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What Do They Really Want? Understanding What Is Important to Job Seekers in a Position

October 19th, 2012

When hiring for a position, do you think about what your company has to offer or do you put more time and energy into determining what the candidate really wants? As an HR manager, the goal is to get the right people in the right positions. That way, you don’t have to find a replacement in a short time and productivity numbers go up. You look good. However, many times, employers and HR managers are focused on what they have to offer rather than one what the potential applicant really wants.

What Do They REALLY Want Then?

What is it that the best applicant for the job really wants? What can you say or do to draw them in? Some of the most important things candidates want when looking for a job may surprise you.

  1. They want a competitive salary. This is nothing new to any hiring manager. However, it is important to have a compensation strategy that awards talent and skill to not only pull in those key candidates but to keep them around long term. Be fair and be in the ballpark of your competing employers.
  2. They want benefits. People are thinking about their future and they need to know what you can offer them to plan for it. Find out what your employees want in benefits and then structure a plan to make it happen.
  3. They want the potential to move up in the company in the future. This is particularly important for those who are proven professionals in the field. They want to be able to do something more than what they are doing at their current position. They want diversity and opportunities to grow.
  4. They want to balance work and life easily. This may mean not putting in 60-hour workweeks any longer. They want to be able to be successful at home, too. Having more flexible work arrangements keeps employees happy.
  5. They want a thank you. Perhaps most commonly asked for, employees want employers to give them appreciation for the hard work they put into their jobs. Sometimes, even going above and beyond gets people nothing. To be different, have a plan in place to encourage appreciation.

Overall, employees want the opportunity to fit into a business and be a valued component of it. Is your job offering providing this opportunity to the candidate? If not, it may be time to take a harder look at what you have to offer your key candidates and applicants. Work with the seasoned staffing agents at Concorde Personnel in White Plains, New York for support in attracting the right candidates to your door.

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Turning Your Hobby into a Full-Time Job

October 12th, 2012

Have you heard the saying that you should always do the type of work you love because then it really does not have to feel like work at all? That’s a great way to live, but is it really true? Can you really have it all?

Perhaps you have a hobby you are passionate about but you never thought you could turn it into a real business. You may even be jealous of those that can do this. Sometimes, there is no way to bridge the gap between making your hobby your job. In other cases, that is very possible. If you want this to work for you, consider a few helpful tips to making it happen.

  1. Work part time first. This can be a true transition period in which you start your company, based on your hobby, slowly. That way, you can make sure it is the right move for you and you can still bring in the income you need.
  2. Find a way to make it work, creatively. Sometimes, you are not going to be able to do exactly what you want and make money from it. Perhaps you love to watch TV. No one is going to pay you to do so. But, you could write a great blog about TV and that could generate money for you.
  3. Start with an online audience. It is hard to market locally especially when you are brand new. However, if you build yourself a website and use that as a way to slowly launch your career in this field, you’ll feel good about what you are doing. You’ll want to incorporate marketing methods in it to allow you to rank well in search engines. This will give you some business at a pace that builds over time until it is full-time.
  4. Develop your hobby into marketable skills. Chances are, someone is willing to pay you handsomely for your talents. Get more training and become a specialist. Then get in touch with companies or networks that may have a client base interested in your offerings.

Once you set up a website and begin working with it, such as through online marketing and social networking, you will slowly build a following and people will want to work with you. Over time, this will build and, sooner than you realize, you’ll be well on your way to turning the profits you want to have.

Is your hobby one that could turn you a profit? From sewing to crazy collecting, you may have some trait that you are really passionate about that others are sure to find worth investing in. All you have to do is to present what you have to offer to the public. It may be easier to do this than you think. You could be living the dream -really!

Have a unique talent, but need a job to help transform this into a life-long career? Consider how working for a temporary staffing agency like Concorde Personnel can help you develop the skills and contacts you need to be successful. In White Plains, New York and the surrounding areas, you can turn your hobby into a dream career.

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A Safe Work Culture Starts with You

October 5th, 2012

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Workplace safety is on the minds of every HR manager and business owner today, due to the rising costs of workers’ compensation cases and medical insurance. The Occupational Safety and Hazard Administration (OSHA) advises that as of their most recent data “Nearly 3.1 million nonfatal workplace injuries and illnesses were reported among private industry employers in 2010” This cost companies over $700 million in lost revenues.

Therefore, it is up to every organization to develop a safety policy that can help to reduce workplace accidents and illness, as well as other types of hazardous events in the work environment. Essentially, a safe work cultures starts with you – the HR manager.

Developing a Workplace Safety Culture

Getting employees on board with a safety program takes careful planning and continual education. A shift in attitude is not something that happens overnight. But with positive re-enforcement, ongoing training, and incentives this can be achieved. Here are some steps you can take right now to enhance the safety of your work environment:

1. Do a walkthrough of your facility with your safety officer to identify any potential hazards at least once per quarter. Correct these immediately.
2. Have a series of training sessions for employees starting with new hire orientations and then follow-ups for employees as relevant to their jobs.
3. Provide a system for reporting potential hazards immediately to a supervisor or the HR department.
4. Install a networked security system with cameras at all entrances and hazardous work areas, as monitored by your onsite safety officer.
5. Provide incentives to employees who demonstrate behavior conducive to safety awareness and prevention, with department awards and recognition for low incident rates.
6. Take advantage of using contract staff so you can get extra support from your local staffing agency to screen candidates for past safety violations and workers’ comp cases.

By following the above steps, you can help to reduce the number and severity of workplace injuries and accidents. Work closely with Concorde Personnel to develop a safety policy that can cut your risks significantly and eliminate needless workers’ compensation claims. Our temporary staff members are trained on ways to avoid accidents and injuries, as we value a culture of workplace safety.

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