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Five Job Search Tips to Help You in 2018

December 6th, 2017

The New Year is just around the corner, which means that you might be thinking about new goals for yourself and your career. For many, finding a new or better job is one of those goals. As the job industry continues to shift year after year, it’s important to reconsider how you go about finding the right job for you, and yes, even getting hired at the  job.

In 2018, these are the five go-to tips to help you find the right job for you.

1. Don’t Rely on Qualifications

Yes, you read that correctly. Don’t rely on the qualifications listed in the job description as a clear indicator of whether or not you should apply for the position. If it’s a job you feel passionate about and that excites you, you should apply – even if you don’t have every qualification listed. It’s a small risk to take for what could be a major reward.

2. Create a Support System

As you look for and apply for jobs, begin to create a solid support system. This support system can help you find great job opportunities as well as act as your references when you get to that stage of your job search. Connect with previous coworkers and managers who would be happy to speak on your behalf. They may also know of open positions in your industry that you would be a great fit for. You also may want to consider using a staffing agency to help you along the way. They can assist in finding the right job for you, interview coaching, and you can use them for the short- or long-term.

3. Get to Know Mentors

If you look up to a mentor in your profession or admire a coworker or supervisor, get to know them. Ask them to have coffee with you one morning so you can get to know them, hear about their own career experience, and learn from their advice. It might seem awkward to you, but they’ll be flattered and eager to help another colleague find the success they’re looking for.

4. Make Your Own Decisions

As you seek for career advice and inspiration, remember to always come back to home base on considering what you truly want. People are always willing to give their opinions and feedback, which is great and often valuable, but ultimately, you need to find a job that you will be happy with, that can provide for you the life you want to live, and will help you reach your professional goals. Before you make any decision as you search for a job, make sure that it’s your decision and not someone else’s.

5. Adjust Your Resume for Keywords

As you apply to jobs, it’s important that you adjust each resume for the unique job position. Not only do you want to make sure it’s relevant to the qualifications and requirements, but you want to include keywords that match the job description. Especially when applying through job boards or career sites, the software can automatically scan for keywords, making some resumes jump to the top if they have more keyword matches.

Get the Job You Want in 2018

If you want more advice for finding the right job for you in the New Year, or you want help with your resume and cover letter, contact Concorde Personnel.

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The Dreaded Annual Review – How to Switch to Giving Ongoing Feedback

November 21st, 2017

Employers have been giving annual reviews for quite a long time. Many managers and their employees dread this meeting and it can cause a lot of stress on all parties involved. While it’s good to at least have some type of check-in and formality, the structure of the traditional annual review is a bit antiquated, boring, and ineffective.

The good news is that there are plenty of other ways to check-in with employees, provide constructive feedback, discuss performance goals, and even pay increases with a much better vibe and approach.

4 Ways to Switch to Giving Ongoing Feedback Instead of the Antiquated Annual Review

If you’re looking to amp up the effectiveness of employee performance and morale throughout your company but want to ditch the traditional annual review, read these five different approaches.

Discuss Employee’s Future Goals

If you’d like to keep the format of an important meeting with your employees, a great approach is to use this time to discuss the employee’s future goals at the company. This meeting is much more constructive than an annual review because it talks about what is yet to come, rather than things in the past. Plus, it’s extremely motivating to the employee when they can visualize how they may be contributing to the company’s success.

Communicate Changes & Welcome Input

Whenever changes occur within the company, whether it be a procedural process or a strategic pivot, you should not hesitate to send a quick communication to your team about these changes. By being transparent about the changes, you demonstrate to your employees that they deserve to stay in the know. Plus, these small memos are a great way to ask employees for any input or invite conversation if anyone has questions. Making your employees feel valued boosts morale and will also keep performance high as well.

Build Trust with Your Employees

Instead of using an annual review as an attempt to build trust with your employees, this should be something you do on a regular basis. Thankfully, it’s quite easy to build and maintain trust with your team. Regularly giving feedback and avoiding any micromanagement tendency are two very simple ways to help build trust in your company.

Provide Feedback Regularly & Consistently

An annual review is not the only time that an employee should hear feedback from you. Rather, you should be providing them constructive feedback (critique or praise) while projects are happening. Not only will this help keep employees motivated, but this allows them to improve upon skills right away and instead of wasting time to hear it in a formal annual review discussion. Whether you hold quick meetings throughout the year, or send emails when you have feedback to share, you should definitely give your employees regular feedback.

Work With a Top Staffing Agency in Stamford CT

Are you looking for the right employees to join your team? Contact Concorde Personnel today and work with a top staffing agency in Stamford CT!

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What Can You Do to Receive Feedback from Your Manager Throughout the Year?

November 7th, 2017

One of the best ways to grow in your job and even be considered for a promotion is to become a better, more skilled employee. Your development as an employee is even more valuable when you can serve the specific needs of the company you work for. One of the best ways to go about becoming this sought after and highly valued employee is to receive more constructive feedback from your manager.

If you think that it’s impossible to get consistent feedback, try implementing some of these tips.

Ask Questions

When there is a new policy or even a new strategic initiative that’s being implemented, don’t be afraid to ask your manager questions about it. Whether you need clarification on a process or you want to know how your responsibilities may be affected by the change, showing an interest in these company changes illustrates your commitment to performing your best at your job. Not only will you receive answers to your questions, but it also can open to door for you to ask for any feedback you may be looking for.

Consider Your Future Goals at the Company

If your company holds the traditional annual review, you should prepare goals that you think are relevant for your future at the company. Consider both qualitative and quantitative goals and present them to your boss during your annual review meeting. Ask for input and feedback as well. Your manager will most likely be pleasantly surprised if this is not something that’s normally included in an annual review, but it’s a great way to get attention and feedback.

Invite Feedback Regularly

When a project is near completion, or ready to submit, ask your manager if they have any feedback for you. By asking if there is anything they would change, you are inviting critique, but constructive criticism can go a long way in bettering your skills as an employee. If you ask for feedback, make sure you are also interested to hear it. Avoid getting defensive, but instead, understand that if you need to edit your work, you are only making it better and learning. In the future, your work will be even better. The more eager you are to take feedback, the more often your manager will get used to giving it to you. You will become a stronger employee to the company and your relationship with your manager can also improve.

Become an Asset to Your Company

For more ways to become a better employee and reach your career goals, contact Concorde Personnel for job coaching and other advice and work with a top employment agency in Westchester NY.

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Google Jobs: What Does it Mean for Your Company When Recruiting Talent?

October 24th, 2017

When more people see your job openings, more people can apply, and you have a greater chance at finding the perfect candidate to help lead your team to success. Recently, Google for Jobs, a new initiative from the search engine giant set out to do just that – help increase the people who see your job postings.

Excited? Read how to get your jobs noticed and useful tips to help you attract great applicants

How to Get Your Jobs Listed on Google

Getting your job positions to this new feature isn’t hard. There aren’t hoops to jump through or any secrets you need to know.
All you need to do is follow these two steps.

1) Add structured data to your job listings.Here are the specifics to guide you.

2) Submit a sitemap with a date for each listing.

The structured data can be tested before being submitted and the listing can also be previewed so you can make any corrections before it is published.

The Importance of Google Reviews

Google for Jobs will pull together reviews to be coupled with the job listing. This is great news for a company who has good reviews, both on Google and even on sites like Glassdoor. If your company doesn’t have positive reviews or doesn’t have many reviews, you will want to ask current employees to submit a review. You can incentivize your employees to do that too. Getting more positive reviews will help attract a larger pool of candidates.

Will Candidates Find Your Listing?

Google for Jobs is a great way to help candidates find your job listings. It takes into consideration keywords in your job description in addition to a candidate’s location.

Also, true to Google’s commitment to track and provide analytics, they do plan to release the ability to filter traffic that is generated by these special job listings so you can see how effective it is for your company.

Find the Right Candidates

If you’re looking for assistance on finding the right candidates for your company, contact Concorde Personnel today and work with a top staffing agency in Stamford.

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In the Job Interview, How Can You Show You’ll Be a Successful Sales Employee?

October 10th, 2017

If you have an interview coming up, you know that you have to be prepared in every way possible. From what you’re going to wear, to researching the company, there’s a lot you need to do. One other thing you need to do is determine how you can convince your interviewer that you will be a successful salesperson on their team.

How to Show You’ll Be a Successful Salesperson

The best way to show your interviewer that you’ll be a successful salesperson at their company is to explain your strengths. You’ll want to match these particular strengths with characteristics of a good salesperson.
Here are four examples:

Empathy
Focus
Responsibility
Optimism

After identifying which strengths you possess that will make you a successful salesperson, you’ll need to brainstorm examples that illustrate how you will apply these qualities on the job. If you have specific scenarios to explain from previous experience, that is fantastic. If this is a first job, you can draw on other relevant life experience.

How to Explain Salesperson Strengths

If you need some help explaining the strengths of a successful salesperson, consider these examples for the above qualities.

Empathy

  • Ability identify and react appropriately to the behaviors and emotions of customers
  • Ability to build rapport easily and make customers feel comfortable in their presence
  • Great listening skills
  • Understands how to ask questions that dive deeper than only ‘yes’ or ‘no’ answers

Focus

  • Goal oriented; can articulate and break down larger goals to manageable steps
  • Does not depend on manager for direction or motivation

Responsibility

  • Positive outlook, regardless of difficulty, and does not make excuses for hard times
  • Accepts valid criticism and suggestions for performance improvement

Optimism

  • Can take rejection without being deflated
  • Focuses on opportunities and solutions instead of roadblocks to achieving sales and career goals

When preparing for your sales interview, you may want to consider these qualities and if you’ve been able to demonstrate these in your career to show your interviewer that you’re going to be successful at the job, and at their company.

Work With a Top Employment Agency in Westchester NY

If you’re interested in exploring more employment activities by working with a top staffing agency in Westchester, contact Concorde Personnel.

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Which Job Interview Questions Reveal Top Performers?

September 20th, 2017

Finding the right candidate for a job position is no small task. It can be time consuming, but one way to make the process faster and less confusing is to be sure to ask the right interview questions. With just a few of the right interview questions, you can reveal a top performer.

When you’re interviewing candidates, you want to find the best of the group. You want the top performer. These five questions will help you determine which candidates are top performers.

How do you stay passionate on a project over a long period of time?

Some projects may be quick and exciting. Others might take more time, and it’s important to find candidates with ambition. How a candidate answers this question will help you pinpoint who has the ability to have lasting enthusiasm, no matter the subject or duration of a project.

How do you work on your own in an independent capacity and still produce results?

It’s important to hire an employee who can be motivated and who can get work done on their own. When a candidate answers this question, they may even give an example of a time when they’ve tackled a project on their own and this would be a sure indicator that they can be a top performer at your company.

Where do you want to improve your professional skills?

Rather than asking for a candidate to talk about their weaknesses, asking this question will prompt the interviewee to talk about their aspirations for professional growth. It will be easy to tell if the candidate is interested in improving their skill set and offerings, or whether they have grown stagnant.

How do you stay focused with distractions?

A busy office is full of distractions, including noise from phones, people, printers, visitors, etc. The important thing about asking this question is making sure that your candidate has a way to block out distractions and focus on their tasks. Different people will have different strategies, but a top performer knows what will work for them. Whether they make lists to stay on task or wear noise-blocking headphones, asking this question during the interview will help you identify if you’re talking to an experienced top performer.

How do you unplug/recharge?

A top performer knows that they need to balance work with life to avoid burnout. If you have a candidate who seems more like a perfectionist who always wants to work, that could mean a greater risk for burnout and employee turnover which is expensive. Look for a candidate who can answer with their hobbies or extracurricular activities and interests. Chances are, they know how to recharge and will be able to perform their best, with positivity, for a longer stretch of time.

Find the right candidates

If you need help finding the right candidates to interview for an open position, contact Concorde Personnel.

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Best Practices for Applying to a Job on Facebook

September 6th, 2017

Back in the day, job hunters would pick up a newspaper to find a job. Today, there are many different websites and search engines that you can use to find openings in your field. One of those ways is by using the social media giant Facebook. Just this year, Facebook rolled out a new offering, Facebook Jobs. With so many companies having an active presence on the platform, you should consider using their new feature when searching for your next job.

What is Facebook Jobs?

This new feature allows businesses to post jobs directly on their Facebook page while keeping those postings collected in a convenient area for job hunters. Instead of just writing a post and including an external link, hiring managers and business owners can easily post a job and keep it separated from other daily posts.

As an applicant, you can easily find open positions and apply to them directly from Facebook. Your information is pulled directly from your Facebook profile but you (thankfully) have the ability to edit all those fields.

Tidy Up Your Profile

If you’ve been delaying cleaning up your Facebook content, do it before using Facebook Jobs. Since many people who are in the workforce have had their accounts for several years, it’s likely you should invest some time in cleaning up your photos, posts, tags, etc. When you use the convenient Facebook Jobs feature, you need to also increase your responsibility when using social media. You don’t have to make your Facebook profile read like LinkedIn, but it also shouldn’t be a scrapbook of questionable decisions.

Nothing is Truly Private

Yes, you probably increased your privacy settings over the course of having a Facebook account. No, nothing is truly private on the internet. Everyone from government leaders to high-level business executives have felt the pain of assuming what they post is private to the masses. In reality, most of what you post on the internet, including Facebook, can be seen by people you don’t even know. Assume that hiring managers can see your rants, dirty laundry, or sentimental memories and use proper judgment.

Polish Your Resume & Other Job Search Coaching

Whether you need help writing your resume, finding a job, or are interested in interview coaching, contact Concorde Personnel. We can help you make the most of the changing job market and help you strategize your job search.

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When is Temp-to-Hire the Right Answer for Your Job Opening?

August 23rd, 2017

When you’re looking to fill a job opening, there are many things you might consider, like qualifications, skill requirements, and pay rate. But you also should think about whether or not you want to hire a salaried employee or a temp-to-hire worker. Each company and position are different so it’s worth looking into your options.

What is a Temp-to-Hire Position?

This type of position can turn into a long-term arrangement, but first, you are able to bring on a worker to see if they are a good fit for both the responsibilities and company culture.

Three Reasons You Should Consider Temp-to-Hire

You need more staff but can’t commit to long term

If your company has busy seasons or a project that demands extra workers, a temp-to-hire worker is a great option. This arrangement allows you able to meet the needs of your company and clients without risking the chance that you’ll have to let go of your worker in a short time frame. During this time, you may realize that your temp-to-hire worker would be a fantastic hire for your company on a permanent basis. That’s the flexibility that you get with a temp-to-hire job opening.

You require more workers but can’t put them on payroll

Adding more workers to payroll isn’t always a good option for companies and that can be frustrating if you need more workers. Temp-to-hire job openings can help with this predicament also because they aren’t added to payroll, but they do fulfill your need of more manpower.

Make sure the worker is a good fit

There’s a lot of risks when bringing on new workers. And a mistake in hiring can be costly to a company. One way to avoid these problems is by testing out a worker before bringing them on full-time with a permanent position. During this time, you can make sure that the worker has the qualifications and skills you need. You can also be certain that they work well with your other employees and are a good fit for your company’s culture.

Find a Temp-to-Hire for Your Company

If you have a need at your company and think a temp-to-hire position will fit your requirements, contact Concorde Personnel.

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Results Get a Cover Letter to the Top of a Recruiter’s Profile

August 8th, 2017

Writing a cover letter can be one of the hardest writing you will ever do. It can be tempting to write too much, to ramble, and to lose focus. One of the best ways to stay on topic and get noticed with your cover letter is to write about results that you’ve accomplished throughout your career.

How to Write About Results in Your Cover Letter to Get Noticed

Grab Attention & Be Concise

Recruiters skim over cover letters, so it’s important to grab attention in the beginning and remain concise throughout your writing to keep them interested. It’s also worth mentioning that just like your resume, your cover letter should be tailored to the position you’re applying for. An irrelevant cover letter will quickly get tossed aside and forgotten.

Communicate How You Can Add Value

It’s important to quickly and effectively communicate that you can add value to the company. A great way to do this is to grab attention in the opening sentences then include three to four specific examples of results that you’ve accomplished in your career history. These examples should also be closely related to the needs of the company and what they are asking for in the job description.

Include Compelling Results

Cover letters are not the place to talk about personality or soft topics. Instead, you want to share specific results that will grab the interest of recruiters. Here are some examples you should consider:

  • Increase in profits
  • Projects or people you’ve managed
  • Improvements to company procedures or processes
  • Increase in new business

As you look back at your career, you should try to think about any accomplishments that demonstrate your ability to meet the needs of the job. It might take a little brainstorming, but that will pay off as the more relevant it will be to the recruiters, the higher chance you have of getting an interview with the company.

Find Great Jobs in Your Area

Looking for a great job to apply to? Contact Concorde Personnel today and work with a top staffing agency in Westchester to find a job that fits your strengths, interests, and career goals.

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Does Your Employee Handbook Have a Mobile Device Policy?

July 25th, 2017

Mobile devices have completely permeated daily life. Your employees constantly have access to their phones, which also includes text messages, social media, the internet, apps, games, email, etc. While most employees will also have their work email on their phone, the majority of their activity will revolve around extracurricular interests.

While employers are limited with how they rule over the phones of their workers, it is perfectly acceptable, even recommended, that companies include a mobile device policy in their employee handbook. Being clear about expectations is key in keeping employees on task and productive. It’s also important to stress that employees should sign these policies to better ensure that they understand the details and hold them accountable for their actions while on the job and at the office.

If you’re thinking about adding a mobile device policy to your employee handbook, here are some areas that you need to consider.

Personal Cell Phone Use

You should detail expectations in personal cell phone use. This section can include everything from social networking to phone calls. Here are some topic you’ll need to discuss:

  • Limiting personal phone calls, emails, text messages to before work, after work, and during breaks. Going against this rule can lead to dips in performance or even an unsafe work environment.
  • Social networking is not acceptable unless it is required for the job you are hired to do.
  • Illegal activity done on a personal device during work hours or on work property or the company WiFi may result in termination.

Company Cell Phone Use

If you give out cell phones or any type of mobile device for your employees to use, it’s very important that you detail the expectations of use for that device. Generally, that device should only be used for work-related tasks and not at all for personal use. Some other topics to cover are:

  • Options and expectations for the employee to reimburse the company for data overages or call fees associated with personal use.
  • Call reports will be reviewed and employees should be ready to explain any usage discrepancies.
  • Illegal activity done on a personal device during work hours or on work property or the company WiFi may result in termination.

Mobile Device Use While Operating a Vehicle

This is an important section in a mobile device policy. You should first reiterate that the employee is expected to follow all federal, state, and local laws in regards to using technology while driving. You will also want to include:

  • Expectations if answering a phone call is crucial to business, and pulling over is not an option (i.e. keep the call short).
  • If driving for work and business calls are unavoidable because of the job position, the option for hands-free equipment will either be provided or reimbursed.

These are basic ideas to help you get started on crafting a mobile device policy that makes sense for your company. If you’re looking for more guidance on this and other employee management topics, contact Concorde Personnel.

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