gen Z has grown up with technology at their fingertips. They are proficient with digital tools and expect seamless technology integration in the workplace. In fact, according to RecruiterDaily.com, “Many employers recognize Gen Z as “tech-savvy,” “socially conscious,” and “diverse.”
Recruiters should leverage social media, mobile-friendly job applications, and virtual interviews to better engage with this tech-savvy generation.
Value-Driven
Gen Z places a high value on social responsibility and ethical practices. They are more likely to be attracted to companies that demonstrate a commitment to sustainability, diversity, and community involvement. RecruiterDaily.com noted, “70.3% of Gen Zers value alignment between their employer’s mission and their own values, and 68.0% prioritize their company’s commitment to diversity, equity, and inclusion (DEI).” Hence, highlighting your organization’s values and social impact can be a powerful recruitment tool.
Desire for Growth and Development
Career growth and continuous learning are top priorities for Gen Z. They seek employers who offer clear career paths, mentorship programs, and opportunities for professional development. Emphasizing your company’s commitment to employee growth can help attract and retain Gen Z talent.
Work-Life Balance
Unlike previous generations, Gen Z prioritizes work-life balance and mental health. They value flexible work arrangements, such as remote work options and flexible hours.
Diverse and Inclusive Work Environment
Gen Z is the most diverse generation yet, and they expect workplaces to reflect this diversity. They are drawn to inclusive environments where different perspectives are valued.
Transparency and Communication
Gen Z values transparency and open communication. They appreciate honest feedback and clear expectations. Recruiters should focus on building trust through transparent communication about job roles, company culture, and career progression.
Understanding the unique characteristics of Gen Z is essential for recruiters looking to attract and retain this new wave of talent. By embracing technology, promoting values, offering growth opportunities, ensuring work-life balance, fostering diversity, and maintaining transparency, recruiters can successfully engage with Gen Z and build a dynamic, future-ready workforce.
We invite you to explore our latest job opportunities and see how we align with your values and aspirations. Check out our current openings and join us in creating a brighter future together.
Bullhorn’s Acquisition of Textkernel: What It Means for AI in Recruitment
In a significant move that underscores the growing importance of artificial intelligence (AI) in recruitment, Bullhorn recently announced its acquisition of Textkernel. According to Capterra, “Textkernel is a global leader in AI-powered recruitment and HR technology, delivering innovative solutions to over 2,500 software vendors, corporate and staffing organizations worldwide.”
Bullhorn noted that, “The combination of Textkernel and Bullhorn will substantially help organizations solve their talent-sourcing challenges and win new business. The acquisition of Textkernel significantly accelerates our AI strategy and unlocks the next chapter of solutions we can offer customers.”
Understanding the Acquisition
By bringing Textkernel into its fold, Bullhorn aims to integrate the cutting-edge AI capabilities into its platform, providing users with a more powerful and intuitive recruitment tool.
Benefits of the acquisition
Enhanced Candidate Matching
One of the most exciting aspects of this acquisition is the potential for improved candidate matching. Textkernel’s AI algorithms are designed to analyze vast amounts of data to identify the best candidates for a given role. This means recruiters can expect more accurate and efficient matching, reducing the time spent sifting through resumes and increasing the chances of finding the perfect fit for their clients.
Streamlined Recruitment Processes
The integration of Textkernel’s technology into Bullhorn’s platform is also expected to streamline various recruitment processes. From resume parsing to job posting and candidate sourcing, AI can automate many of the repetitive tasks that recruiters face daily. This not only saves time but also allows recruiters to focus on more strategic activities, such as building relationships with clients and candidates.
Data-Driven Insights
Another significant benefit of this acquisition is the enhanced data-driven insights that will be available to recruiters. Textkernel’s AI can analyze trends and patterns in recruitment data, providing valuable insights that can inform decision-making. Whether it’s identifying the most effective sourcing channels or understanding the skills that are in highest demand, these insights can help recruiters stay ahead of the curve.
Improved Candidate Experience
For job seekers, the integration of AI into the recruitment process can lead to a more personalized and efficient experience. AI can help match candidates with roles that align with their skills and preferences, reducing the frustration of applying for unsuitable positions. Additionally, automated communication tools can keep candidates informed throughout the recruitment process, enhancing their overall experience.
The Future of AI in Recruitment
Bullhorn’s acquisition of Textkernel is a clear indication of the growing role of AI in the recruitment industry. As AI technology continues to evolve, we can expect even more innovative solutions that will further transform the way recruiters and job seekers interact. For recruitment agencies, staying abreast of these developments and leveraging AI-powered tools will be crucial in maintaining a competitive edge. For tech candidates, staying updated on the latest AI developments is crucial to your job search. Be sure to check out our latest tech jobs to stay ahead in your career!