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4 Ways Job Seekers Are Finding Your Jobs

October 12th, 2016

Are you looking to list a job opening for your company? It’s no longer sufficient to just post it on your website. With a diverse job market, you need to post your job openings and seek out the best candidate in a variety ways.

What are four platforms to use when posting your job?

1. Company Website

Tried and true, make sure to post job openings on the career section of your company website. If job seekers are visiting your website, they should be able to easily find open positions at your company. Make the call to actions on your site easily seen and appealing. Don’t rely on the website visitor to find your job board. Make it simple to find and easy to use.

2. Social Media

The potential hires that make up the current job market are on social media. In addition to your other social media posts, you should post your job openings on the social platforms where you are active. Facebook, LinkedIn, Instagram, and Twitter are all great social media sites to use when posting your job openings. Think about the type of job opening and consider your audience. Facebook can be better for administrative and clerical jobs while LinkedIn is a great place for management-level positions.

3. Referrals

You have colleagues, clients, and networking friends who know you well. Use those relationships to put out feelers for good candidates. Your connections won’t want to give you any employees who could let you down, so they’ll send you the best they know!

4. Staffing Companies/Recruiters

Another great resource for finding top candidates is using a local staffing company. They have a steady stream of people who need help finding a job and will have a vast network created. Plus, since they get to know their job seekers and what position will suit them best, they’ll send you candidates that are a good match for the opening you have.

Finding the right fit for a job position is an important part of building a successful company. When it comes to posting your job openings, make sure to be thorough and utilize the four ideas above. It might take more time in the beginning, but you’ll have a better pool of candidates to choose from and therefore, you’ll be able to hire the person best for the job. Creating a process for posting in multiple locations will make it easier and more efficient to locate the right candidate for your job.

Work with a Leader in Staffing in White Plains

For more information on how to hire the best candidates, or to find out how to get your positions posted with a professional staffing company, contact Concorde Personnel. As a leader in Westchester staffing, we have great job candidates ready to join your company and help you grow!



Want to Get Ahead? Work on This

September 28th, 2016

Looking for ways to stand out at work? Trying to impress your boss? It might not be as complicated as you think. Many companies are looking for their employees to possess basic office and people skills. We’ll bring you back to the basics and as you master them, you’ll find yourself excelling in the office.

Get Ahead by Mastering these Skills

  • Listen & Respond. Truly listening and giving relevant responses is the first major way to impress your coworkers and superiors. So often, it’s easy to get distracted in conversations and meetings. It’s also common to only think about your response before the person talking has even finished their piece. Truly listening in meetings and conversations is very important and something your coworkers will appreciate. Email communication is quite possibly the most common way to discuss ideas in the office. Read each email with full attention (same as listening) and when it comes time for you to respond, be thorough and timely.
  • Be accountable. It’s impossible to get ahead in the office if your coworkers can’t rely on you. Be accountable and reliable. Confess if you’ve made a mistake (we all make them!) and always put forth your best effort in the work you are meant to complete. Your honesty and accountability will help gain your coworkers’ trust and favorability.
  • Be a team player. Working in a company, you are automatically working on a team, no matter the size of the department you work in. Being on a team means you are open to collaboration and flexibility. Be supportive, open to new ideas, and be ready to help if needed. To get ahead and maybe take on a role in leadership, you first need to prove that you can play well and do good work on a team.
  • Continue to learn. The journey to “get ahead” is never-ending. Have the mindset that there is always more for you to learn, always room to improve. Continuing to better yourself will set you apart from other employees and your superiors will take notice. They’ll want to give more responsibility (reward) to the thirsty, thoughtful and trustful team player.

The Get-Ahead Track

At Concorde Personnel, our staff of experienced professionals is trained to help you find the job that best suits you. Work with our great team today to partner with the premier boutique staffing agency in Westchester County/



3 Ways to Improve Retention in Finance and Accounting

September 14th, 2016

You’ve found fantastic, hard-working, and talented employees. Now, you want to be sure to keep them with your company. It’s not as easy as it seems in the finance and accounting job market, where employees aren’t expected to grind it out at a job that isn’t fulfilling to them. The good news is that there are some benefits you can provide your employees to keep them happily contributing to your company and content to stay for whatever the future holds.

Continued Education and Training Programs

A great way to keep employees excited and excelling at your company is to provide them with continued training or educational programs. Hold seminars, workshops, and even courses to allow your employees to stay ahead of the trends in the finance or accounting world. Whether you bring speakers or workshops to the office, pay for webinars, or obtain group rates for conferences, this workplace perk will not only make your employees realize their value with your company, but it also helps bolster their knowledge and experience base to better perform at your company.

Flexible Schedules

Flexible work schedules have grown in popularity over the last several years, and it can be especially relevant for the financial and accounting industries that have periods of down time. Allow your employees to work flexible hours, or even in flexible locations (from home or remote). This little bit of freedom is extremely rewarding and valued by your employees and there are plenty of ways to monitor productivity.  You can also look at rewarding performance with extra PTO or vacation days.

Fair Compensation

Chances are, you already pay your employees a competitive salary or wage. Now, be sure that you are giving them opportunities for yearly reviews and opportunities for increases in their compensation. While monetary rewards are not the only way to reward employees doing great work, (look at the other ways above), it is a significant factor in retaining your talented and goal-oriented employees. Set up a performance-based bonus or raise structure, and make the criteria clear. Every little incentive works in improving morale and performance, so small raises or compensation bonuses will be exciting to your employees.

Improve Retention Today!

If you’re looking for the top talent that is ready to make a lasting impact on your organization, contact Concorde Personnel today. With our great team of recruiters, we are a top staffing agency in White Plains and can find the talent that will help you now!


What Should Be Your Theme When Talking to Your Team?

August 24th, 2016

Best Staffing Agency New York, CT

As a leader in your company, you have a lot to think about and you have a lot of responsibilities. Have you ever thought about being responsible for the morale and motivation of your co-workers and colleagues? Whether you realized it or not, the way you talk to, and with, your employees’ matters!

No matter what the subject matter of your conversations and meetings, there is one theme that should be present throughout – positivity!

How does positivity affect your employees?

Improves Productivity

When you set a positive tone, your co-workers’ and colleagues’ moods are lifted. They are buoyed to continue their work and reach the goals or deadlines ahead. Positivity in employees feeds off each other and can have a productive ripple effect. As employees reach their goals and deadlines, that positivity can continue to grow, leading to more success throughout the company.

Morale Boost

Nothing kills morale like negativity. It’s so important to always try to be more positive than negative in workplace relations. Keeping a positive attitude and theme in conversations or team meetings is one way to boost morale. Employee morale is extremely important when it comes to workplace performance, meeting deadlines, client relationships, punctuality, and even talent retention.

Motivates Employees

Employees need a motivation boost every so often, just like you! When you keep the theme of your conversations and meetings positive, this can be the extra push they need to feel motivated. Motivation is not an easy element to sustain in an office and the underlying theme of positivity in the workplace can help your employees reach their goals.

Helps with Engagement

When the office environment has positive vibes running throughout, employees are more likely to engage with one another. They are more likely to collaborate on projects, creating a more integrated team. It’s not a bad bonus to have them engage in small talk either. A closer team is a more cohesive team that helps to boost the positivity you’re working to foster.

Create a better work environment

A theme of positivity in your conversations and meetings with co-workers and colleagues can be the simplest way to boost everything from morale and motivation, company culture, performance, and productivity. These make the office a pleasant place to be and ultimately, a more successful company.

At Concorde Personnel, candidates are treated like clients! Our staff of experienced professionals is trained to help you find the job that best suits you. Contact our team of recruiters today to work with a top staffing agency in Westchester!



What Kind of Candidate Do You Really Need?

August 20th, 2016


Do you need a candidate who is super fast or one who is slow and steady? Every position requires a different type of candidate to do the job. The problem is, though, it is not always easy to pinpoint the type of candidate right for your needs. The bottom line is that business owners need to consider if they want their employees to produce as much work as possible in a short amount of time or if they would rather have employees that are steady performers who take their time.

Consider Food for a Moment

A good way to look closer at this topic is to consider food ordering. There is a strong movement back to slow food, as opposed to fast food. With fast food, you get basic to low quality, moderate to low customer service and a rapidly delivered product. What type of product do you plan to offer your client?

Now, consider how this relates to the sharing of information. Employees who are moving at a rapid pace can share just basic levels of information while those who are working at a steady slower pace may be able to provide deeper information. Some positions just require more face time than others do. Keep in mind that by slowing things down, you also create a scenario in which customers get more one-on-one time with clients, something that many are looking for.

Balancing Positions with Employees

One way to master this process is to ensure you are hiring the right employees for the job and giving those employees the right goals. Some employees are just better matched to positions that allow for faster movement and less personal time. Other employees do better with more in-depth development.

Know what your positions require, too. Does the position require face time with customers? Does it require more attention to detail, or, do you just need to produce a higher quantity of product on a regular basis? You may even need to find a good middle ground where you can balance the needs of the employee to be slower with the demands of the client to get as much turned out as possible.

Staying on Target

To ensure employees can remain on target in these areas, experts say there is a need to schedule blocks of time for various activities. Create shorter blocks of time for those faster paced activities but pace out those hours for longer activities. Make it automatic. When you schedule time for a specific activity and it has to get done within that time, it is more likely to occur than if you just moved hour to hour.

Finding a balance is critical but finding the right balance between employee’s abilities and the needs of the task is critical. Those who can find this balance are more likely to achieve the productivity levels needed. Find the right candidates you need for each job by working with the career experts at Concorde Personnel.


How Does Partnering with a Staffing Agency Help Your Business

August 10th, 2016

Westchester NY Staffing Agency

If you are looking to be more productive at the office or wishing you had a partner you can trust to help you find talented employees, you will want to learn how staffing agencies can fulfill both of these goals.

Some people view staffing agencies as a temporary fix but in reality, they can (and should) be a long-term partner to help you grow and strengthen your business. Creating a relationship with an employment agency can be one of the most beneficial things you do for your business. Take a look at how partnering with an agency can help you save time throughout the whole process of acquiring new employees.

Staffing agencies are valuable partners

They can easily find active and passive job seekers. Scouring for promising potential employees to join your team is a time-consuming process and somewhat of a rollercoaster ride. This is a primary task that a staffing agency can do for you, and it’s something that they’re experienced with. They know where to look and key qualities to consider when looking at potential hires. Think of all the time you can devote to other tasks to help your business if you have other professionals send you quality leads!

Next, they will focus on hiring while you focus on the core business. Great! You found a wonderful new team member through your staffing agency partner. Now it’s time to go through the necessary but long paperwork and hiring process. If you have a partnership with a staffing agency, they can do this for you, too! You can get back to work on your core business responsibilities and they can take care of the essential paperwork throughout the hiring process. Again, that’s more time you have to make your business more successful.

They’re there when you need them. Every company has different hiring needs or schedules. Whatever your hiring schedule is, when you create a long-term partnership with a staffing agency, they will be able to send you quality candidates when you need them. You could receive a big order and need an influx of employees on a short-term basis. During the holiday season, you may need to increase your staff for a six-week period. Developing a relationship with a staffing agency will help make filling those needs easier.

Begin a long-term partnership

A long-term relationship with a staffing or employment agency builds trust, creates efficiency, and it’s as if they are an off-site arm to your business, working towards your company’s success, just like you! If you want to learn more about how a staffing agency can help your business, contact Concorde Personnel or visit our website today to learn more about a top staffing agency in White Plains.



5 Tips to Nail Your Next Phone Interview

July 27th, 2016

Westchester NY Temporary Staffing

The hiring process has gotten longer over the years. It’s rare to have just one interview anymore. Instead, companies are taking advantage of technology by having preliminary, although just as important, interviews over the phone or using a video call service.

In this post we’ll talk about ways to feel confident in your phone interview, allowing you to make a lasting impression – without even meeting your interviewers face-to-face.

1. Be Prepared.

You might be able to hold the interview in the comfort of your own home, but that does not mean that you should split any focus. Be just as prepared for this interview as you would be for an in-person interview. The people on the other end will be able to tell if you came prepared or slacked off before you got on the call. Have a notebook ready with talking points or for taking notes, and have your resume out to reference. Good preparation is the start of a great phone interview!

2. Find a Quiet Location.

Nothing is worse in a phone interview than having a lot of noise in the background distracting from your conversation. Phones are sensitive to noise, a public space will probably give away your location to your interviewers on the other end.  They should not hear friends or family members having a good time, nor should they hear a coffee drink being artfully prepared.

3. Dress the Part.

Of course, this is optional. You could do a phone interview in your pajamas if you’ve nailed all the other points. However, many job candidates find that dressing to impress actually helps them feel put together and in a professional mindset for the interview.

4. Walk Around and Project Your Voice.

Having a phone interview gives you the option to walk around and talk with your hands in a judgment-free zone. Go for it! You need to be able to communicate your enthusiasm and expertise over the phone, so if you keep yourself lively, people will be able to hear your passion on the other end.

5. Smile!

Next time you’re on the phone, listen for the difference in your voice inflection when you smile versus other times. It changes, and people want to hire happy people. Plus, smiling, even to yourself, keeps you engaged in the phone interview and helps communicate the enthusiasm and drive you have for the job position.

For more helpful insight on finding a job and navigating the job market, contact Concorde Personnel. As a leader in staffing in Westchester, we have a number of great career opportunities that match your skill set!



Write Job Descriptions that Land Qualified Talent

July 15th, 2016


If you are looking to attract the top job seekers who have excellent experience and skills, you need to first have outstanding job descriptions. In a nutshell – each job description itself should list the most important factors of the assignment, while also describing the type of candidate you’re looking for. This is going to help you attract the right people and get qualified talent for your company.

Here are some expert tips for writing effective job descriptions that attract the best talent.

Make it Enjoyable to Read

Your job description does not have to be dull and boring, as many companies unfortunately think. It is easy to add a little humor and personality to a description, making it more attractive to the best candidates. Phrase the job description to be readable and searchable through different search engines, but also that shows what your company is all about. If you’re reading it back and it feels full or overly professional and dry, don’t be afraid to add a little more interesting information to it.

Highlight the Benefits

Every company and job position has some unique benefits, and you should be highlighting them rather than just including them as a side note. Don’t rely too heavily on details like the physical expectations or requirements of the person to be interviewed. You should to explain everything important, but highlight the best features of the job. Go into more detail to describe these benefits, such as having great health benefits or paid days off, room for growth within the company, or a health program at your business.

Outline What is Expected

There is no way you can list every job duty the person will be responsible for, so come up with a more readable outline. Don’t make it sound tedious and like the person is responsible for 100 things every day. Some of these are so minimal; it doesn’t make sense to include it on the description. If other things are required of them, you can talk about them more thoroughly in the interview. For the job description, create an outline that shows the reader what will be expected of candidates. This outline makes it more readable and attractive, and lets them know if they are qualified for this position or not.

Be Open to Innovative Ideas

Show the reader of the job description that your company is open minded to innovative ideas from their employees. Many individuals getting into the business world have great ideas and want to be creative in their position. If this is something you can incorporate into their job, include it in the description. Let them know you’re willing to listen to any changes or improvements they might have. It is very attractive to talented individuals.

A good description is brief but goes over the most important things about the job. Don’t forget to list what you’re looking for in a good candidate.

If you are looking for employment agencies in White Plains NY, contact Concorde Personnel today!


When Can You Trust LinkedIn Recommendations?

July 13th, 2016

August 2nd

LinkedIn has grown in its usage and popularity steadily over the last decade.  While many social platforms focus on images and brevity, LinkedIn stands out as a substantial and fruitful medium for both job seekers and those looking to hire outstanding talent.

As you peruse LinkedIn for promising candidates, it’s important to evaluate their recommendations. This is one important way that professional connections can verify their skills through co-workers or past and present supervisors. Consider the following factors when evaluating a candidate’s recommendations.

Evaluate the Connection

First and foremost, check to see if the connection is a past or current colleague. A recommendation from a boss or colleague in a superior position is more impressive than colleagues from a similar level in the company or organization.

Here’s an example of a recommendation made by a client of a connection:

“Michelle is one of those rare finds that brings all her talents and expertise to the table each and every time Group 2 retains her services. Her strong work ethic, ability to dive in and ramp up quickly and knowledge of overall industry protocols is quite impressive. If you’re seeking a young and qualified (beyond her years) marketing partner, I highly recommend having her join your team.”

Fluff or Factual?

Next, you want to read the recommendation and consider whether there are hard facts or examples of their work. Most quality recommendations will include either examples or statistics to support the connection, not just wordy fluff.

Take a look at this “fluffy” example:

“Susan is such an excellent worker! She brings her best to every project and produces great results!”

While this recommendation makes Susan sound like a positive person, it doesn’t tell us much about anything. This shouldn’t count against Susan, but hopefully she has other, more in-depth recommendations to help you understand a bit more about her strengths in the office.

Too Much of a Good Thing

In the case of recommendations, you’d rather trust a few substantial entries, rather than too many. The “quality over quantity” rule definitely applies here. In addition, too many recommendations are a red flag for insincere entries.

This rule also ties back to the first point. If a person has multiple recommendations for one position, it is most promising for the recommendations to come from colleagues or clients at different levels of the company.

If you’re looking to hire more talent for your company, you should definitely scour LinkedIn. Recommendations can be a trusted source of valuable information if you look for the right signs!

Work with a Top Staffing Agency in Westchester

For help on finding great talent and other employment needs, visit Concorde Personnel today. We’ll be happy to find the best talent to join your team today!




You Have a Gap in Your Resume – Why It’s OK!

June 30th, 2016

August 4th

Traditional job search wisdom says that a gap in your resume is a deal breaker for hiring managers. The gap is viewed as a period when you were either unemployable or too disengaged to look for work in a meaningful way. The reality of that gap period, of course, is often much different, but resumes are not great storytellers. Luckily, you can overcome this obstacle to employment and possibly even use it to your advantage. Take advantage of these strategies to bridge your resume gap.

Switch to a Skills-Based Resume

Most resumes are organized as a chronological timeline of your employment history. In this configuration, gaps are glaring. Instead, switch to a skills-based resume that emphasizes what you can do rather than when and where you have done it. Focus on the hard and soft skills that you possess that are most relevant to the position you’re trying to secure, and mention how those skills have produced positive results for past employers. When a hiring manager sees your resume they will be more focused on your future than your past.

Create a Positive Spin

A gap in your employment doesn’t have to be a bad thing if you used the time productively. Maybe you dedicated yourself to picking up new skills or to volunteering with a worthy cause in a meaningful way. In that context, your gap was more about personal and professional development than laziness. Even if you took the time off to do things irrelevant to your career, you can stress that now that you’ve fulfilled your lifelong dream of traveling through Asia or writing a screenplay, you’re ready to throw yourself back into the world of work. A potential employer will be more willing to accept a gap in your past than a gap looming in your future.

Be Open and Honest

A gap in your employment is likely to come up during the job interview. When answering, be honest about why the gap happened and what you did with your time. A dishonest answer will raise red flags at best, and expose you as a liar at worst. In anticipation of this question, prepare your answer in advance so that you don’t get flustered in your interview. As much as possible, try to frame your gap as a positive, or at least as unavoidable. Finally, deliver your response with confidence. If you don’t view your gap as a negative trait, your interviewer might not also.

We’ve shown you one way to frame yourself as a candidate who is not unqualified. But you need to make an equal or greater effort to frame yourself as a candidate who is uniquely qualified. Learn how to do that by working with The Concorde Group, a leading staffing agency in Westchester.


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