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Are You Being the Boss Your Workers Need This Summer?

July 20th, 2012

What do employees want their boss to offer them during the summer months? If you are like some employers, you may be wondering what the season has to do with anything. However, when the sun is shining and the temperatures are warm, people naturally want to be outdoors more often. They want the ability to take a few days off to hit the beach or to spend some extra time with the kids. As an employer, it may be a good idea to consider what you can do to help ensure your employees are happy this summer.

What Do Employees Want?

There is a great deal on the list of desires from employees for summer. It is up to employers to discuss the employee’s needs with them, though. A recent career survey provided some insight, though, one what employees are looking for this summer from employers. Could you offer any of these benefits?

  • Employees want flexible schedules. Though this is true all year long, many people want this more so now than ever. They want to be able to sneak out early on Fridays so they can enjoy a longer weekend, for example.
  • They want more control over their schedules in general so that they can manage both personal and professional needs and desires. By providing a more open mind about these needs, you may be able to keep your employees happy longer.
  • Some just want to take advantage of the outdoors and want to have more company picnics or outings during this time. It is the perfect time to do something to say thank you to your employees. Rent a pavilion at the zoo or head to an amusement park for the day as a group.
  • Some want a more relaxed dress code during the summer months. Buttoned up colors and suits are never very easy to wear but during the summer months, it can be much more difficult to avoid sweating.

Should employers make these types of concessions to employees? Many are more than willing to do so. In many cases, employers want to keep employees happy about working there and they are willing to be more flexible.

Doing these things may not be that difficult to do, either. By putting some stipulations in place and policing the policies enough, it is very possible to achieve a total level of satisfaction for everyone involved. It is important to know what your employees want specifically. Some may want a later start to the workday (which makes evenings more enjoyable.) Others may want the flexibility to take days off during the week for time with their kids. Discuss the options that may work in your situation and apply those to improve employee morale.

 Get temporary help in the summer months from Concorde Personnel in Westchester, New York, to give your regular staff time to relax.

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Want a Boost in Your Job Hunt? Start Blogging! The Do’s and Don’ts of Job Blogging

July 13th, 2012

Blogging can be an effective tool for landing a great gig. People find you, they read what you have to say and they like you so much they contact you directly. It is that easy. However, when it comes to making it work in your situation, it is important to keep a few things in check as you blog about your quest for a job.

  • Don’t make yourself look bad. If you state, matter of fact, that you are not honest in interviews, there is a good chance that any human resource manager that finds your blog is going to pass on by. Be sure that prospective employers would not be put off by what you include.
  • Make it professional and keep it that way. If the About page states that you love to hang out all night partying, that’s not something that is going to go over well with employers. Ensure that your blog creates a positive, professional image of you so that others are impressed with you.
  • Don’t overstate your abilities or brown-nose through the blog. Those who are anything but modest are also not going to attract the right type of business. Rather, it is critical to ensure that your blog conveys positive information in a manner that looks impressive.
  • Don’t bash your employer. Human resource managers know that the chances are good you will one day badmouth them if you are doing that right now with your current employer.
  • Do blog about your qualities, abilities, and job history. Do keep the blog in a positive, upbeat tone. Discuss a variety of topics about you, the industry you wish to work in, your education, your long-term desires and additional information that helps you to look good.

There are also a few things to keep in mind. Don’t rely on project managers to find you, but rather seek them out yourself. Connect your blog to various social networks so you can gather the information you need. Also important is to avoid privacy issues. Do not infringe on copyright or other protected licenses for your current employer or others. Do network through all of the popular social networks such as LinkedIn, Facebook, and MySpace. They can offer new opportunities as long as your page is one you can be proud of sharing with employers.

Additionally, you will want to check with Concorde Personnel in Westchester, New York for support in your job search efforts, as there are a wide range of temporary and contract assignments available.

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Utilizing Your Current Employees to Find Talented Job Candidates

July 6th, 2012

Do you engage your current employees in the process of finding new employees? If you are not doing so, especially in the current economy, you could be hurting your business. Your future candidates are often those people your current employees know and can recommend. In some cases, using current employees like this can greatly reduce the cost of recruiting while ensuring you get a healthy, good quality batch of candidates in the door.

Is Team Recruiting Right for You?

The use of a team recruitment plan could work very well in many instances. Employers must create an environment that encourages this to take place. It must be something that is communicated on a regular basis and with specific direction. As you consider developing this type of team recruitment plan, keep a few specific things in mind.

  1. Have a budget for the plan. By encouraging current employees with a financial incentive to bring over qualified candidates that stick around for a specific length of time, you will get better quality and help show your current employees you value their aid.
  2.  Create some rules. Be sure to put some rules in place for the program. It should be a long-term initiative that is so valuable and so much a part of the business that it is a part of your employee training. Be sure to spell out how individuals can participate.
  3.  Alert employees of positions you need to fill. Be sure that employees have access to job descriptions so they can engage in the process. If you are looking for managerial candidates, you do not want employees scouting for enter level administrative professionals. Communicate your need.
  4.  Sometimes, it is a numbers game. It is a good idea to encourage all team members to participate and to bring in anyone they think can meet any of the job descriptions set forth. You may have to weed through the applicants, but doing so could in effect help you to achieve your goals of finding a few specific candidates right for the job.
  5.  Encourage employees and others to share your program across social media, too. They may not know anyone directly that is skilled enough for the position, but they may be able to recruit within their network. That can enable the business to find the key candidates needed just outside its current employee range.

By encouraging employees to help you to find qualified candidates for the positions you need to fill, you open the door to new resources. These employees know the job well. They know the company even better. They can encourage key candidates to apply knowing that the atmosphere is one that is welcoming and with growth potential.

Be sure to browse through our previous relevant posts here.

Advice on Attracting and Retaining Generation Y Employees

Why Candidate Attitudes Should be Valued Over Job Skills

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