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Is the Job You’re Applying for a Good Fit?

September 30th, 2014

When you’re looking for a job, it’s easy to reach a point when you are willing to apply for anything and everything. But in your urgency to find something, anything, you might end up applying with companies that are a bad fit for your skills and long-term goals. Remember, the point isn’t just to find a job, it’s to find a great job that you can imagine sticking with. Use these strategies to assess if the position you’re applying for is a good fit.

Examine the Compensation

Ultimately, you go to work to make money. If the position you’re applying for does not compensate you enough to live the lifestyle you require, it’s only going to cause stress down the road. Consider the entire compensation package, too. The salary might be enough, but if you rely on having medical benefits that your future employer can’t offer, it will make it hard to stick with the company.

Consider Your Aptitude

It’s great to be ambitious and to strive for higher plateaus, but if you find that you are offered a position that you are woefully unqualified for, it’s only going to cause problems. You will feel constantly stressed and have to deal with an embarrassing string of disappointments. Your employer will also notice your mistakes and question your future with the company.

Factor in Your Family

You may be the one going to the office everyday, but your job affects your entire family and everyone who depends on you. Jobs that require lots of travel, long hours, or exposure to dangerous environments can place a serious strain on your family. Be sure to consider their needs before you accept a position. If you are single, think about how the position will affect your ability to start a family in the future.

Gauge Your Level of Excitement

If you have been out of work for a while, it’s tempting to jump at the first position offered to you. But if you don’t feel an ounce of excitement about the job responsibilities, the office environment, or your chances for advancement, it’s going to be very hard to come to work every morning. Earning a regular paycheck is great, but not if it makes you miserable.

Find a Job You Can Believe in

Before you accept a job, ask yourself if you believe in the mission of the company, the quality of the work they do, the way they treat their employees, and their position in the community. Lots of people work for companies that don’t meet all these criteria, but if you can find a company that does, you are much more likely to stick with them long term. You can’t wait forever to find the ideal position, but don’t toss all your values aside in your scramble to get hired on with somebody.

Finding a job isn’t easy, and finding the perfect job is even harder. Access resources that can help your search by contacting The Concorde Group.

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5 Ways to Avoid High Employee Turnover

September 15th, 2014

There are few obstructions to business more significant than high employee turnover. If you are constantly scrambling to fill holes in your workforce, you rarely have all the resources you need to complete projects, and have to invest unnecessary amounts on time and money on an endless recruiting process. You can avoid this frustrating phenomenon by following these five strategies.

Recruit Based on Cultural Fit

Recruitment is often focused on competence, but looking for candidates that fit into the culture of your company is just as important. Employees rarely leave because they can’t meet the demands of the job, they leave because they don’t like the work environment. Looking for prospects that share your organizational values and philosophy and pair well with your office culture is one of the surest ways to find loyal employees.

Institute a Trail Period

A number of companies has been able to reduce turnover by instituting a trial period into the recruitment process. After being hired, an employee has typically three months during which they can assess their fit with the company. If they choose to leave, they don’t have to worry about a negative recommendation or a blemish on their resume. Employees that make it though the trial period are more motivated to stay, plus, the employer has had the same opportunities to evaluate the fit.

Be Flexible

Offering a more flexible schedule is a minor concession on the part of the employer, but a major benefit to employees. It allows them to create a more manageable work/life balance and helps them feel like their contributions are being valued. Consider offering work-from-home opportunities, flex time, or unconventional scheduling.

Rely on Employee Referrals

One of the most reliable ways to find employees that are a good fit for your office is to rely on the judgment of people who already work there. Ask your existing employees if they can refer someone to fill a vacancy and you are much more likely to get a candidate that integrates well into your culture and is willing to make a long-term commitment. This strategy also empowers your existing employees by allowing them to help pick the people they will work with everyday.

Develop an OnBoarding Program

Onboarding programs are designed to help new hires assimilate into a new company while giving them the tools they need to feel comfortable and to be successful in their job. This helps eliminate common sources of employee dissatisfaction and workplace anxiety and also demonstrates a commitment on the part of the employer to the well being of the new hire. Plus, onboarding programs give employers a chance to evaluate a recruit’s performance and growth, which can help weed out employees that are doomed to fail.

The takeaway is that reducing high employee turnover starts with effective recruiting. Instead of motivating the wrong employees to stay, pick the right employees from the start. Find resources to aid your search by partnering with The Concorde Group.

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Do They Have What It Takes? How to Identify If Your New Hire Offers Growth Potential

September 5th, 2014

July 19th HR Managers

Let us face it. You expect more out of your employees now than you did in the past. As you interview this person sitting in front of you, though, you have to ask. Is this person going to be a superstar or just another name on payroll? Before you agree to bring that person on board, determine if he or she has the potential to grow and develop into the person you really need on your team.

How to Measure Growth Potential

You cannot always know just how capable a person is to grow and develop, but you can ask pointed questions to get some information out of the individual. To do that, you need to carefully consider what your goals are and then ask questions like the following.

  • Can you adapt? Ask the candidate to tell you about a time they had to adapt to a situation out of his or her comfort zone. Do they seem to have the ability to take on new roles with ease?
  • What do you think our company will be doing in five years? They should have taken the time to learn about your company. Now, you want to know what their big picture is. Keep in mind this is likely not going to be the same as your own role. What role will the employee pay, in his or her mind, in five years?
  • Can you work well independently? Often, you need to know that you do not have to hand-hold or guide a person through every stage of the process and their job. You want someone that stands out and does the work on his or her own.
  • How long will you be around? When hiring a new candidate, you want to know if they plan to be with you long-term. There is no point in thinking about growth potential if they will not be there to grow with you.
  • What is the job you long to have? Think long-term here. What is the dream job? If you cannot fulfill that dream for this individual, chances are good he or she will find someone that can. Is this individual a good fit for you and your company?

Finally, spend some time talking about learning. Does this employee have what it takes to learn and grow with your organization? As a business owner, every person you bring in the door needs to be someone you feel comfortable working with for years. That is the measure of growth potential within your organization. Will this person be there for the long haul?

Enjoy a related post from Concorde Personnel

What Kind of Candidate do You Really Need?

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