• Email Address: hello@greenkeyllc.com
  • Phone Number: 888-368-5336
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Green Key Resources is Hiring!

06Jun
Green KeyAccounting + Finance, Architecture + Engineering, Creative, Financial Services, Healthcare, Human Resources, Information Technology, Legal Support, Marketing Technology, Pharma, Professional Support

Green Key Resources keeps on growing! We’re hiring several experienced recruiting professionals to join our growing teams at our offices across the US.

At Green Key Resources, our people are our most important asset. Our team is made up of supportive, hardworking individuals who help tens of thousands of people find joy and success in one of the most important decisions in their life – their careers. Be part of something big at Green Key Resources!

Recruiting is a great way to pursue your passion for helping others and at Green Key Resources, there are endless opportunities for growth! If you’re looking for an exciting career and a dynamic work environment, email your resume to randib@greenkeyllc.com or apply now on our Internal Jobs page.

5 compelling reasons to join our team:

REASON 1: You’re searching for a dynamic work environment

We’re a recruiting agency filled with hardworking, seasoned professionals who make deep connections with our clients, candidates, and teammates. Our open-door policy and excellent training resources will arm you with the tools you need to find success at Green Key!

REASON 2: You’re ready for your next entrepreneurial adventure

You’re ready for a change and excited to take the leap. You’re the type of person that thrives on networking and building relationships with clients and teammates. Green Key offers the chance to take your hard-earned skill and know-how on a whole new entrepreneurial adventure.

REASON 3: You love being on the cutting edge of technology

Everyone on our staff has access to some of the most exciting innovations in the recruitment software sector. We understand how important it is to bring automation and continuous improvements to our business so that the tech works for you, you don’t work for the tech. We set you up for success by arming you with the tools and training you need for hiring smarter and faster.

REASON 4: You have a passion for helping people find joy and success in their lives

Unlike other sales jobs, Green Key is not only about driving sales or growing an incredible base of new clients, it’s also about making real connections and creating positive change for companies and candidates alike.

REASON 5: You want to be a part of something big with endless opportunities!

When you join our team, you’re choosing to take a vested interest in your future as you continuously build your professional network for continued success!

Learn more about our company and our mission on our About Us page.

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Big data has been an HR buzzword for a decade now. Yet despite the thousands of articles and conference workshops, there’s a lingering sense among human resources professionals that data analytics are the domain of only the largest companies.

There’s some truth in that, but it’s also not the whole story. Big data, or in the case of most employers, smaller data, can give HR leaders all sorts of valuable workforce insights — the kind of insights that can lead to better decision making, smarter hiring and improved retention and workforce planning.

Writing for the Academy to Innovate HR, its founder Erik van Vulpen, concedes that much of the data HR has is messy, often unreliable because of inconsistencies in maintaining it, and the volume is limited and doesn’t much change. Despite those limitations, he says, “When leveraged the right way it can be used to uncover workforce risks, make better people decisions and help in building a competitive advantage for the firm.”

For example, van Vulpen points to the “large piles of unanalyzed, written performance reviews” most companies just file away. Using natural language processing (NLP), these reviews can be turned into valuable data, creating scores not just for employees but for the managers who perform these reviews.

NLP can also be used to analyze employee emails and messages to glean insights into engagement and attitudes of groups and the workforce as a whole.

Building on van Vulpen’s insights, SmartBrief explains that even smaller data can improve hiring. Rather than rely solely on that elusive “chemistry” hiring managers talk about, HR can analyze the records of the best workers to identify the skills and backgrounds to look for in new hires.

More than a few companies that routinely recruited only at “name” colleges, broadened their approach when they found that many of their top performers came from smaller, less well known schools.

“When applied to recruiting, employers can utilize big data to better predict hiring needs, while improving their quality of hire and employee retention,” Insperity’s John Feldman tells Forbes.

Perhaps the biggest obstacle to using data in human resources is changing the way HR people approach decision-making.

Says Dr. Jaclyn Lee, CHRO at the Singapore University of Technology and Design, “The HR profession has always relied on gut instincts using very descriptive data. The idea is to change your mindset from one that’s reactive to one that’s proactive.”

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If that seems inconsistent with projecting strong, decisive leadership, it can be, if your questions suggest a lack of homework or are manipulative. But managers whose questions are honest attempts at understanding or express curiosity were considered more trustworthy and more credible as leaders.

Research soon to be published in Organizational Behavior and Human Decision Processes suggests that leaders have more to gain by asking questions than they might lose in perceived competence. In a series of surveys, researchers found that managers who asked questions were rated as more trustworthy and participants were more willing to help.

New managers whose qualifications were unfamiliar or limited did indeed suffer a loss of perceived competence by asking questions. But that was much less than for those who outright admitted ignorance and it was counterbalanced by an increase in perceived humility. Leaders with strong credentials only gained by asking questions.

The increase in how survey respondents regarded these question-asking managers has broad organizational implications, according to a discussion of the research by co-author Natalia Karelaia, INSEAD associate professor of decision sciences. Writing on the INSEAD blog, she said relational humility, which is what the questioning demonstrated, “is associated with increased leader effectiveness and translates into increased employee engagement and performance.”

“These findings,” she says, “Contradict the common assumption that the relationship-building benefits of asking questions will always be nullified by a decline in perceived competence. Rather, leaders who frequently ask questions before making decisions can strengthen their interpersonal relationships, while simultaneously improving problem-solving as well as leadership performance.”

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