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#WeAreGreenKey: Spotlight on Kyle Gierke

08Feb
Green KeyGeneral Interest, Healthcare

Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.  

We met up with Kyle Gierke, Staffing Manager on the Healthcare team at Green Key. Kyle started his journey at Green Key almost 3 years ago, when he transitioned his career back to agency recruiting.

How did you get started in recruiting?

I started working in logistics and sales, which consisted of a lot of cold calling and was missing a work-life balance.  I had future aspirations of starting a family and knew an industry change was in my future.  I was brought on by a staffing firm and broke into the world of recruiting.

What do you find the most rewarding about your work?

From a leadership perspective, I love being able to see the team learn and grow. Being raised by a basketball coach has always taught me the importance of team success. The most rewarding aspect of working with candidates and clients is hearing about their high level of satisfaction.  For example: Receiving thank-you notes from candidates sharing how thankful they are for our help and how much they love their positions. Hearing those success stories is the most rewarding part of recruiting to me.  

What tips would you give someone looking to get into healthcare recruiting?

I would say be ready for the roller coaster ride as there are a lot of ups and downs in recruiting.  You can have one week where everything goes right and another where you can’t catch a break.  Here at Green Key the management team brings a lot of resources to us to help us with our work. They are willing to invest into new tools to help us get an edge on the competition. We also have an open-door policy, checking in with us on both a personal and professional level. When we feel things couldn’t get any worse, we know we have the support at Green Key from all levels of management.

What keeps you coming back to this business every day?

Besides being able to provide for my family, the satisfaction of helping others and changing their lives is a major part of what keeps me coming back.  At Green Key, they take a hands-off managing approach the opposite of the micro-management type companies.  It does take very self-motivated and disciplined individuals to succeed in that type of environment, and that is where I thrive. 

2024 marks 20 years of Green Key, how would you describe your experience since starting your career with the healthcare team?

After leaving my first agency role, I was a bit burnt out and wanted to leave recruiting, so I tried different industries. Then a colleague I had worked with previously and I work alongside today at Green Key (Trisha Hankins), reached out to me to interview for a position. So, I interviewed with three partners, Deloris Jones, Tony Giarratana, and Matt Kutin and saw the vision that they had for me at Green Key.  They have always been there for me with monthly check-ins, answering my calls when I need to vent, and helped me grow as a leader. These Green Key leaders have been the ones I can turn to for both personal (congratulations/condolences) and professional advice through some of the most challenging times in my life. What Green Key means to me is family and outstanding leadership.  That has helped me develop into the father, recruiter, and leader I am today.

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Diabetes and Weight Loss Is a High Risk for Cancer

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Jun 6, 2023

Diabetes and Weight Loss Is a High Risk for Cancer

A just published study says adults with recent-onset diabetes who have lost weight – even as little as 1 pound – are at higher risk of developing pancreatic cancer. The greater the weight loss, the higher the risk.

Published online at JAMA Oncology, the study found that individuals with recent-onset diabetes who lost between 1 and 4 pounds had a 25% higher risk of pancreatic cancer, while those whose weight loss was more than 8 pounds had a 92% higher risk than those who had no weight loss.

When compared to those without diabetes, the risk of developing cancer was almost 7 times higher for those with the biggest weight loss.

That there’s an association between diabetes and pancreatic cancer is well known. Previous studies have shown that recent-onset diabetes and unintentional weight loss could lead to developing pancreatic cancer.

“The more novel finding here is that when both risk factors are combined, the risk is even greater,” said Peter Campbell, PhD, scientific director of epidemiology research at the American Cancer Society.

The significance of these findings, according to the researchers, is that individuals with recent-onset diabetes accompanied by weight loss “may be a group for whom early detection strategies would be advantageous.”

“Pancreatic cancer is the third-leading cause of cancer-related death in the United States, with a 5-year survival rate of less than 10%,” wrote Chen Yuan, ScD, with the Harvard Medical School and Dana-Farber Cancer Institute, and his research colleagues.

“This low survival rate is largely associated with the diagnosis occurring at an advanced stage when the cancer is no longer curable.”

By monitoring high risk individuals, as is done with those having a family history of pancreatic cancer, the chance of detecting it early improves markedly and substantially increases the survival rate.

How aggressively this should be done for those with recent-onset diabetes and weight loss requires additional study, the researchers said.

However, “The coexistence of these symptoms should be recognized by clinicians given that both the relative and absolute risks for pancreatic cancer are high, particularly in individuals with healthy weight before weight loss or those who are not trying to lose weight through changes in physical activity or diet.”

Photo by Samuel Ramos on Unsplash

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General Interest, Green Key News, Professional Support, Worklife
Jun 6, 2023

Green Key Unlocked: Company Culture in Pandemic Aftermath

General Interest, Green Key News, Professional Support, Worklife
Jun 6, 2023

Green Key Unlocked: Company Culture in Pandemic Aftermath

The coronavirus pandemic altered our lives in more ways than we can count. While masks and social distancing have become the new normal, so has the outlook of the corporate world. In the past year, more adults than ever have been making large career changes and bettering their work lives. In August of 2020, a record 4.3 million people quit their jobs in the U.S., in what many are calling “The Great Resignation.” 

What is causing this recent corporate trend? 

With canceled events and offices closing down, many professionals had a chance to reassess their wants and needs. This led to a huge surge in job departures and industry switches. Compensation and advancement opportunities were common factors, but the biggest reason? Lack of appreciation. 

“One of the things I hear the most when talking with job seekers is they feel undervalued in their current role,” says Kiki Tyler, Account Executive of Office Support at Green Key Resources. Clients reaching out are concerned about company culture, a detail many have overlooked in the past. Work from home culture has taken a significant effect on the importance of flexibility.  

In short, money isn’t everything. Job hunters want to know they can be trusted by their managers to get their work done. Gone are the days of long commutes and being chained to a desk. This need for a healthy work-life balance is what caused many people to flee their previous jobs. 

In a recent Prudential survey polling 2,000 adults, 87% said they’d prefer to work remotely at least one day a week. In fact, 42% of them claim that if their company didn’t allow fully remote work, they would find work elsewhere. This has caused a major shift in the way companies are treating their employees. 

Tyler says, “Throwing money at the problem isn’t going to make it go away. Increasing an employee’s salary to get them to stay is a short-term solution to a bigger issue. Company culture and communication are two places to look for low, no-cost solutions companies can implement now to make people feel more valued and appreciated today.” 

How can employers value their employees? 

These changes are happening quickly and companies will feel the need to keep up. The cost of filling lost roles versus making simple changes is becoming more and more prevalent. And while the perfect company culture varies from person to person, feeling “burned out” and underappreciated is no longer considered acceptable. 

Anthony Klotz, an associate professor of management at Texas A&M who coined the phrase “The Great Resignation”, says, “I think employers are going to need to do some trial and error, run some experiments on different setups. Organizations should approach this like a scientist.” 

This new work-life balance demand might seem difficult to achieve, but can definitely bring along some positive experiences. Valued adults produce better work. Various happy hours and free yoga will no longer suffice. Companies need to listen and learn from their employees, while growing together with them in this new age of work options.  

To find your new career and connect with one of our talented recruiters, visit our jobs page today to get started. 

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