Give us a call: 800-784-9619 HOME ABOUT US JOB SEEKERS EMPLOYERS OUR BLOG CONTACT US GREENE RESOURCES > GREENE RESOURCES BLOG Greene Resources Blog Whether you’re looking to hire, looking for a new career, or just want to know what we’ve been up to, the Greene Resources blog has the information you need to get started. Strategies to Land a Job Nov 08 2021 by Katie Wood In our most recent blog post, we offered advice on How to Find Your Dream Job. This week, we’re encouraging you a step further with strategies to land a job. Once you have found the job that you think would be the perfect fit for you, how do you capture the attention of the hiring manager, interview well, and ultimately land your career of choice? The following steps will help you earn a foot in the door to your dream job. Use Your Network to Make Contact with the Employer The easiest way to get an interview is to get somebody else to schedule it for you. You may have heard of the Kevin Bacon game – or Six Degrees of Separation. Similarly, there is likely no more than six degrees of contacts separating you from that introduction. Utilize Social Media One of the best ways to expand your network is by consistently updating your LinkedIn Profile. Social Media, LinkedIn in particular, is a great tool to connect with your network and make them aware you are looking for a new position. Spending time on relevant LinkedIn groups could help you find positions that may not be advertised in other places. Take Time to Craft a Compelling Script You should always be comfortable answering the questions, “What are you seeking?”, “Why should I hire you?”, “What are you good at?”, and other similar questions. You have spent so much time now researching the industry, company and hiring contacts, you should be in a position to talk as well about the opportunity as you are your own resume. Volunteer Through your research you may have found non-profits in which the company you are interested is active, or boards on which they serve. Find Ways to Keep In Touch You may have read an article recently in which someone in the company was quoted, it impressed you and you sent the article to that person along with a note. You may have utilized your university’s alumni network to find other graduates working at the company who can serve as a champion for your cause. Customize your cover letter and resume to the opportunity Each cover letter and resume should be unique to that specific opportunity. Use keywords from the job description in your resume. Write your resume to the job. If you know the person who posted the job in which you are interested was an athlete, highlight your athletic achievements; if they have a lot of work accomplishments, highlight your career achievements, if they are involved in the nonprofit community, highlight the differences you’ve made in the community. Leverage your knowledge. Be organized, professional, and truthful. Show measurable accomplishments. Personal information on a resume isn’t necessary – unless it establishes a connection. Schedule Informational Interviews Another approach, and one we highly recommend, is to schedule informational interviews instead of job interviews. Once you know the type of work you want to do and have researched the best companies to work for in that field, call the CEO, company leadership, or specific decision makers in the company, explain what you have learned about the business, and that you have an interest in the industry and would like to spend 30 minutes with them getting to know their story. As an example, we will have people call and say, “I am interested in the recruiting industry and through my research have become very impressed with Greene Resources. I know recruiting is the industry for me and I would appreciate some advice from what I consider to be one of the best in the industry.” We always take those calls. Preparing for the Interview Next, you’ve used your network to connect with decision makers within the company, and you’ve landed an interview. How do you prepare for it? First, research the company/organization in depth using social media and the company’s website. Look at press releases, executive bios, company history, fact sheets, recent blogs, and social media posts. Contact people who work there or used to work there. From the job description, are you able to decipher what is most important to the company in a candidate? If not, is there someone you can talk to who can provide such information? With any company you are interviewing, put yourself in a position to be able to talk as well about their company as you are your own resume. Identify What You Have to Sell What are the top three skills or experiences you can offer to the employer that other applicants cannot? Prepare examples of your work – Anyone can make claims in job interviews; far fewer people back up those claims with evidence. Consider developing a career portfolio or a 90-day plan and using it as a presentation during the interview. What a differentiator it would be to say, I’ve spent a lot of time thinking about this position and what it will take to be successful. If you don’t mind, I would like to share with you my ninety day plan if I am given the opportunity to work with you….then go on to describe what you will do and accomplish in the first ninety days. Always, Always, Follow Up The last step is following up after the interview. Always send a handwritten thank you note. Cecilia Grimes of Etiquette Matters wrote a wonderful article on the art of writing a Thank you note. In it she explains to first tilt the note toward the recipient. Instead of saying “I want to thank you…” start with “You” or “Your”. Then, include details, illustrations and examples. Use interesting, professional stamps, maintain crisp margins, and pull out the thesaurus. Replace “thanks” with words like “appreciate” and “grateful”. Replace nice, good, great, wonderful, with words like delightful, stimulating, captivating, inspired. If you are following up with a proposal or plan, make sure it is laser-focused to the specific opportunity at hand. Lastly, discover ways to stay in touch with them. The best way to stay in touch is to help win them business or introduce them to opportunities. With any follow up, we think it is best to follow a suggestion made by Ken Blanchard in the book Gung Ho! When he described the “Congratulatory Continuum”. We can view it more as a “relationship building continuum” or “follow up continuum”. The more you can move your activities from being less programmed and more spontaneous, less blanketed and more individual, less general and more specific, and less traditional and more unique – the greater your success in any encounter. In conclusion, take the time to identify your gifts, develop a target list of companies that can use those gifts, research those companies and industries, use your network to get introduced and land an interview, be properly prepared for that interview so that you create the standout experience, and follow up in a way that makes you memorable. Check back soon as we uncover a few unspoken tips of the interview process from our recruiters! Posted in Uncategorized | Leave a comment 20 Years of Purpose (Part 2!) Oct 05 2021 by Katie Wood WakeEd Partnership First up in our 20 Years of Purpose series is WakeEd Partnership! Having gone through the Wake County Public School System, it was an easy decision for our founder, Gary Greene, to get involved and stay engaged for over 20 years. Since its founding in 1983, WakeEd Partnership has remained focused on ensuring strong schools in each community, excellent educators in every school, and successful students in all classrooms. For this coming school year, WakeEd is helping provide virtual, safe learning environments for all through the Families and Schools Together program. Jobs for Life From the very start, our mission has been to connect people with purposeful careers. It is hard to find a partner more aligned with that mission than Jobs for Life. For almost 25 years, Jobs for Life has worked to address the root causes of unemployment by uniting churches, businesses, and community organizations. Greene Resources has seen the difference meaningful work can make. ALS Association When our VP of Technology lost his mother to Amyotrophic Lateral Sclerosis (ALS) in 2012, we knew we wanted to support him and his family any way we could. This was how the dreadful disease was initially introduced to Greene Resources and why we began, and continue, to support the local ALS Chapter. ALS currently affects around 30,000 people in the United States, with 5,000 new cases each year. The ALS Association is on a mission to discover treatments and a cure for ALS while serving and advocating for those affected by the disease. As one of our legacy philanthropy partners, we look forward to their annual fundraising walk each spring and we didn’t hesitate to dump some cold water on our teammates for the ice bucket challenge. We will continue to support this wonderful cause, in hopes that one day there will be a cure. Thank you, ALS Association for being such an impactful part of our 20 Years of Purpose. Skate4Life The first Skate4life event took place in 2011 after Dylan McNeill tragically ended his own life. Friends, family, and community members rallied around the McNeill family to honor Dylan’s life and celebrate his love for skateboarding. Cody Arrington placed second in the first Skate4life event and designed the original event logo. 8 months after the first Skate4life, Cody also took his own life. Cody and Dylan’s mothers noticed such a generous response from community members, that they took it upon themselves to host Skate4life every year. The annual Skate4life event features a skateboarding competition in memory of lives lost and provides an opportunity to educate the community about suicide. In 2016, Dona Arrington and her partners turned Skate4life into its own 501C3 non-profit. The event was postponed this year due to COVID-19, but they are hopeful that it will return in May of 2021. We are honored to partner with Skate4Life in their mission to raise awareness of teenage depression and suicide. United Way of the Triangle This week we are highlighting United Way of the Greater Triangle for our 20 Years of Purpose posts! At the very heart of our mission, we believe that all people should have the opportunity to succeed. We believe it is important to care deeply for our neighbors, and we prioritize partnering with organizations that share that same core belief. United Way of the Triangle holds these values closely, and it is evident in all that they do. United Way is “committed to eradicating poverty and creating social mobility for everyone in the Greater Triangle.” Through annual and emergency investments, they create opportunities for the next generation to be equipped on their educational journey, help families access all they may need to stabilize, overcome poverty, and achieve social mobility, and they amplify voices of underrepresented non-profit leaders. We are honored to get the opportunity to partner with United Way of the Triangle in raising up the future generation to be inclusive, welcoming and equal. W.A.R.M. Home can mean a lot of different things- the people around your dinner table, a hug from a loved one, a smile of understanding, or—home can mean a house. Wilmington Area Rebuilding Ministry has spent the last 24 years repairing, rebuilding, and making houses accessible to all in the Wilmington area. WARM’s dream is that all people, regardless of income or ability, would be able to live safely in their home. 24 years ago, WARM recognized the need that the Wilmington community had for urgent home repairs, hurricane recovery, and accessibility upgrades- especially their neighbors who fall into low-income or disability categories. WARM rallies volunteers and staff members to love and serve the community by protecting the dignity and independence of people while providing the resources and labor needed for house repairs. We will continue to support WARM in hopes that one day all people will have access to a safe home. Read and Feed 14 years ago, Read and Feed recognized the need to create opportunities for every child in the Triangle to have access to grade-level books and to nourishing meals. Kati Mullan, Executive Director of Read and Feed, put it simply: “Every child should have access to the resources that allow them to love reading.” Due to COVID-19, Read and Feed has not been able to have any in-person tutoring, and they recognized that doing virtual tutoring is not realistic for a lot of families. Due to the technology restrictions some families may face, Kati mentioned that it is likely many students have not had access to grade level reading or consistent after-school meals since March. Opportunities for volunteers to get involved right now include conducting a book drive, sponsoring a child, supporting a food drive, and simply being ready to volunteer when in-person tutoring can resume. We are honored to have had the opportunity to partner with Read and Feed in the past and we look forward to getting to walk alongside this organization for years to come. American Heart Association In 1924, six cardiologists banded together to create an organization that would fight against heart disease and strokes. Heart disease and strokes claim the number one and two spots for global causes of death. The American Heart Association is the home-base to over 33 million volunteers and over 300 staff members. There are many ways to get involved with the work that the American Heart Association is doing. Some ways that the AHA suggest are the most impactful are to promote healthy lifestyle choices within your sphere of influence, advocate for your workplace to become healthier, participate in research, host charity events, and more. Recently, 39 Greene Team members participated in the annual American Heart Association’s Heart Walk. Greene Resources is proud to support the American Heart Association. Step Up Ministries As we continue to celebrate 20 Years of Purpose, we are honored to highlight our partnership with StepUp. We have had the pleasure of partnering with both the Raleigh and Wilmington locations of StepUp, and we’ve found in both cases our mission, vision, and purpose align seamlessly. StepUp is motivated by the mission of empowering and uplifting “Individuals in the community to reach their potential and live stable lives through satisfying work.” Like Greene, StepUp fights for every person to secure a living wage while advocating for justice and equity in the workplace. We had the opportunity to speak with Tyler Young of StepUp Wilmington, and he shared a powerful story from Felisha, a graduate of Jobs Week. Felisha (pictured) was laid off from her job at a law firm. Felisha felt a bit rusty entering back into the job search after a decade of employment. Through classes, presentations, and helpful tips, Felisha was able to nail a panel interview and land a new job! We are so glad to get to partner with StepUp as we work together to ensure people in our communities find purposeful and impactful careers. Food Bank of Central and Eastern NC This week for our 20 Years of Purpose Post, we are highlighting The Food Bank of Central and Eastern North Carolina. The Food Bank has provided food for people facing hunger in 36 counties for over 40 years. In 1980, the Food Bank began operations with the help of funding from a local partner. The Food Bank now partners with over 900 like-minded agencies to provide access to nutritious and sustainable meals to those facing hunger. The Food Bank’s mission is critical to our community– “Nourish People. Build Solutions. Empower Communities.” With these values at their core, they are doing the lasting work to ensure that no one goes hungry. LGBT Center of Raleigh Over the past few years, Greene Resources has had the honor of partnering with the LGBT Center of Raleigh in their mission to “serve, empower, and advocate for the well-being of our diverse LGBTQ+ communities”. Throughout a typical year the LGBT Center hosts various programs for members and allies of the LGBT community. This year, however, many events are taking place virtually. Last year, Greene Resources supported the LGBT Center of Raleigh in a few different capacities- more specifically by having 22 Greene employees and a few family members volunteer at the Out! Raleigh event in Downtown Raleigh. We are thrilled to have the opportunity to partner with the LGBT Center of Raleigh, and we are so excited for the day that we can participate in future events! Dress for Success Dress for Success, an organization focused on both The Triangle and the world, has spent the past 12 years empowering women to achieve their full potential in and out of the workplace. In just over a decade of calling The Triangle home, Dress for Success has served over 15,500 women. Dress for Success believes in providing opportunities for women to thrive in the workplace by building a network of opportunities, resources, and community. Dress for Success provides professional outfits to those who may need it, tips and advice for upcoming interviews, a community of other local women, and more. It is difficult to find a local organization more in line with our 20 Years of Purpose mission than Dress for Success! GiGi’s Playhouse GiGi’s Playhouse, a center dedicated to empowering individuals with Down syndrome, is a global non-profit and we are fortunate enough to have a location right down the road from us in Raleigh. GiGi’s Playhouse uses therapeutic based education systems and practices to raise up children with Down syndrome and stand by their side as they grow into adulthood. GiGi’s playhouse is committed to each family and child that walks through their doors by offering a wide variety of resources to assist families from pre-natal care all the way through adulthood. This past year, we’ve gotten the honor to walk alongside GiGi’s Playhouse as they’ve navigated the pandemic to ensure care and support for the families in which they partner. We look forward to many days to come of getting to partner with GiGi’s Playhouse. #20YearsofPurpose Posted in Uncategorized | Leave a comment Speak Up, Take Action – DEI Conference 2021 Recap Oct 04 2021 by Katie Wood “You can’t ask someone to leave part of their identity at the door.” No matter the door you hold the key to- a house door, an office door, a door to a place of recreation, or a door where people plan to spend their free moments- asking someone to leave part of their identity is asking them to deny a core part of their being, the very essence of what makes them, them. The Diversity, Equity, and Inclusivity Conference 2021, spoke to the very topic of celebrating the unique complexities of each human’s identity. As our recap, we’ve chosen to highlight four topics from this conference that we felt applied most to our recruiting world: disability and neurodivergence in the workplace, getting back up after a DEI stumble, tracking your DEI progress, and creating an inclusive environment for all. Disability and Neurodivergence In the Disability and Neurodivergence breakroom, participants were encouraged to begin to perceive disability and neurodivergence in the workplace in a different light than we may have been taught to view it in the past. One speaker in this breakroom challenged participants that if you think you don’t have people at your company with disabilities, they just haven’t told you yet. It is crucial to create a work environment that allows people across all spectrums of disabilities and neurodiversity to thrive. Like much DEI work, simply saying that your organization is committed to neurodiversity cannot be the end of the road- you must commit to accessibility and flexible work structures so that all people know that they are welcome and are set up to succeed. Accessibility is essential for some, and useful for all. We must begin to view projects, processes, and structures through the lens of accessibility. When building a new process or beginning a new project, build and plan to include accessible structures. By implementing the most accessible ideas from the planning stages of a new project, you are setting all people up for success. Getting Back Up When it comes to addressing DEI, we must recognize that each person’s journey will look vastly different from our own. If we imagine that each person is on a journey of doing DEI work, then we have to extend grace for people who may have only taken one step on their journey. Similarly, we must extend grace to ourselves if we seem to be a few steps behind another person. Your journey must begin somewhere, and the best place to start is by committing to learning, asking questions, and showing up to do the work. Throughout the DEI Conference 2021, many speakers made a point to note that people who are committed to DEI work cannot get discouraged when they stumble. One speaker mentioned that we are going to stumble, and we are going to say the wrong thing at times. The key is to do things with the right intentions. When we stumble, it is important to admit our mistake, apologize to whomever we may have hurt, correct our mistake, and then move on. John Samuels said, “Be comfortable with the uncomfortable,” and that is the basis of all DEI work. Admitting that we don’t know the answer to a question, but we are willing to do the uncomfortable work to learn is where the growth happens. Tracking DEI Progress From a corporate perspective of Diversity, Equity, and Inclusivity, it is important to set up processes to track DEI progress. The difference between quantitative and qualitative goals in DEI is the difference between stories and statistics. Both are equally important in measuring the effectiveness of diversity efforts. To accurately capture and measure the progress in DEI efforts, there needs to be good participation. Trust must be earned of the internal team to grow participation in the first place. Surveys should take place throughout the programs and efforts to gain feedback, and all team members should know their feedback is of the highest value. When people see that their feedback from past surveys is being acknowledged and implemented, they are more likely to participate in activities in the future. When sending a survey of any kind, but particularly regarding diversity, equity, and inclusivity, it is recommended to test your questions prior to sending the survey. Make sure that each question is written with care and consideration of the intent and will add value to your overall goals. Creating an Inclusive Environment Throughout the DEI Conference, we learned quite a few practical steps to creating an inclusive environment. First, we learned that the best practice is to go directly to people in your organization and ask if they feel included. Then, take these people seriously- especially when your personal experience may not line up with theirs. Next, it is critical to listen with the intent of understanding rather than listening with the intent of responding. When you listen to respond, your reaction is more likely to be defensive and closed-minded, rather than compassionate and willing to learn. Removing the Idea of a “Culture Fit” Next, as hiring managers, recruiters, and leaders in organizations, we should reconsider the use of “culture fit”. Many hiring managers often review potential employees, thinking, “Does this person fit into the culture we’ve created?”, whereas The DEI Conference speakers encouraged us to instead think, “What can this person ADD to the culture?”. Similarly, by assuming based off minimal interactions with someone, that they may be a good “culture fit” in the organization, often means that assumptions have been made about the candidates’ background. Microaggressions can be packaged in assumptions about who someone is, what their background may be, what they believe, and so much more. We should allow there to be room for people to show up as they are and thrive with no expectations of fitting a pre-conceived culture mold. What may feel welcoming to one, may not feel welcoming for all. As organizations committed to Diversity, Equity, and Inclusivity, we should “see folks where they are but also for what they can be,” said Curtis Hill. Creating an inclusive, diverse, and equitable environment in the workplace starts with opening the doors to conversations involving all people. From there we need to recognize that DEI work is a journey, and people may be in many different places on the DEI spectrum. We are forever grateful to the Triangle DEI Alliance, The Raleigh Chamber, the DEI Conference planning committee, and so many others for the thought and intentionality that goes into the planning and behind-the-scenes work for this event. We are betterco-workers, friends, and neighbors because of it.. Thank you. Posted in Culture, Human Resources, Recruiting and Hiring | Tagged 2021, Business, conference, DEI, diversity, employee engagement, equity, inclusivity, jobs, pandemic, raleigh, Raleigh Chamber | Leave a comment How To Find Your Dream Job Sep 09 2021 by Katie Wood These days, there are plenty of job opportunities and the demand for talent exceeds supply. However, this does not mean those opportunities are the right ones for you. Landing your career of choice requires strategy- preparation, creativity, diving deep into your network, or building your network, and treating your job search as a full-time job in and of itself. The following steps will help you find your dream job. Identify your gifts To create better success in your job search, first take the time to identify your gifts. What do you LIKE to do? What do you do WELL? What do you want to LEARN and keep on learning? Create three columns and list your answers, being as specific and creative as you can. As you create the lists, begin to think more in terms of why an employer should hire you. The key is to know (or be able to imagine) what a potential employer may need. Develop a Target List. Second, you will want to begin to develop a target list of potential employers. You can enter keywords from your list on job sites along with geographic areas and see what types of companies have those keywords in their job descriptions. These might include opportunities in industries or jobs about which you have not previously thought. Start with one industry at a time. List the roles for which your strengths, abilities, and experiences are best suited. Then, list the companies that hire for those positions whether they have current openings or not. Outline the quantifiable impact you can make performing these jobs at these companies. What are your measurable accomplishments? In essence, you are creating a case study of why you are the best applicant for such a position. In the end, you are defining the perfect job, the perfect type of industry and company, and the perfect location. For example: Mechanical Engineer at a scientific instrumentation company specializing in gas chromatography Events Coordinator for a chamber of commerce in the Triangle Online Researcher for a law firm specializing in patents and trademarks If you don’t know what you want to do, try starting with The O-Net Interest Profiler “My Next Move,” which is sponsored by the U.S. Department of Labor: https://www.mynextmove.org/explore/ip Identify and Research Target Companies A part of the previous step was identifying specific companies. Continue to do this, identifying and researching target companies. Which employers match your ideal profile? List their name, location, industry, and any other information you find. If your target matches a previous employer, then add that firm’s competitors to the list. Research the target industry to add more companies to the list. Some resources to help you do this include: Alumni Associations Job Openings/Job Boards (Indeed) Social Media (LinkedIn, Facebook) Search engines (Google) Recruiters Personal, Social and Business Networks Chambers of Commerce Newspapers/Publications/Libraries Nonprofit organizations Start investigating the companies in depth. You’ll need to know as much as you can about the company, products, services, customers, competitors, technologies used and the challenges the company faces. You’ll be trying to answer three questions: Is this company a good fit for me? What are the employer’s needs? How can I present myself to meet those needs? Who are the key decision makers and influencers – what is important to each of them? By defining your gifts, creating a target list, and researching ideal companies, you are positioning yourself for success in your career search. At Greene Resources, our recruiters are here to help you in your job search- from defining your gifts, identifying target companies, to perfecting your resume, we’re always one phone call away from helping you get one step closer to your dream career. Check back next week for our advice on getting your foot in the door. Posted in Recruiting and Hiring, Your Career | Tagged Career, dream job, hiring, jobs, new job, now hiring, recruiting | Leave a comment I am Not My Hair! – WLC 2021 Recap Jun 11 2021 by Katie Wood (**We recommend reading this recap while listening to “I am Not My Hair” by India.Arie**) North Carolina lawmakers are seeking a hearing for Senate Bill 165 and House Bill 170 which, if acted upon, would ban discrimination statewide against persons based on hair texture or hairstyle, traits historically associated with race. These bills are both being backed by The CROWN Act, led by the CROWN Coalition and Dove. The CROWN Act and the CROWN Coalition were both created by people around the country in an effort to ensure there is protection in the workplace and in public schools against discrimination on the basis of race-based hairstyles. A recent publication by Social Psychology and Personality Science backs the claims that Black women with natural hairstyles are perceived as “less professional [and] less competent” than Black women with straightened hairstyles or White women with straight or curly hairstyles- specifically in their places of work. [1] In addition, The CROWN Act recently reported that “Black women are 1.5 times more likely to be sent home from the workplace because of their hair.” [3] “Hair discrimination is a form of racism,” said Judge Ashleigh Parker Dunston at the Women’s Leadership Conference 2021, when asked how Black women’s hair becomes a debated topic of conversation in the workplace. The mental, physical, and emotional toll that hair assimilation is taking on Black women in the workplace has far surpassed the need to ban hair discrimination by law. “There is an anxiety associated with having to assimilate,” and companies need to have systems in place to constantly be reviewing policies that discriminate against people’s appearances. Doing the work to expose and eliminate unconscious biases in the interview process and in the workplace as a whole, is a necessary journey in creating spaces that are safe and inclusive of all. Many companies have dress code policies in place that may be leading to racism and inequity at work. Some people may associate hairstyles, such as: dreads, locks, afros, or other natural hairstyles with being “unruly” or “unkempt.” In this case, the hairstyles that may feel most safe, comfortable, and easy to a woman of color are deemed not a fit for the workplace. Not only does this, in turn, impact the mental health and confidence of a Black woman who is not able to wear her hair how she pleases, it also affects that woman’s ability to show up to her job and simply get her work done. “When hair becomes the topic of conversation in a meeting, it becomes hard to get your work done,” noted Kacie Fore, to which Chanae Wilson responded, “There is a comfortability and confidence that comes with being able to wear your hair in a natural state.” Though recognizing our biases and discriminations in the workplace and in the hiring process is only the beginning, it paves the way for a more safe and equitable work force. The CROWN Act stands for “Create a Respectful and Open World for Natural Hair,” and states that “no person, firm, corporation, unincorporated association, State agency, unit of local government, or any public or private entity shall deny or refuse employment to any person or discharge any person from employment because of traits historically associated with race or on account of the person’s hair texture or protective hairstyles. The following definitions apply in this section: Protective hairstyles. – Includes, but is not limited to, such hairstyles as bantu knots, braids, locks, and twists.” (2) We are committed to a life-long journey of learning, and we hope to always choose to evaluate internal processes to create an equitable space for the workforce of today and tomorrow. If equal rights in the workplace and in public schools on the basis of race-based hair discrimination is something for which you are passionate, you can visit https://www.thecrownact.com/ to sign the petition (https://campaigns.organizefor.org/petitions/help-make-hair-discrimination-illegal) and send a letter to your State and US Representative using the CROWN Coalition’s template: https://www.dove.com/us/en/stories/campaigns/the-crown-act.html Posted in Uncategorized | Tagged women, women leadership, womens conference | Leave a comment How to Format a Resume – Best Practices, Tips, and Tricks May 28 2021 by Katie Wood In 2018, The Ladders, an online job search service, conducted a study using eye-tracking software that showed that the average recruiter can decide on a candidate based on skimming their resume in 7.4 seconds. The eye-tracking software showed that the recruiter looked at your current position and company, your previous position and employer, then they skipped straight to your education background. If your resume makes a good first impression, then the recruiter or hiring manager will go back through and sift through the remainder of your resume. Your resume is oftentimes your one shot to a foot in the door of your dream job, and it can feel daunting to have to summarize all of who you are, what you have accomplished and what your dreams are in one or two pages- especially now that you know you only have 7.4 seconds to capture your audience’s attention. Each profession, position, and company functions differently and will value different things on your resume. There is always value in studying the job posting for which you are applying and structuring your resume around the specific language and skills that are mentioned on the job posting. There will never be a one size fits all strategy for creating a resume as it is a record of your achievements, experience, and goals. However, we believe there are a few things you should and should not do when structuring and writing your resume. Do Add Clearly Defined Sections to Your Resume With just 7.4 seconds, it is extremely important that the structure and flow of your resume is clear, concise, and easy to follow. We recommend a few key sections that should be included on your resume: Your Name and How to Contact You Summary of Your Experience or Summary Statement Professional History and Relevant Work Experience Education Relevant Skills and Certifications Anything Else That is Relevant- Awards, Interests, Community Involvement, etc. Do Put Thought and Intention Behind Your Font Size and Style Selections Generally, you should never use more than two fonts on a formal document. When you get past two font styles, your resume can become hard to read and confusing to follow. Sticking with one font is also acceptable. While Times has traditionally been the most popular font, to stand out perhaps choose a different font – a Serif font to be more formal or a Sans Serif font to be less formal. When choosing to use two fonts, we suggest picking one Serif Font and one Sans Serif Font and sticking with those throughout your resume. Here are a few Serif and Sans Serif matches that go well together or can be used individually and are widely available: To help differentiate your resume sections, consider using your Sans Serif font for your section headings and sub-headings and your Serif font for the details within each section. To best ensure something stands out between the section header and the body copy, utilize italics. For example: A simple change in font and angle can go a long way in making sure the points you want to stand out, do! Don’t Add Clutter Just to Fill the Page To ensure your resume is relevant to the hiring manager and will be sure to catch their eye, add key words to your resume that you grab from the job posting. It is important to remember that you just have 7.4 seconds to grab the attention of the person reviewing your resume, you don’t want to risk those 7.4 seconds being spent on fluff that you added to take up space. Make sure every word, descriptor, adjective, and defining statistic in your resume is added with intention and purpose. Do Keep Your Language and Verbiage Consistent We recommend using “Active Voice” in your resume. Typically, writing in the Active Voice is clearer and more enjoyable to read. Whether you choose to write in Active Voice or Passive Voice, you should always hold a consistent tone and voice throughout your resume. Here are a few examples of how you can turn a Passive statement Active: PASSIVE: A 10% growth across all social media platforms was achieved in my department. Was promoted after I worked at the company for two years. Clear communication was one of my greatest strengths. ACTIVE: Over one year, my team grew each social media platform by 10%. Earned a promotion within two years of employment. Recognized for clear communication and the ability to unify a team. Don’t Send Every Company the Same Resume More important than any other bit of advice we’ve offered, we strongly suggest never sending the same resume twice. Every job is different, every company functions a little differently, and every hiring manager has different priorities in mind. We recommend studying the job posting for which you are applying and doing your best work to understand how your skills and experience make you a good fit for this job. If you use the job posting to determine what the hiring manager is seeking, you should then use those descriptors throughout your resume, and highlight your relevant experience. This will allow your resume to stand out as a strong fit amongst the pack. Lastly, we recommend updating your professional social media sites, such as LinkedIn, to reflect the information that appears on your resume. Your LinkedIn should reflect the same titles, companies, and dates that your resume does. By ensuring consistency, you are establishing a relationship of trust and truthfulness from the beginning. See our Resource Center for more helpful tips! Posted in Job Seekers, Your Career | Tagged font styles, how to, Recruiting and Hiring, resource center, resume, resume advice, resume help, resume sections | Leave a comment How to Answer the Most Commonly Asked Interview Questions Apr 08 2021 by Katie Wood As recruiting experts, we interview a lot of people, and know that looking for a new job can feel intimidating, overwhelming, and confusing. Over the next several months we will publish a series of blogs to help you, the job seeker, feel more comfortable with what to expect during the job-search and interview process. We will include tips on how to prepare for your job search, guides on how to address common interview questions, what to do after that interview, and how to handle the offer process. This blog series begins today with the interview process; below we will give our best advice on how to answer some common interview questions you may encounter as you begin interviewing for your next job. Tell Me About Yourself “Tell Me About Yourself” can feel like an incredibly overwhelming question to answer in an interview. It is important to remember that the interviewer is human, just like you, and usually has your best interest in mind. Typically, an interviewer uses this question to segue from when you introduce yourself into the rest of the interview- your answer to this question can determine the direction that the interview will take. This is a great opportunity to highlight things that you want to make sure the interviewer knows about you! It is best to answer this question in three parts: the past, the present, and the future. For example, you could answer the interview question, “Tell Me About Yourself,” like this: “I attended college at Appalachian State University where I earned a Bachelor of Science in Communication with a focus in Creative Advertising. From there, I worked as an in-house graphic designer for a national distribution warehouse. However, now I am looking to pivot to an agency setting where I will have the opportunity to work across several different clients in multiple capacities.” How Did You Hear About This Job? Whether you heard about the job for which you are applying through a friend, or you found the job on a job board, this question is the perfect opportunity to share what you know about the role, what makes you excited about it, and why you would be good at it. If you heard about the job through a friend, this is your chance to drop their name and share about your connection. In addition, there is never harm in bragging to the interviewer about what impresses you about the company at which you are interviewing. We suggest answering the interview question “How did you hear about this job?” like this: “I found this specific posting through a search of local openings in the marketing field on LinkedIn, I’ve admired this company for a long time, so I was thrilled to see a position open for which I know I would be the perfect fit!” Why Do You Want to Work Here? This question offers the perfect opportunity to brag on the company with which you are interviewing. Do your research ahead of time and pick out a few things that make the company really stand out to you. If you cannot find anything that makes the company impressive in your eyes, it might be a red flag. Your response to this interview question does not need to be lengthy or cover many topics. The interviewer is probably trying to gauge what you know about the company and whether or not you came to the interview prepared by having done your research. For example, you could answer this way: “I am so encouraged every time I see anything about your company in the local news, on social media, or through various connections. People in the community as well as your internal employees have wonderful things to say about this company’s commitment to diversity and serving local non-profits, both of which are things I am extremely passionate about. I also noticed that your company has earned the Greatest Company in Raleigh Award three times in a row- it would be an honor to work for such an outstanding organization.” Why Should We Hire You? This question is really the perfect segue to get to brag about yourself. Remember to keep your answer professional and to the point. We recommend answering this question in three parts: your skills, your results, and your personality. What you want to avoid here is providing a generic answer or potentially disparaging any of the other candidates who may be interviewing. Show that you are the perfect fit for this position by providing examples of how you may fit in with the team, how you have overcome difficult problems at work in the past, and how your skills match the position. Do your research about the position beforehand and incorporate examples from their job posting into your answer. What Are Your Greatest Weaknesses? While choosing how to respond to this question, you need to be careful to walk the middle ground of confessing something that may be a huge red flag and being untruthful by saying that you have no flaws. A good choice is to answer this question by sharing an example that can also be viewed as a strength. We suggest answering like this: “I am a very detail-oriented person, meaning that sometimes projects take me longer to complete, because I want every last detail to be perfect. I have been working with my current mentor to overcome this by creating a system to help me identify the priority level of tasks to be completed as well as ensuring I understand the various project deadlines so that I manage them effectively.” Tell Me About a Time You Made a Mistake at Work. The interviewer is probably asking this question to gauge whether you can own up to your mistakes, self-reflect, and show the initiative to ensure the mistake does not occur in the future. We suggest answering this interview question in three parts: What was the mistake? How did you fix it and what did you learn? What are the steps you took to make sure that mistake does not happen again? For example, you could answer like this: “During a busy season at work, I missed the deadline for submitting a flyer. Because of my mistake, a few of my coworkers had to step in to help me get the flyer made. I learned how crucial it is for me to prioritize each of my daily tasks by importance and ensure that I block time on my calendar to work on each project. Since then, I have created my own system to calculate how many hours are likely required to complete the tasks on time and to remind me of deadlines coming up.” Why Are You Leaving Your Current Job? When replying to this question please know there is no value for you, your past employer, OR your future employer in talking negatively about your past/current job. Rather than talk negatively about your past employer, use this as an opportunity to brag on the company with which you are interviewing. If you were let go from your last job, it is okay to answer by saying, “Unfortunately, my position ended,” and leaving it at that. We suggest answering this question like this: “As much as I enjoy my current position, I am seeking opportunities for growth and increased responsibilities. I would really love the opportunity to increase my responsibilities by overseeing incoming creative requests from beginning to end, and I know I would have that opportunity here.” Do You Have Any Questions for Us? You should always come to an interview with questions prepared and be listening during the interview for anything the interviewer says about which you may want clarification. We suggest approaching this question as an opportunity to make sure this position is the right fit for YOU. Here are a few questions you could ask: What is your favorite part about working here? What is your favorite project on which you have worked in the past year? Is there anything else I may share with you to add clarity about me as a candidate for this position? What are the growth plans for your department or the company overall? In your eyes, what does success look like in this role and how is it measured? Check out our TikTok for answers to the most commonly asked interview questions! Posted in Job Seekers, Your Career | Tagged interview, interview questions, interviewing, job seeker, Recruiting and Hiring | Leave a comment Gen Z and Racial Equity in the Workplace Apr 02 2021 by Katie Wood A Courageous Conversation Recap A few weeks ago, Greene Resources had the opportunity to attend a Courageous Conversation hosted by the Raleigh Chamber about Recruiting and Retaining Young Black Talent. This event featured speaker Raven Solomon of Raven Solomon Enterprises, as well as a panel of young local leaders: Melanie Flowers, SGA President NC State University, Ian Finley, SGA President, Shaw University, Greear Webb, Student Activist, UNC Chapel Hill, and Moderator, Danya Perry, Director of Diversity, Equity & Inclusivity of the Raleigh Chamber. A recent McKinsey study, Race in the Workplace, offered advice for recruiting and retaining Black Gen Z Talent. McKinsey suggested that the three key pillars to intentionally diversifying your workforce are: representation, a commitment to DEI, and showing support and belonging to your employees. This study guided the panelists’ conversation during this impactful and honest Courageous Conversation. Representation Raven Solomon of Raven Solomon Enterprises shared that “77% of GenZ workers said that a company’s level of diversity affects their decisions to work there.” Ian Finley, SGA President of Shaw University, communicated the importance of understanding the culture of the people you are hoping to bring onto your team. He stressed that when he is looking to apply for a job, he immediately notices companies that want to see him grow by providing access and opportunities to grow and learn within the organization. Melanie Flowers, SGA President of NC State University agreed with Ian’s sentiments by communicating that she feels the most seen in an organization with people who she identifies with in positions above her. Melanie expressed her fear of entering an organization where she will have to be the first or only woman of color to break through the barrier of high-level roles. Commitment to Diversity, Equity, and Inclusion Theodora Smith, Greene Resources’ Human Resources Manager noted that her biggest takeaway from this Courageous Conversation was supporting Generation Z and their values in the workplace. In addition, Cassandra McNeil, a Search Consultant at Greene noted that it is essential for employers to provide layered support for Black Gen Z individuals. Whether it is providing opportunities to grow in the community, through mentorship or sponsorship, it is crucial to show commitment to DEI through actions rather than stopping at a statement. During the panel, Melanie commented that it is easy for her to notice when a company is silent. She said, “People [and companies] have platforms, and when they go unused, it’s definitely heard.” Support and Belonging “You cannot ask someone to leave part of their identity at the door,” Raven Solomon explained. Inclusion for each individual is what leads to equality. Karah Lizote, a Recruiting Specialist at Greene reflected on this Courageous Conversation by noting how impactful this part of the conversation was for her. Karah noted, “We cannot discourage Gen Z from letting their passion show through in the workplace…Inclusion and belonging are how we are going to recruit and retain top Black Gen Z talent.” Danya Perry wrapped up this discussion by urging employers to shift culture language from encouraging applicants to be a “culture fit” and rather to be a “culture addition,” insinuating that it is far more important for a person to add to the culture of a work community, rather than being forced to fit a pre-existing culture mold. We are so thankful for the Triangle DEI Alliance offering programs such as Courageous Conversations. The Triangle DEI Alliance hosts a variety of different events throughout the year, including: We Connect, Black Business Momentum, Hispanic Business Momentum, Courageous Conversations, and the Diversity, Equity & Inclusivity Conference. For all of these events and more about the Triangle DEI Alliance, visit their website at triangledei.org. Posted in Culture | Tagged diversity, equity, GenZ, inclusivity, racial equity, Raleigh Chamber | Leave a comment Onboarding a New Employee Remotely Jan 26 2021 by Katie Wood As the COVID-19 pandemic has continued to evolve and shift, most companies have continuously had to implement creative solutions to problems that used not to exist. One problem many have had to face, among a long list of others, is thoughtfully and successfully onboarding new employees remotely. My name is Katie, I am the Marketing Specialist at Greene Resources. I was the first internal employee that Greene Resources hired and fully onboarded remotely in the COVID-19 Pandemic. As I look back on the past five months, I recognize the ways in which many of my co-workers and teammates played an integral role in my smooth transition. I would like to share a few things that I believe companies should consider to effectively, carefully, and intentionally onboard a new employee remotely. Overcommunicate As I prepared to walk into our office on the morning of August 17 to retrieve my computer and keyboard, I felt prepared and confident. My manager took time before my first day to ensure I knew directions to the office, which elevator to get on, who would be meeting me in the lobby, and exactly what to expect upon arrival. When I now reflect, knowing what I do about my manager’s schedule, I am floored that she still made time to ensure my comfortability going to the office, send me detailed instructions about my arrival, and lay out an entire schedule for my first two weeks of work. Immediately, when I accepted my position and made plans for my first day of work, my manager ensured every single detail about safety and beginning my job were communicated thoroughly. As a fellow Type-A individual, I felt incredibly cared for simply because I received an email walking me through exactly what Day 1 would look like- down to the parking spot that was most convenient to access the front door. Beyond my first day, my manager, my teammates, the leadership team, and every other individual with whom I’ve had the opportunity to work has demonstrated thoughtful and thorough communication- something that I now know is modeled from the top down and is implemented in every single role within our organization. Be Prepared Feeling prepared is an essential part of effectively transitioning or onboarding into any new role. The world of remote work brings many new challenges and obstacles to overcome. Not only are people facing the challenges of faulty internet, pesky pets, and roommates and family members who need attention, but our technology teams are also facing the reality of people not being quite as tech savvy as they maybe once thought. Within my first month of working for Greene, my computer died, and my Internet failed more times than I would like to honestly admit. Luckily for me, our IT Team was in the process of rolling out an entirely new remote system for submitting tech support tickets. Because Greene Resources and our Tech geniuses were prepared for the difficulty that came with onboarding an employee remotely, each of my problems was greeted with more than sufficient help, generosity, and comfort. I feel as though I am set up well and I am empowered to do my job well because of the people that have gone before me to think through the potential issues that could arise when a new employee begins work remotely. Invest in an Inclusive Culture From my very first interactions with internal Greene Resources employees, I knew I was entering into a diverse, inclusive, welcoming, and fun community. Before COVID, when a new employee walked in for their first day at Greene Resources, a green carpet would be rolled out before them with all of their new coworkers high fiving them as they made their way to their desk. When COVID hit and our office went fully remote, our Leadership Team pivoted and found a new way to engage employees while onboarding on their first day to ensure they felt the full welcome entourage. As I walked into the office on my first day to pick up my computer, I was greeted by the entire Leadership Team on a Zoom call with “Welcome, Katie!” backgrounds. Any fear or hesitation immediately dissolved when I saw the faces of the company so thrilled to greet me. There is something to be said for members of our leadership team carving out time in their day to ensure I felt welcomed and excited. Further than my first day, I felt nervous about making friends and getting to the point of making real connections with my co-workers. Almost immediately, when I logged onto Microsoft Teams, I was greeted by numerous Greene Team members dropping by to say hi, welcome me to the company, and find common ground on which we could relate. Nobody forced my now co-workers to be kind, inclusive, and welcoming to me- it is just who they are, it is a lifestyle that is modeled by every leader, manager, and entry-level employee I’ve met at Greene. Though we don’t yet see an end in sight to the days of working from home or onboarding remotely, we can definitely admit we’ve all gotten a *little* better at it. As we continue to walk down this unpaved road together, I hope we can continue to grow together, looking out for each other, empowering each other to show up each day with our all, and being as welcoming as we possibly can- even through the computer screen. Posted in Culture, Recruiting and Hiring | Tagged covid-19, hiring in a pandemic, how to, inclusivity, new hire, Onboarding, Onboarding Remotely | Leave a comment Common Questions When Hiring During a Pandemic Dec 18 2020 by Katie Wood It is not breaking news to write that many wonderful candidates have been impacted by the global pandemic. Fortunately for your company that may be searching for great talent, there are candidates who are highly motivated to find a new career. We have received several questions from hiring managers who are considering adding employees to their team. Included below are the most common questions we receive along with our advice. How Quickly Should I Be Making a Hiring Decision? Has the Hiring Timeline Changed? It depends. As always, many hiring questions are dependent on your individual circumstances and needs. The more experience required with a position, the longer the hiring process may take. Similarly, the more people that need to be involved in the decision may also impact the amount of time the hiring process takes. We suggest accelerating the process as much as possible without sacrificing the quality of the decision. Regardless of the timeline, be as transparent as possible with the candidates, and be sure to meet all established deadlines for follow up. Rest assured, the quality candidates will likely have multiple offers to consider and your ability to keep the process moving forward will make a big difference. With much uncertainty in the world, it may feel fitting to delay your hiring process for as long as possible. However, we are seeing multiple opportunities being presented to candidates, and they are extremely motivated to accept their new position. The longer you wait, or the longer the process takes, the greater the chance the candidate you want will move forward with another opportunity. How Do I Compete with Companies That Are Still Offering Remote Options When We Are Back in the Office? Transparency is Key! The best way to navigate a conversation about your current work location and accessibility is to approach the conversation with full transparency, and always consider the situation and needs of all involved. You know your options and flexibility better than anyone, and all parties will benefit from open and honest dialogue. Clearly sharing the procedures in place to ensure everyone’s health and safety will also reduce potential concerns. Be mindful of individual needs that may arise, such as health factors, kids participating in remote learning, comfort levels, and more. A candidate can only bring their best work to the table in an environment in which they feel comfortable and supported. Even slight variations and increased flexibility to the work schedule can make a difference. Is There Value in Considering a Candidate Who May Work Remote Indefinitely? Yes, whether a candidate could potentially work remote indefinitely due to health concerns, location and proximity, or a myriad of other reasons, is certainly worth considering. All employees, employers, and situations are different. An employee will thrive if they are set up for success and they feel as though they are an equal part of your team- whether they join you through the computer screen or in-person when the time comes for you to return to the office. We are seeing companies finding ways to allow for remote work. Expanding your candidate search outside of your region can open the candidate pool exponentially, providing greater diversity with candidates. We are not prepared to onboard a full-time employee, but still need help, what should we do? Contract Roles Contract roles offer clients and candidates the opportunity to ensure the fit is right before committing long-term. Clients and candidates are encouraged to face their current hiring situations with an open mind, due to the uncertainty of the next few months, meaning more employees and employers are open to considering contract options. At Greene Resources, our goal is to connect people and companies in such a way that jobs become purposeful, impactful and long-term careers. We welcome your questions and look forward to the opportunity, through COVID-19 and beyond, to fulfill this mission with you. Posted in Uncategorized | Tagged best hiring practices, COVID, hiring, pandemic | Leave a comment Page 1 of 11 1 2 3 4 5 6 7 8 9 10 11 > Stay Connected Our Story Our Community Involvement Our Culture Our Leadership Team Join the Greene Team Categories Business Development Culture Greene Gives Back Human Resources Job Seekers Leadership Recruiting and Hiring Retention Uncategorized Your Career Archives November 2021 October 2021 September 2021 June 2021 May 2021 April 2021 January 2021 December 2020 October 2020 September 2020 August 2020 July 2020 June 2020 May 2020 April 2020 March 2020 February 2020 January 2020 December 2019 November 2019 October 2019 September 2019 August 2019 July 2019 June 2019 May 2019 April 2019 March 2019 February 2019 January 2019 December 2018 November 2018 October 2018 September 2018 August 2018 June 2018 May 2018 April 2018 March 2018 February 2018 January 2018 December 2017 November 2017 October 2017 September 2017 August 2017 July 2017 June 2017 May 2017 April 2017 March 2017 February 2017 January 2017 December 2016 Awards 6601 Six Forks Road • Suite 440 • Raleigh NC 27615 • Phone: (800) 784-9619 © 2021 Greene Resources. 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