Newsroom | Contact Us | October 19, 2018

Our Blog

Recruiter or Hiring Manager Ghosted You After the Interview? Here’s Why it Happened

October 9th, 2018

Have you ever been so exhilarated about a potential job because you were certain you were going to get it? Everything was going so well, and then, after the interview, the hiring manager or recruiter just completely dropped any and all communication? This is getting “ghosted” and it’s a huge bummer.

3 Top Reasons Why You Were Ghosted After Your Interview

It’s not easy to forget about what you thought was going to be your next great job. However, it is important to move on. In order to better move on, you should understand a few reasons as to why the employer ghosted you.

The Interview Didn’t Match Up to Your Resume

Even if you thought the interview went well because conversation came easily, and personalities matched, it doesn’t mean that the hiring manager or recruiter felt like you matched your resume. You may have missed opportunities to talk about key points of past experience, skills, or job responsibilities that you highlighted on your resume.

Other Company Priorities Came Up

Even though it’s inconsiderate to you, the eager job seeker, a hiring manager or recruiter may have had to switch focus with more pressing issues at the company. It could mean that they are reconsidering hiring anyone for that position, or other unrelated issues popped up that take priority over.

You Just Weren’t the Right Fit & Rejection Communication is Difficult

Even though you would rather receive an official rejection than wait around, wondering if you got the job, some hiring managers or recruiters are very uncomfortable sending rejection communication. This is unfortunate and yes, unprofessional, but you have to move beyond it.

How to Bounce Back from Being Ghosted

Nobody likes to be ghosted, but it, unfortunately, happens more often than you would think. If it does happen to you, don’t let it get you down and unmotivated. In fact, feel free to reach out to the company, in a very relaxed and professional manner. Wish your contact well, and ask them if they have the time to respond about whether or not they are still in the interviewing process. You can even ask them to help you understand why they passed over you so you can improve yourself for the next opportunity. This humble communication is a breath of fresh air and if your contact isn’t too busy, they will be happy to help you.

Rebound from Being Ghosted & Find the Right Job

Overcome the sting of being ghosted and contact Concorde Personnel to help you find a new job opportunity that will help you reach your career goals. Our team of recruiters at a top staffing agency in Stamford CT is ready to help. Contact us today!

white-plains-staffing

Share

MarTech – How Can You Shape Your Skills Into This New Industry?

September 19th, 2018

One of the fastest growing industries is marketing technology, which is why it has been given its own buzzword, MarTech. Even though professionals that can contribute to this field are in high demand, it’s still an unfamiliar industry. Understand more about what this industry is and how you can become a skilled professional in this new and exciting industry.

What is MarTech?

MarTech is the field of marketing that requires digital skills. Rather than digital marketing, this industry is even more focused on technology, rather than account management. If you are familiar with the social media marketing tool, Hootsuite, then you are familiar with marketing technology. Hootsuite, as a product or tool, is a perfect example of marketing technology.

Another example of a MarTech tool is retargeting software. This level of MarTech is when businesses can use one interaction from a customer to advertise to that same customer on another website or social media site.

Both of these applications of MarTech are seen every day, but may not even be noticed by the consumer. While it seems simple, there is a lot of coding, analytics, and even artificial intelligence involved. And that’s where this industry is headed.

What Training Do You Need to Get a Job in MarTech?

Since this is a very complicated and technically advanced industry, these are a few areas of specific training or experience you need before you will be considered for a MarTech job.

  • Email communication management
  • Customer management software (CMS)
  • Real-time decision-making through AI

These Are Useful Transferable Skills for MarTech

While most of the training involved in MarTech are specific, there are a few transferable skills that will be beneficial as you look to make a career in MarTech.

  • Creative problem solving
  • Effective communication
  • Collaborative teamwork

Find Your Career in MarTech

If you are intrigued about how you can enter the MarTech industry and need help finding the right opportunity, contact Concorde Personnel.

white-plains-staffing

Share

Glassdoor Reviews Are Affecting Your Application Pool

September 5th, 2018

Social media has empowered the individual in countless ways. Job candidates can search for feedback from current or past employees at any particular company to determine whether or not they want to apply to an open position. Websites like Glassdoor have made this an even greater reality.

What is Glassdoor?

If you’ve never paid attention to Glassdoor, as a job recruiter or manager, it’s time you do! As job candidates research the companies they are interested in, Glassdoor is a site that shows reviews of current or past employees. This provides a unique opportunity to get an inside look at what it would be like to work at any particular company.

What a Negative Review Means on Glassdoor

When it comes to company reviews, the more negative reviews, the less likely job candidates will apply to that company, especially top talent.

Companies with a review of three or more receive at least 2 percent more applications than companies with reviews less than three. This is important to recognize so that you can be sure to do whatever you can to keep your employees happy (this will help employee retention, too) and attract top talent in your application pool.

How to Properly Handle a Negative Review

No matter how hard you try to make your company a cheerful, honest, or enriching place to work, you still may have a negative review pop up on Glassdoor. While this can make you feel powerless, there are a few things you can do.

Ask Current Employees to Write Reviews

Unfortunately, review sites attract the disgruntled employees. Naturally, a company may be more likely to have negative reviews, so be proactive. Ask your current employees to write reviews and this may help balance your ratio of negative reviews, increasing your overall rating!

Read and Respond to All Reviews

It can look fishy when companies only respond to positive reviews or only respond to certain negative reviews. Respond in some way to all reviews, positive or negative, so you can illustrate that you are a responsive, helpful company.

Resolve Any Issue Offline, Then Post a Resolution

Instead of engaging in details on your negative review, it’s best to respond in a polite way, inviting your disgruntled reviewer to contact you so you can help solve any issues. You don’t want to create a buzz or conversation of negativity on Glassdoor, so taking these matters offline is best. Plus, you may learn some truly valuable feedback in the process that can prevent you or your company from making the same mistakes.

Once you come to a resolution, post a comment to show that you are responsive to issues and care about making improvements. Something along the lines of, “I’m glad we could work together to solve this issue. We wish you all the best,” would be fine.

Request Defamatory Reviews to be Removed

You cannot delete reviews on Glassdoor. However, if a review is completely untrue or you suspect it’s a “troll” response, you may request that it be removed from the site’s publishing team. They will need to have some proof that the review is defamatory, but they will take the correct steps for you if this is an issue.

Attract the Right Talent and Earn a Great Review

For help finding the top talent for your job openings, or for suggestions on how to improve the workplace environment to earn top ratings on sites like Glassdoor, contact Concorde Personnel.

white-plains-staffing

Share

Is It Time to Resign from Your Job? A Guide to Make It a Smooth Process

August 21st, 2018

There’s a lot of great advice for how to find your dream job. But what about how to quit your current job? While it may not be in high demand to quit a job, leaving a job with grace and professionalism is very important to your career success.

Quitting Isn’t Easy (And it Shouldn’t Be)

It’s a good thing that quitting isn’t too easy. And for the record, we are talking about respectfully quitting a job for a new opportunity, not because of a bad day or flakey reason.

Leaving a job can be a little bit tricky, but it doesn’t have to be if you follow this simple guide.

Your Guide to Make Your Resignation a Smooth Process

If you are gearing up to leave your current job, read on so that you make your resignation a smooth process and remain professional until your very last day.

Be Professional & Official

A bit of timeless career advice: Don’t burn bridges. Even when you have a great job lined up, you need to exercise professionalism and courtesy when resigning from your current job. No matter what your job is or how casual the company culture may be, it’s important to draft a simple, yet official, letter of resignation to give to your boss or supervisor. While you can give a hard copy to your boss, you also should email a copy to HR to have documentation of your resignation process.

The timing of delivering this letter should be appropriate as well. A general guideline for leaving a job is two weeks. Once you tell your supervisor, this may be altered depending on the situation.

Telling Your Manager

Most likely, the correct person to tell first will be your manager. Again, you may want to send an email copy to human resources, but this may vary depending on your company’s structure.

In your conversation, you don’t need to divulge too much information as to why you are leaving the company. You should be respectful and professional in your brief explanation, and your manager will most likely handle the news well. After all, this is a typical responsibility for a manager.

Be Open-Minded About Your Transition

Now that you intend to leave the company, you should be ready to make the transition as smooth as possible for your successor and the team. Your boss may want you to stay all of two weeks, or maybe less. They may ask you to create a guide for your replacement, or they may ask you to train a coworker to take on your responsibilities. Whatever their suggestions for your exit, be open to them and be helpful. This will allow you to leave the company on a more respectable note, making everyone appreciate you even more.

Find Your Next Job with a Top Recruiter in Norwalk CT

If you are looking to find a great job to advance your career, contact Concorde Personnel and partner with a top recruiter in Norwalk CT.

white-plains-staffing

Share

Onboarding Tip You Can’t Ignore – The Importance of the First Week

August 7th, 2018

When it comes to ensuring that new hires are going to be a great addition, and investment, to your company, the onboarding process plays a significant role. A lot goes into the official onboarding process, and while it could technically last weeks with training, the first week is incredibly important.

What to Do During the New Hire’s First Week for Long-Term Success

The first week of work for any new hire should not be mistaken for a low-key vacation without kids. While you don’t want to throw a new hire into the trenches without proper training, having a busy and productive first week not only makes the new employee feel welcome and appreciated, but it can help that hire stick around the company for a while.

Increase Their Internal Network

Encourage managers or supervisors to hold one-on-one meetings with new hires or coordinate in-person meetings with co-workers. These face-to-face meetings are extremely beneficial for new hires. These types of meetings help the new employee feel at home at the new company, and it can make them feel welcomed in the team, both of which can result in greater performance and retention at the company.

Hold Effective Meetings

Within the first week of employment, it’s very important for the new hire to be involved in an in-person meeting that carries some value to the project at hand or company overall. When a new employee is a part of this type of meeting within their first week, it can positively affect every meeting held afterward, leading to more productive meetings and projects. This can help participation and morale soar within the department as well as lead to an overall increase in company success.

Encourage Collaboration

Even though a new employee has a lot to learn within their first week, you should encourage that they are involved in collaboration whenever possible. Early collaboration leads to more productive meetings and obviously greater company success. When the new hire feels valued, this will help encourage positive performance and can also help ensure that they stay at your company longer.

Find Your Next Great Hire in Westchester

If you’re looking to find qualified and experienced job candidates to work at your company, contact Concorde Personnel to work with a top staffing agency in Westchester.

white-plains-staffing

Share

LinkedIn Isn’t Your Resume, But it Has Unique Features to Help Your Job Search

July 24th, 2018

Every job seeker knows that LinkedIn is an important and useful professional networking site. From welders to bankers, this social network connects professionals and creates successful business relationships on a daily basis.

Even though it can’t be your formal resume, it does have unique features that can make your job search even more successful.

4 LinkedIn Features to Help Your Job Search

If you’re looking for a job, you definitely need to spend some time updating your LinkedIn profile. Be sure to fill out all relevant fields and even ask for some recommendations from coworkers. After those basic profile fields are complete, take advantage of these four features to help you find your next job.

Include Your Location

Be sure to include your location in your profile. When recruiting managers or headhunters are looking for candidates, they will often filter geographically. You don’t want to miss out on a great opportunity, just because you didn’t include your location on your LinkedIn profile! If you are open to relocating for a job, you can list all your possible cities in your “Career Interest” section.

Turn On “Open Candidate” feature

If you’re currently employed, but you are looking for a different job, you can take advantage of this fantastic feature in the “Career Interests” section. By turning on the “Open Candidate” feature, you can let recruiters at other companies know that you are interested in a new job, but the managers at your current job will have no idea so you won’t be in jeopardy of losing your job based on your searching. In this feature, you can also specify the type of position you are interested in, as well as the location.

Use “How You Match” feature

When you are looking at job listings on LinkedIn, you are able to view a checklist of how well you match the qualifications of that position. This checklist includes factors like education, years of experience, and job title. If you are a Premium member of LinkedIn, you will also be able to see how you rank with other applicants. It’s a fantastic way to see whether or not you should take the time to apply for the job position.

Connect with Your Alumni Base

It doesn’t matter when you graduated, alumni are always interested to help each other. You can use the “See Alumni” feature to find make more alumni connections. You will also be able to filter the location or even companies they work for to find alumni connections you may know or make new connections as well.

Need Help Crafting Your Resume?

If you need help writing your best resume, updating your LinkedIn profile with eye-catching info, or finding the perfect job, contact Concorde Personnel.

westchester-ny-temp-jobs

Share

Empathy – How Can You See It in the Job Candidate?

July 10th, 2018

There’s a lot that goes into a great employee. Skills, qualification, stellar references, etc. But an important quality that you shouldn’t overlook is empathy. An employee who can be empathetic often has a higher emotional intelligence, which means they will usually be a great listener, level-headed in tough situations, and a great leader or valuable team member.

While a lot of the value in an empathetic employee is demonstrated in action, there are some reliable cues that will help you determine in the interview process whether or not a job candidate has this quality.

4 Ways to See Empathy in a Job Candidate

Use these tips during the interview process to see if job candidates are empathetic.

How do they treat every person they interact with?

You might assume that during the interview process, a job candidate will be as welcoming, friendly, and responsive as possible as they try to make a good impression. In reality, even a hopeful candidate might only show respect and kindness to the gatekeepers at a company. Pay attention to how the candidate interacts with everyone they meet. Do they smile at a passerby? Are they comfortable meeting an unscheduled worker? Do they make room in a crowded hallway for others to get by? These are just a few ways you can observe empathy in action with a prospective hire.

Ask behavioral interview questions that replicate realistic situations.

This point is especially relevant for candidates who are interviewing for a management position, but it can apply to other applicants as well. During the interview, be sure to ask behavioral interview questions about handling certain situations. These situations should be realistic and will demonstrate how the potential employee would handle or react to an awkward, stressful, or emotional situation with another employee. Whether it’s solving a problem, or helping a coworker, you will gain a lot of insight as to how empathetic the job candidate might be at your office.

Read their body language.

While you are listening to the job candidates, you also need to pay attention to their body language. Are they relaxed or tense? When you are speaking, are they looking at you? Do they make eye contact, gesture in a friendly manner, or show their interest by slightly tilting their head? Do they smile? These may seem like very simple or common cues, but as you begin to pay more attention to body language, you will see how these cues match up with employee behavior.

Are they listening to you speak or just politely waiting for the opening to talk?

This is one of the most telling signs during an interview of whether or not the job candidate has empathy. Even though a candidate might feel a lot of pressure or excitement to be hired, they will still truly listen to you, rather than just plan their next selling point or answer. Instead of being totally self-involved, they will understand that an interview is a conversation and even a small relationship, not just a one-man performance.

Do you need help finding quality candidates?

If you have an opening at your company and need help finding top-notch job candidates, contact Concorde Personnel to work with a top employment agency in White Plains!

white-plains-staffing

Share

Bad Hires Cost More Than You’re Willing to Admit – How to Improve Your Retention Rate

June 20th, 2018

Everyone can agree that a bad hire is a costly mistake and also inconvenient. But do you know just how expensive hiring the wrong employee is to your business?

The Cost of a Bad Hire

It’s expensive to hire a bad employee. To calculate the cost of a bad hire, you will need to consider all these factors:

  • Recruitment advertisements fees and staff time
  • Relocation and training costs for replacement hires
  • Negative impact on team performance
  • Disruption of projects
  • Lost customers
  • Weakened employer brand
  • Litigation fees

These areas are several examples of how much a bad hire can cost your company. Totaled, it may be close to, or even over, $200,000.

Increase Your Employee Retention Rate

As you do the best you can to avoid making bad hiring choices, you can also do a lot to make your office environment one that employees want to stay at a long time and do great work. To help increase your retention rate, consider these guidelines.

Be Clear About Expectations

It’s so important that managers and supervisors are clear about their expectations for their employees. It’s more often that people will leave a manager rather than leave a job or company. One of the best ways to keep your employees is to be clear about expectations regarding growth opportunity, daily tasks, wages or compensation, and company goals. When workers know what’s expected of them they have a greater sense of purpose which translates to overall worker happiness.

Allow Employees to Speak Their Minds

Another great way to achieve higher employee retention is to create an environment where employees can feel comfortable speaking their minds. Workers want to be able to share ideas, feedback, or frustrations. When a company allows the proper avenues for open communication, it makes their employees feel significant and valued. Workers are less likely to leave a company when they feel as though they can speak their minds to their coworkers and supervisors.

Reward and Recognize Your Employees

Employees want to feel as though their work is appreciated. A company can retain their employees by recognizing effort and accomplishments and rewarding those workers who meet or exceed job performance expectations. Sometimes, the reward or recognition can come in the obvious form of an increase in compensation. Other times, small gift cards, or lunch outings are appropriate.

Create a Healthy Company Culture

There are many ways to create a healthy and positive company culture. This can also help increase your employee retention. For more information on how to enrich your office culture and retain happy employees, contact Concorde Personnel.

white-plains-staffing

Share

Temp-to-Perm: Why It’s the Answer to Your Job Search Problem

June 6th, 2018

If you are having difficulty finding the next job on your career path, it might be a great time to consider a temp-to-permanent position. These types of jobs are often overlooked, but they could be the answer to finding you the next job that advances you in your career.

What is a Temp-to-Perm Job?

A temp-to-permanent job is when a company hires an employee for a period of time (example: 12 weeks) and then after that time, decides whether or not to hire them full-time.

Three Reasons You Should Consider a Temp-to-Perm Job

To understand why you should apply for temp-to-permanent job openings, consider these three big reasons.

1. Test Drive the Job & Company

One huge advantage of a temp-to-permanent job is the fact that you are able to basically test drive the job position and the company. Through hands-on experience, you’ll be able to decide whether or not you like the type of work you were hired to do. This is especially a great option if you’re getting into a new industry or are unfamiliar with some of the responsibilities necessary to be successful in this new job. If you decide that the skills or responsibilities, or the company itself, doesn’t mesh with your career goals or aspirations, you are free to leave without any hard feelings.

2. Learn New Skills & Find Your Fit

During your temporary time in this position, you will most likely learn some new skills. While this will undoubtedly make you a stronger employee should you get a permanent position, it also helps build up your resume if you want to seek other job opportunities. You will also get a chance to determine whether or not you like the company’s culture. Maybe you like everything about this job position, responsibilities, and required skills, but not the culture. Finding a similar job at a different type of company can be your next step.

3. Get to Know Your Co-workers & Manager

As you work alongside your co-workers and managers, you can develop strong professional relationships. You might find a wonderful mentor, regardless of whether or not you stay at the company past the temporary period. You may also make some great friends along the way. Whether you are offered the chance to join the company full-time or not, these connections are valuable.

Companies Receive These Benefits, Too

Just as you have three great reasons to try a temp-to-perm position, companies benefit with those same three reasons. At the end of the day, you are looking to achieve your career goals. Perform your best at your current job and you may get offered a full-time permanent position. If not, you’ll have fostered valuable relationships that will be great references for another job opportunity.

Find a Temp-to-Permanent Position that Fits Your Career Goals

If you want to find a temp-to-hire opportunity that helps you achieve your career goals, contact Concorde Personnel.

white-plains-staffing

Share

Questions to Ask Your Team that Bring Real Answers about Company Culture

May 22nd, 2018

Company culture is a very important part of a successful company. While the idea is tossed around frequently, it’s not necessarily carried out or a focus for companies. This can be a big mistake and without a healthy company culture, progress may stall.

Company Culture Should be Unique

While there are common company culture traits that are adopted by a variety of companies, the best traits are unique to the company and what motivates their employees.

To determine what company culture traits your company should implement, it’s best to ask your employees. You can do this through surveys or interviews. Your best results may come from one-on-one interviews but if you don’t think your employees will be honest with you, you can always bring in a third party to conduct this important interview.

What Questions Should You Ask to Shape Your Company’s Culture?

Here are a few suggested questions you can ask your employees to create a company culture that they will thrive in. Each level of questions will address how an employee interacts with the company and how company culture affects the work environment.

Individual Level

  1. Which activities or tasks bring you satisfaction regardless of whether or not you receive recognition?
  2. What part of your job inspires you?

Team Level

  1. How does culture shape how your team manages goals and responsibilities?
  2. Do you think there are any unintended company values that affect how team members work together?

Company Level

  1. Is the company’s mission memorable?
  2. What actions do you think need to happen to improve the company’s culture?
  3. How is success recognized? How is failure addressed?
  4. Do the leaders and managers of the company behave in a way that’s consistent with the company’s values and culture?
  5. What are some informal practices that leaders and managers use to get work done? Do you find these helpful?
  6. What do you think needs to be done, if anything, to improve the company culture?

Implement Your Company Culture and Run a Successful Office

Unique company culture is so important when trying to manage a successful team. For help on implementing great company culture and other management advice, contact Concorde Personnel.

white-plains-staffing

Share
4 West Red Oak Lane, 3rd Floor  |  White Plains, NY 10604  |  P: 914-428-0700  |  Site Map
DESIGN ⇔ GO2 MEDIA DESIGN

Employment Agency, Temporary Staffing Service, Permanent Recruitment, Staffing Solutions, Temp Agency, Job Placement Agencies, Staffing Agency, Temporary Staffing Solutions