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What Do You Do with an Employee Having a Bad Annual Review?

December 6th, 2016

It goes without saying that annual reviews are a big deal. They are important for every team member involved in the company and will help unify the team in achieving their goals. Good reviews and bad reviews happen all the time, and it’s important to have a plan when you will be meeting with an employee who has a bad review. Remember, an employee with a bad annual review could be your next shining star with a little bit of mentoring and action steps from you!

What To Do in a Bad Annual Review

  • Tell them how to improve. Sounds quite simple, right? If you have a rubric, or standards to measure performance, you should be able to give them simple directions for how to improve their performance. You don’t want to turn into a micromanager, but you absolutely do want to give specific examples in your directions to help them improve. After all, if you can help them succeed at the job, the entire company benefits.
  • Create an achievable action plan. To take your suggestions for improvement to the next level, you and your employee should create a realistic action plan. Set them up for success with breaking their larger goals into smaller steps. This will help them build confidence along the way, while still meeting the goals and tasks necessary for their job.
  • Pair them with star employees. Often times, the best resources for your employees who are struggling are their colleagues. Consider the skills you want your employee to improve upon, and find an employee who could help teach them. Maybe they do a small training session, maybe they shadow them for a project or task. This is a great way to not only help your employee but also help your star employee with leadership and mentoring opportunities.
  • Have another review. When an employee has a bad annual review, don’t wait a whole year before meeting again. Often times, a review every six months is practiced, but you could also do a smaller review every quarter to monitor progress.

Do More

Your employees should be eager to improve regardless of whether they have a good annual review or a bad one. Be ready to coach them and make your company more successful by taking advantage of our many resources. Visit our website or contact Concorde Personnel learn more about motivating and managing employees.

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Shut Down the Negative Job Hopper Perception in Your Next Interview

November 21st, 2016

Since your first job in high school, you’ve been told that it’s best to spend some time at the same company for a while because it looks good on your resume. While we may still be hearing that advice, and even thinking it ourselves, the career path is different for everyone and so-called “job hopping” is becoming more regular.

A Negative Perception

There is a negative perception connected to job hopping. Among other reasons, three main concerns are:

  • Commitment Issues
  • Impatience
  • Doesn’t Play Well with Others

While it’s easy to see why these could be concerns of your hiring managers and interviewers, you can help them see that there can be other, respectable, reasons why job hopping occurs.

Shut Down Negative Perceptions

When you interview for a job, the hiring manager may not bring up these concerns specifically, but you can still shut down the unspoken perceptions by communicating the strengths that you’ve gained along the way as a job hopper.

  • Adaptable

Each time you start a new job, you are starting over. These transitions aren’t a piece of cake and it’s important to communicate your adaptability in the workplace. New systems, procedures, new people – you’re good at adapting to the new environment and finding your place at the company.

  • Thrives with Challenges

Job hopping really isn’t a bad thing when in fact you’re doing it to stay challenged and to meet each challenge head-on. You absolutely want to dispel thoughts that the reason you’re job hopping is because you felt challenged at previous jobs and you weren’t comfortable rolling with change at the office – whether it be new systems, new bosses, or new team members to work with. Instead, gently assure your interviewer that you want to stay challenged in the workplace, continuing to grow as a professional.

  • Passion for Fulfilling Work

Some hiring managers may see a job hopper as someone who doesn’t easily get along with others, someone who isn’t a team player. In your interview, be sure to speak to examples of your ability to work as a member of the team. If your motivation at work lies beyond your coworkers, explain that as well. Your career is about doing fulfilling work to the best of your abilities, and making friends along the way is an added bonus, but not a reason to stay in a particular position, just to log hours there.

Interviewing and Job Hunting Advice

For more interviewing insights and job hunting advice, or to find amazing job opportunities, contact Concorde Group, a leading staffing agency in Westchester, NY.

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How to Avoid Hiring Mediocre Talent in a Candidate Market

November 8th, 2016

Avoid hiring mediocre talent Westchester NY - Concorde Personnel

Nothing is worse than going through the interviewing and hiring process, even the onboarding process, only to realize that you hired a mediocre employee. Not terrible, but not the man or woman you thought you hired, not the one you need to help your company reach their goals and succeed.

To avoid making this costly and time-consuming mistake, follow these five pointers.

1. Don’t Give In

When you decide the qualifications you need for the position you are hiring for, you need to stand firm. Don’t give in or be lenient with those qualifications. You might have to look longer or ask more questions in interviews, but it’s worth the time to find the qualified candidate who can do the job the way you need it to be done.

2. Find the Right Characteristics that Match Your Company

Before you begin the interviewing or hiring process, you should first take a step back and determine the characteristics of your company culture. When you determine the characteristics and qualities of your company culture, you will then make those qualities must-haves with your new hires. Don’t compromise on these characteristics either – they will impact your company’s environment, the morale of employees, and ultimately the degree of your company’s success.

3. Recruit Passive Candidates

Passive candidates are already employed at another company and not even looking for a job. You won’t be recruiting passive candidates when you have an urgent need to fill a position. This is an exercise that you will practice consistently. It allows you to comb through the professionals in your industry who have the qualifications and characteristics that you need.

4. Use a Staffing Agency

Partnering with a professional staffing agency takes the recruitment process to the next level. The staffing agency has a large network of potential hires who they know have created relationships with. They will also begin a relationship with you and will let you know when they have someone who meets the criteria you have and who they think will help your company succeed.

5. If You Can, Hire More than One

If it at all possible, hire more than one candidate for the position. In this situation, you will be able to see which candidate is better suited for your company and the position in the true element. It might sound odd, but it’s a practice that several companies use. You may see that one candidate truly shines for the position you need to fill, and you also might notice that the other candidate will fit in a different department.

Hire Stellar Candidates for Your Company

For more guidance on how to hire the best employees for your company, contact Concorde Group. As a leader in Westchester staffing, we have been matching employees to companies for years.

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Do You Have the Correct Networking Mindset?

October 26th, 2016

Westchester Networking Tips - The Concorde Group

One of the biggest buzzwords in the career world is “networking.” Despite its popularity, few people begin knowing how to really network effectively. There are two key factors you need to understand when you go to a networking event.

Be Yourself

Age-old advice for making friends on the playground is relevant to the world of networking, too. Go into any networking event with the intention of being yourself and making connections that feel natural.

Being genuine will be refreshing to your fellow networking friends and just like how you would want to help a friend, this approach will end up helping you in the long run. If you are trying to be someone you aren’t, you might see success in the short term but it won’t be beneficial in the long term.

Don’t Come On Too Strong

Don’t go into a networking event with a huge agenda. One pitfall you want to avoid is spewing out your resume and skill set when you begin meeting people. If you are too rehearsed in giving out your resume, you will only be remembered as the person who was too desperate and was too self-involved.

Remember, you want to make casual friends, not apply for an unlisted job. People don’t want to hear your resume, they want to make connections. As you continue to go to networking events, you want to be excited to see some of these people, and you’ll want them to be excited to catch up with you, too.

Help Others

As you begin to make friendly connections, look for ways that you can help them. Maybe you have a skill that can help them at their office, or maybe you know of someone else who can fill a need. Be a resource for others and remember that every side project or favor you do is giving you experience.

For every opportunity you seize to help others, there is a chance that those people will also want to help you as well. Networking often works as a give-and-take. If you see a job opening that works for a colleague, share it with them and even offer to serve as a reference. Those types of favors will pay off when you need them.

For Job Leads, Look Here

As you enjoy your networking events, visit Concorde Personnel. You can create a relationship with a professional staffing agency in White Plains that can help you find a job, while you immerse yourself in your local networking scene.

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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!

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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/

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Happy at Work: Best 5 Incentive Ideas for Short-term Employees

September 22nd, 2016


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Employee incentive programs are designed to motivate and inspire employees in workplaces everywhere. Therefore, it only makes perfect sense to provide incentives for both permanent employees as well as temp workers. There are several ways to give deserving workers thoughtful incentives without taking on a time consuming program or spending a fortune.

If you want more productive and happier employees, here are the top 5 short-term employee incentives you can start using now.

Printed Certificates – A super easy (and cheap) way to provide short-term incentives is to print out recognition certificates for your employees. You can design and print free certificates of achievement online, and customize them for each employee. Then be sure to present them, along with a balloon or a coupon for a free lunch to your temps who have demonstrated work beyond their duties.

Gift and Prepaid Cards– One of the easiest ways to provide incentives for short-term employees is to purchase gift cards in bulk from local vendors. Choose retail, restaurant and entertainment cards so that employees can enjoy some quality family time outside of work. For more substantial rewards, purchase prepaid Visa gift cards and present them at the conclusion of staff contests or large projects.

Discount Programs – A great way to add value to your work benefits and a nice incentive for short-term employees is to include them in a corporate sponsored discount program. This can include relationships with local vendors, such as restaurants and retail establishments, fitness centers, daycares, and even housing management companies – who can all offer a substantial discount to your workers.

Paid Time Off – Because short-term employees are not generally able to benefit from paid time off incentives of their full time counterparts, using a PTO incentive program for temp workers can be very helpful. Offer a half hour of time off for every 8 hour shift completed, and allow temps to take much needed time off with pay for important appointments and personal days.

Contract Bonuses – Oftentimes, it can be difficult to keep good workers, particularly those who are temps. Provide an incentive to short-term employees who complete their full contract with an attractive cash bonus at the end. You’ll be amazed at the number of temps who work hard to  ensure they receive this bonus, increasing your productivity and practically paying for this incentive.

Want quality temporary staff to fill key roles at your company? Partner with the career experts at Concorde Personnel today!

 

 

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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!
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What Should Be Your Theme When Talking to Your Team?

August 24th, 2016

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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!

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What Kind of Candidate Do You Really Need?

August 20th, 2016

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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.

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