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How to Turn a Temp Job into a Perm One in 5 Steps

January 27th, 2014

As the employment world becomes increasingly competitive, employers are doing everything in their power to hire the top talent available for their open positions. This means that employers are making interview sessions more difficult, the questions more in-depth, and even using tests to determine how strong a candidate will be once brought on as an employee. So, as a job seeker, how do you turn your temporary job into a permanent one? We have the answers for you in this post.

#1 Dress to Impress

We know that many temporary employees will do the bare minimum, which includes just meeting the dress code, in order to get by at some companies. If you want to turn your temporary job into a permanent one, make sure you dress to impress all the time. Even if it is casual Friday, come to work in business attire to show that you belong there and want to be there.

#2 Make Friends with Your Coworkers

Even if you know the job is temporary, make friends with the other employees in you department. Whether they are temporary or permanent employees, you can build a very important network. You could also be developing key relationships with people who might become your permanent coworkers if you are hired to be a full-time worker. Offer to help with their projects every so often. This will let them know how serious you are about the company and they might fight for you to be hired full-time. They could also provide you with referrals for other jobs in the future.

#3 Work Like the Job is Permanent

Perform your work like you are a full-time employee, not like you know the job is going to end after a six or eight week period. The harder you work at the position from day one, the more likely it is that you could be hired full-time. Always make it to work on-time, maybe even a little early, and stay late so you can finish all of your projects with care.

#4 Learn about the Company

Another excellent tip is to learn as much as possible about the company as you can. This includes the history of the company, the clients, the earning reports and the culture. The more you learn about the company, the better you look to the higher-ups. They will know that you are invested in the organization and that you are concerned with the success of not only yourself, but also the company as a whole.

#5 Step Up and Take Initiative

So, you finished that assignment early and have nothing else to do. Do not leave the office or wander around talking to coworkers. Instead, shoot your boss an email or walk to the office and ask for another project. This will definitely boost the company’s opinion of you as a hard worker.

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Staff Accountant Salaries in New York – What Should You Be Offering?

January 20th, 2014

Having the best staff accountant on board can make the difference between a successful company that’s on top of financials and a company that falls into trouble due to poorly managed finances. Therefore, it’s ultimately in your best interest to hire an accountant who has the high level skills and reputation in the industry to do the best job for your organization. To attract a great staff accountant to your New York business, you will need to offer a competitive salary and benefit package. But, how do you know what the going rate is for staff accountants in New York?

Current Salaries and Benefits for Staff Accountants in New York

Luckily, there are some excellent sources of both salary and benefit information you can fall back on to when offering a staff accountant job at your company. Use these as a guide as you put together a fair salary and benefit package for your New York staff accountant position.

In New York, there is a Department of Labor division that offers up-to-date information on many jobs, including current salary rates. Check out the Labor Statistics page for current information and resources for businesses. You may also go to the main US Department of Labor, Bureau of Labor Statistics – Occupational Outlook Handbook to discover current wages for staff accountants around the USA. These figures reflect the wages earned by accountants in New York and other areas, with the median range for the nation so you can offer something that will attract the best to your doors.

US News Careers also has created a database of information on a wide range of career types around the US, including staff accountants and financial professionals. You can locate salary information for multiple regions, including New York. According to this resource, “The highest paid in the accountant profession work in the metropolitan areas of New York City, Newark, N.J., and Nassau, N.Y.”. The salary rates for highly proficient accounting professionals in these regions are currently $86,670 to $89,720 USD per year, according to US News Careers information.

Other Sources of Salary and Benefit Information for Accountants

In terms of understanding what you should offer to staff accountants outside of mere salary, the New York Society of CPAs published the results of a survey that indicated accounting recruitment efforts should focus on retention and development programs. Small businesses and accounting firms may not be able to offer as high of a starting salary as larger firms, but they can put into place programs like mentoring and ongoing educational support to attract the best accounting candidates. Other benefits to consider offering to staff accounting pros can include flexible scheduling, wellness programs, and the ability to work remotely during peak seasons.

Hiring Temporary Staff Accountants in New York 

One way to take care of the matter of staff accountant salaries and benefits in New York is to work with a staffing agency in NY that regularly places these professionals into rewarding assignments. Concorde Personnel in Westchester NY has quality accounting candidates ready to go to work for you, and the salary and benefits negotiations happen before they come to work at your business. This simplifies the process of finding top accountants and making sure they are happy with what you can offer them.

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5 Tips for an Improved Temporary Employment Cover Letter

December 23rd, 2013

Looking for a new job, whether full-time or temporary, is a time-consuming task. Putting together resumes and cover letters requires your full attention to detail. You have to make sure that there are no mistakes on either document, plus that all of the information is factual. When it comes to applying for a temporary job in NY or CT, you should tailor your cover letter accordingly. Do not submit the same cover letter you would send out for a full-time position.

#1 – Tailor the Cover Letter to the Specified Job

Our first tip is to create the temp cover letter to match the specific job for which you are applying. This will show the recruiter or hiring manager that you have taken the time to craft the letter and are being personal. The cover letter needs to mention the job title at the beginning and should have any work experience removed that does not match the needs of the position that is being advertised.

#2 – Describe Your Temporary Work

The middle of the cover letter for a temporary position should include descriptions of the temporary work you have performed in the past. This information needs to include the location of the previous positions, the type of the work, the salary you earned, the industry in which you worked, the name of the company and any other pertinent information you deem necessary to the application.

#3 – Short, Sweet, and to the Point

It has been mentioned in the past that cover letters need to be short, no longer than one page, but we really mean it here. With a temporary job, you will not have to explain as much about your prior work experience compared to applying for a full-time position. This type of cover letter can be kept to anywhere from two to three paragraphs long instead of the normal three to five paragraphs. The letter still needs to be professional, courteous, and free of spelling and grammar errors to catch the attention of the hiring manager.

#4 – Close the Letter with an Accomplishment

If you have been working with a staffing agency while looking for temporary work you can close your cover letter with an accomplishment. The accomplishment can define anything you have succeeded at during your history of temporary employment. For example, you can let the hiring managers know that you are the most requested temp employee at the agency.

#5 – Double-Check for Proper Flow

Once you have finished writing the letter, check to make sure that it flows from start to finish. The opening and concluding paragraphs need to flow with the body paragraph so all of the information being presented is related and targets the requirements posted in the company’s job advertisement.

If you are looking for recruiters in Fairfield County CT, contact us today.

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3 Ways to Improve Temp Employee Efficiency

December 10th, 2013

Have you been considering ways to improve the efficiency levels of your temporary workforce? Whether you have been using temp employees for some time or you are just starting to use this method of augmenting your current staff — the bottom line is that the more efficiently temps can work the more revenues your business can generate.

Using temporary workers is already an efficient process, that is, if you have a program to manage and maximize this option. To help your business get on track and experience the benefits of hiring temporary workers, here are three ways to improve temp employee efficiency.

#1 – Hire from a temporary agency that knows your industry well.

Before you pick up the phone and randomly call the first temporary agency in your phone book, stop and consider that the types of temp workers you may receive will be based on the agency you work with. The right staffing partner will be an agency that is well-versed with your industry and the customers you serve.

The staffing agency you choose should have a solid reputation for placing the best candidates into temp assignments in long-lasting relationships with companies like yours. The recruiters should be knowledgeable and inquisitive about your business goals. Learn as much as you can about the success rates and agency credentials of any staffing company you decide to work with as this can determine the quality and suitability of each temp you employ.

#2 – Use a temp onboarding program to reduce the learning curve.

Once you have found the right staffing agency that meets your organizational guidelines, then you will want to develop an official onboarding program to orient and train new temps. Your staffing agency can provide some general guidelines for onboarding temps, but you can also modify your current new hire orientation program so that it makes sense to temps. Remember, the sooner you can bring your temps up to speed on their tasks, the sooner your company will benefit from their work.

A temp onboarding program may include an orientation day, followed by matching each new temporary employee with a seasoned employee on site. Introduce the temp to your employee policies, your procedures, and your goals from the first day. Give them the tools to do their jobs well. Provide incentives to help them improve performance and efficiency. Measure their success with regular weekly synch ups with supervisors, and correct any issues before they get out of hand.

#3 – Regularly evaluate the performance of your temps on the job.

The amount of efficiency you can expect from temps depends on the ability to educate and instruct temporary employees about their effectiveness at work. Therefore, you will need a system to measure this and make improvements. If you have provided your temps with all the tools and resources they need to be successful, offered them mentoring from seasoned employees, and communicated clearly the goals you have for them; the next step is monitoring them.

Start by working with your temporary staffing agency to give you guidelines for monitoring temp employee work. Include weekly meetings with the supervisory team to correct and improve any road bumps along the way. Give temps meaningful incentives for completing work efficiently and to company standards. Provide them with rewarding work experiences and tasks that will lead to overall work satisfaction. Show temps respect and make them an integral part of your team. Provide feedback and performance reports to help temps work to their best capacity. If you are looking for temp agencies in Greenwich CT, contact us today.

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3 Ways to Turn a Temp Position into a Permanent Job

November 25th, 2013

As the economy rebounds, many working professionals are finding permanent career opportunities via temporary assignments. Temping can be a great way to build a career path while keeping skills fresh in a regular assignment. Yet, as the weeks go on and the temp contract comes to an end, there are some steps you can take to secure permanent employment at the company if you choose. Use these 3 ways to successfully turn your temp position into a permanent job.

  1. Indicate as soon as possible your interest in permanent employment.

When you accept a temporary assignment, it’s assumed that you are happy to work for the length of time that the contract indicates. However, many temps automatically think that the temp job will turn into a perm one, which is not the case. If you are genuinely interested in becoming a permanent employee with the company you are assigned to, then you must speak up. Let the recruiter and the on-site HR manager know you would like to be considered for perm placement in your present assignment or in another related employment opportunity there.

  1. Be punctual, professional, and productive on the temp assignment.

As a temp, you have to work twice as hard to impress the management team at your assignment. Therefore, you will want to be sure to arrive to work early or on time every day. Dress very smartly and conduct yourself in a highly professional manner at all times to stand out from other temps. Complete all assigned tasks, provide quality work, and ask for projects when you have time to spare. Demonstrate your worth to the employer to be thought of as someone that has potential. The harder you work, the more likely you are to be recommended for a permanent job when one comes along.

  1. Find ways to blend in with the team and the corporate culture.

Temps often feel left out or ostracized in some ways by permanent employees while on assignment. Don’t fall into this way of thinking. Instead, look for every opportunity to blend in with the rest of the team by being a participant and getting along with others. Respect perm employees and they will return the favor. Learn what the corporate culture is all about and do your best to become part of it. Dress and act the part at all times. Be someone that others can rely on to get the job done well. Claim the job you want by understanding how your role as a temp contributes to the success of the company.

While these are just a handful of ways you can support your goal of becoming a permanent member of the team, your focus should always be on providing superior results and a good attitude about your work as a temp.

If you are looking for temporary jobs in Westchester NY, contact Concorde Personnel today.

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4 Ways to Onboard Temporary Talent

November 13th, 2013

After weeks or even months of searching for the best candidate for your organization, you’ve decided to choose a temporary employee from Concorde Personnel. This is not surprising because of the high quality of the talent we work with. One of the ways you can get the most out of this arrangement is to offer the temp a positive impression from their very first day on the job. In this case, an onboarding process can work wonders.

Why is Onboarding Temporary Talent Important?

Several studies have led to the conclusion that while each new hire has a unique experience, this can go much better for both sides when there is an actual onboarding process in place. While onboarding temps may be somewhat different than a direct hire orientation, there are benefits of using this same method of welcoming the new hire to your business. Workplace research indicates that:

  • More than half of all new employees who have gone through onboarding program are likely to stick around. (Workforce)
  • Employees who decide to leave an organization do so within the first 6 months on the job 90 percent of the time. (Aberdeen Group)
  • Almost 70 percent of all employees who benefitted from an onboarding process stayed employed for at least 3 years or more. (BTS)

4 Elements of a Good Temp Talent Onboarding Process

Your temp employees can experience a structured onboarding process that quickly brings them up to speed, helps them to become more productive, and assists in retaining them for the length of their contract. Here are the four elements that belong in your temp talent onboarding process.

Communication

When you are brining temps onboard, be sure to communicate with your current staff of their arrival, and stress the importance of treating temps with respect. Communicate well to your new temps by providing a welcome letter, introducing them to your team, and giving them a good overview of the corporate culture and policies. Assign a great work area for your temps so they can connect with others.

Tasks

Provide temps with a written description of each assignment, along with a list of critical tasks and goals. Give them specific deadlines for getting things done and all the resources they need at their disposal.  Let temps know that you are there to support their success and that there is an open-door policy for answering any questions they may have. Remind temps of their progress through daily or weekly project meetings.

Incentives

Your temps will perform better when you provide them with rewarding tasks and incentives for a job well done. Create an incentive program for your temps, with short and long term goals to attain. Since many temps do not have access to regular employee benefits, offer them some unique temporary employee perks such as flexible work schedules, discounts at local vendors, wellness support on the job, and bonuses for reaching goals.

Feedback

Perhaps no other element is as important in an onboarding process as frequent feedback and guidance for temporary employees. Oftentimes, temps worry that they are not working hard enough or because they are limited in time they cannot meet your expectations. Communicate to your temps how important their work is to the success of your company and give them honest feedback often.

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How to Include Temporary Assignments on Your Resume

October 22nd, 2013

Temporary and short-term assignments are great in the beginning of your career or when you are looking to change careers, because they provide you with valid work experience. Unfortunately, it can be somewhat difficult to list them on your resume – in a way that makes sense to recruiters. If you have worked only one or two temporary jobs, it is a little easier to list them. But when you have a handful of assignments that were all short term, it gets more difficult. Here are some tips for including them on your resume.

List the Agency as Your Employer

If you worked multiple assignments for a single temporary agency, include the temporary agency’s name first. This is who you worked for, who provided you with temporary assignments, and who paid you. They are the company that is going to come up on your background check. While you probably worked for multiple companies, you were not employed by them. You were employed by the temporary agency, so that is who should be listed on your resume.

List the Job Titles

After listing the agency you worked for, make a list of job titles you held. If you had just one type of position through different temporary assignments, you only need to list it once. However, many temporary agencies place you with slightly different job titles, such as “accounting assistant,” “data entry processor” or “payroll assistant.” While it takes approximately the same education and skills for these three positions, they are varied in the type of job titles. Enter them separately in the temporary agency section of your resume.

Detail Your Job Duties

Next, make a place on the resume where you detail the duties you completed. The clients you worked for are not as important as the type of assignments you had. This is where the interviewer or recruiter is going to verify your experience. Most recruiters don’t care as much about the fact that you were a temporary employee, but they do care about what kind of skills you acquired while employed. Be specific with what was expected of you in those positions.

The Length of Assignments

It also helps to provide the length of assignments and why they ended. Recruiters want to know the only reason you left those temporary assignments was because you were simply providing support for an extra project for a company or filling in for an employee who was ill or on maternity leave. It looks much better than if you say it wasn’t the right fit or you didn’t like the assignment. Your temporary agency will be your primary reference for these assignments, so they will also be able to answer these questions when the recruiter calls to verify your employment.

You can also consider omitting this experience if the temporary assignments were very short (less than a week or two). Look at your overall resume and the experience included. If the temporary assignments didn’t provide much experience compared to other jobs you have had, or if they are unrelated to the types of full-time work you desire, consider not including them.

If you are looking for Fairfield CT recruiting agencies, contact Concorde today.

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Interviewing Tips for Looking for Company Culture Fit in a Candidate

October 8th, 2013

Each company has a culture that is unique to the business, industry, and objectives. When recruiting, not only are you looking for someone who has the right educational background and skills required for the position, but also who fits in best with your company culture. If candidates don’t mesh well with the corporate culture, it can be hard for them to feel comfortable in their new job. A poor culture fit can also make daily business operations more difficult for everyone else.

Here are some behavioral interviewing tips you can use to be sure a candidate has what it takes to fit in well with the company culture.

Uncover a Past Unsatisfactory Company Culture

During the interview, ask the candidate about the worst company they ever worked for. Make sure the question is specific to the company culture and work environment. By asking this question, you are right away discovering where they don’t want to work and will not fit in well. If their worst experience is close to your company culture, you know immediately it isn’t a good fit. However, if it is quite different from how your company is run, then you gain some insight.

For example, if a candidate didn’t like working in a fast paced office, but you have a low key and smaller office, the candidate may be a good fit. On the other hand, if the candidate appears to be too rigid in what they expect from an employer, this could signal performance problems and a poor fit with the company culture.

Find Out About Preferred Work Environment

Another way to learn more about where the candidate feels the most comfortable is by asking directly where they would prefer to work. Since the candidate has likely become familiar with what your work environment is, you can assume they would be happy there if they are applying for the job. But there might be things in your culture they are not aware of. Ask flat out what types of work environments or the collaboration conditions they best excel in.

Ask About Difficult Situations

Finding out more about the candidate’s personality traits and work habits is important to find out if they will fit in with your company culture. One way to do that is asking about difficult situations they have had in previous positions, and how they handled it. Try to phrase the question in a way to find out about difficulties with the company or environments, not with customers or clients.

How the candidate answers makes a large impact in determining if they are a good fit with your company. This lets you know if they tend to be someone to let others handle things or if they take the initiative. If the candidate prefers calm reasoning and compromise, or if they are more headstrong about their own ideals.

Lay Out Your Company Culture in Clear Terms

The last step of this process is always to outline what your company culture looks like and how the work environment is on a standard workday. If it is an extremely strict, business professional environment that doesn’t provide any personal time during the workday, be honest about that. If you allow a loose dress code and flexible work hours, indicate that as well. It helps both you and the candidate to decide if they would fit in well with the company, or not.

If you are looking for staffing agencies in Westchester NY, contact Concorde Personnel today.

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4 Ways to Make Your LinkedIn Profile Stand Out

September 24th, 2013

When you are on the prowl for a new job, using LinkedIn can be a positive way to get in front of more hiring companies. According to a 2013 Jobvite survey of over 1,000 companies, 94 percent of employers use or plan to use social networks for recruiting purposes. If you are not actively looking for work on LinkedIn, then you could be missing out on a large market of interested employers. The key is to create a presence on LinkedIn that will help you stand out in a positive way.

Developing a Better LinkedIn Profile as a Job Seeker

There are some ways to make your LinkedIn profile shine as a job seeker. While this will take a little time to manage, it’s well worth the effort. Here are four ways to create an outstanding LinkedIn profile.

  1. Add a professional image.  Many scientific studies have shown that people form an initial opinion of you within 10-seconds of seeing you either in person or via a photo. Therefore you will want to take the time to get a photographer to take your head shot photo and choose the best image for your profile. It should speak to your industry and the way you want others to think of you. Avoid any pictures that could be misinterpreted or are poor quality.
  2. Create a keyword focused description. When searching for candidates for open assignments, recruiters will often use the built-in search engine on LinkedIn to pinpoint members who may be a good fit. This means you will want to include keywords in your description that puts you in front of recruiters during the search process. Refer to the industry terms and assignment keywords found in the LinkedIn job section.
  3. Provide relevant career and educational data. Your LinkedIn profile is not meant to be a complete online resume. Instead, it should be a general outline and listing of the work achievements you’ve accomplished. Focus on just the last 10-15 years of your work history and then create short descriptions of your roles and any awards or recognition you’ve received. Share links to your professional portfolio, projects you’ve completed, and any websites/blogs you own. Save the smaller details for any interviews you may be invited to.
  4. Get endorsed and recommended by peers. A powerful way to build a better LinkedIn profile is to gather as many written recommendations and endorsements you can from your peers and any past employers. LinkedIn makes this easier for members as there is an automatic list of people to endorse upon login. You can give yourself a boost by recommending and endorsing others and then asking for that in return.

There’s a reason why nearly 300 million people are connecting on LinkedIn as of this article. Take the time to develop a killer profile and you’ll have a much better chance at getting noticed by the best hiring managers and that much closer to your dream job.

Enjoy some previous posts from Concorde Personnel on using social media as part of a job search:

Is Your Networking Helping or Hurting?

Stay Connected to Your Job Networks Without Being a Pest

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3 Tips on How to Use Social Media in Your Hiring Process

September 15th, 2013

Social media recruiting is on the rise as many hiring managers look to online networks to get in touch with quality candidates. There are millions of combined users on the top three social networks (Facebook, LinkedIn and Twitter). The Undercover Recruiter featured a video that highlights some facts about how many people actually participate in social networks. Interestingly enough, nearly 85 percent of technology professionals use Facebook and another 41 percent use Twitter. This equates to millions of technology pros who are accessible by social networks – and this is just one industry that recruiters can tap into!

It’s clear that recruiters need to learn how to connect with social media users who could be excellent recruits for company growth. Hiring managers also need to become familiar with the leading social networks in order to better engage with and recruit candidates, because they are uniquely suited to this purpose. Read on for some tips to use social media effectively in your recruitment and hiring process.

Set up a professionally branded social media profile that’s consistent across all social networks.  

Your first stop in being successful with social media recruitment strategy is to develop a branded social media profile for your company. Your brand gives others an idea what your business stands for, what your corporate culture is like, and the types of candidates who will fit in well with these factors. Your brand may include your company logo and message, links to your company career web page, and imagery that displays your company mission and values in a consistent manner across all the networks you participate in.

Post open assignments, industry updates, and relevant company content on a regular basis.  

As part of a strategic recruiting effort, you can use social media to post job openings or links to your job openings. Add frequent updates about your company achievements within the industry you operate. Upload interesting content to your social networks frequently. Use social media to engage in conversation with others to build a following of passive and active candidates. The idea is to stay in front of potential individuals who may decide to come on board at some point in the future.

Seek out potential candidates using built in social search functions and niche industry groups.

Perhaps one of the best ways to engage with more candidates is to proactively seek them out using the many tools found on social networks. All social media types have built-in searchability which enables recruiters to search for professionals by industry, title, name, and even location.  Become active in niche groups for your industry and job seekers, adding relevant content and links to job openings. Use hashtags (#) on Twitter when posting jobs for your niche industry. Use LinkedIn recruitment tools for candidates to apply using their profile information.

Social media recruiting can be a rewarding way to reach out to more candidates who may have what it takes to become part of your company. Remember to use this as just another resource in your tool bag as a recruiter. Use caution when engaging with others on social networks and respect their privacy. Work with a temporary staffing agency that has a strong social media presence and can support your recruitment needs. Overall, social recruiting can provide many benefits for your business when used in the right ways.

If you are looking for staffing agencies in Westchester NY, contact Concorde today.

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