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Want to Find a Job? Increase Your Networking

July 30th, 2015

May 19

Ask any hiring manager to name the most dependable way to find new hires and they will tell you referrals and recommendations. No matter how polished your resume and cover letter, they can’t make as strong a statement as someone already in a company or industry giving your their endorsement. And to get those endorsements, you need to network more and network better. If you are new to the process or not getting the results you want, rely on these tips.

Introduce Value to Your Network

Too often people approach networking wondering “what can you do for me?” The better approach is to ask “what can I do for you?” Not only will this help you connect with a more valuable group of professionals, it allows you to show off some of the experience and expertise you want to demonstrate to employers.

Try to Make Quality Connections

Rather than reaching out to every relevant professional on LinkedIn or trying to meet every person at a professional conference, try to make meaningful connections with fewer people. It’s great to have a huge network, but if none of the members really know you, they won’t feel comfortable recommending you for a job. Focus your efforts on quality over quantity and you’ll get better results.

Make an Invitation

Lots of networking these days takes place online, but often this only leads to the kind of shallow networking we warned about in the previous point. Make it a priority to actually invite people to meet with you in person, over lunch, at their office, wherever you both feel comfortable. If you buy someone a meal, they are a lot more likely to remember you when they hear about a vacancy.

Stay on Top Of Your Connections

If you wait until you’re actively looking for a job to reach out to members of your network, don’t expect to get a very enthusiastic response. The better strategy is to regularly connect with valuable professionals in your network and keep them informed about the kinds of projects you’re working on or industry issues you’re following. If you’re already out of work, don’t make the focus of your network-building process simply finding a new job.

Connect Your Connections

Networking goes both ways. If you have made connections with exciting members of your field, make sure they’re connected to each other as well. That helps you provide the value we talked about in the first point, and helps all of you ultimately connect with more people.

This may sound unorthodox, but one of the best ways to grow and improve your network is to partner with a staffing agency. After all, these professional recruiters already have hundreds of connections with companies in your field and professionals just like you. Get the process started and begin reaping the rewards by contacting The Concorde Group. We place jobs in Connecticut and more!


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Keeping it Classy – How to Resign From Your Job with Grace

July 27th, 2015

August 10th

It is time to make the switch. You need to move from one employer to the next, but, as with many people in today’s risky job market, you do not want to burn your bridges at your old job. After all, you do not want others talking about you to prospective employers in a negative light (in case you did need to find a new job) and you definitely don’t want be unable to go back if you had to at some point.

How can you leave your old job without making people angry?

Tips to Make the Move

The first thing to realize is that you will not be able to step away (assuming you are a desirable employee) without it hurting some. There is no easy breakout in the employment world. A few things you can do to make such a transition easier to take.

  • Realize that anger will be a part of the reaction the employer gives to you. Hands down, people do not like change and want to feel as though you would never do that to them. There will be some anger involved.
  • Ensure you meet all legal obligations. You should know your employment agreement well enough to know what steps you must take to leave on good terms. You should also understand any and all non-compete clauses, obligations to clients and other legal requirements you face as you transition. Do you have the right to take that client with you? Do not do it until you know you can legally do so.
  • Hire an attorney if you need to do so. You will need an attorney to help you to make the move if there is a lot of red tape to cut through. Do not be afraid to get a legal professional into the mix to ensure the process goes smoothly.
  • Do not use your current employer’s technology and resources to find or to communicate with your prospective new employer. Be sure to use your private email account and your cell phone for such communications, not the firm’s. Most importantly, keep any plans you have confidential — even from that good friend you have at work.

The bottom line here is that any transition is going to be difficult but it is up to you to make a clean break. You may not be able to save that position in case you do need to go back. However, if you take the steps to minimize at least some of the damage in the process, you will not get a bad reference from your manager, unless he or she is out to get you for leaving the manager behind while you moved on to bigger and better things.

When you are ready to take the leap to a brand new career, consider how Concorde Personnel in Westchester, New  York can help!


Handle Workplace Conflict among Staff Members

July 15th, 2015

As a manager, the human element of your workplace is one of the most difficult and important things to keep under control. People working in shared spaces or stressful situations, leads to inevitable conflicts – regardless of the employer or the team in place. But it is the manager’s duty to put an end to these conflicts before they start to compromise performance, lead to turnover, and affect recruiting. The next time tempers flare up, turn to the strategies we’ve outlined below.

Make the Limits of Acceptable Behavior Well Known

Often workplace conflicts arise simply because staff members don’t realize they are disrespecting each other. It’s up to you to prevent this confusion before it starts. Make sure that the delegation of authority is clear for all staff members, that people understand the obligations and boundaries of their job description, and that codes of conduct are clearly defined.

Stop Conflicts Before They Start

You spend as much time in the office as the rest of your staff members, and you can probably tell when conflicts are simmering. Take steps to resolve the conflict before it heats up to a boil and you make things easier for everyone. Keep your eyes and ears open during meetings and conversations with staff for any potential points of friction.

Respect All Parties

Even when one party is clearly the offending one in a conflict, don’t immediately place all the fault on their shoulders. That strategy tends to produce bitterness and rarely resolves the underlying causes of the conflict. Listen to all parties in full, and strive for a resolution that leaves everyone involved feeling served rather than punished.

Pick Your Battles Carefully

Conflicts are inevitable, but not all of them require your intervention. Rational minds usually prevail, and often conflicts resolve themselves on their own once staff members have time to cool off. If you step into a conflict that would otherwise naturally run its course you only risk making it worse.

Turn Conflicts into Opportunities

The goal of any conflict resolution process is for all parties involved to feel respected and acknowledged. As a manager, this can prove to be an asset for you. When handled correctly, a conflict can turn into a huge opportunity for team building, innovation, and learning. Whenever you initiate a conflict resolution, make it your goal for your team to come out of it stronger.

The best way to resolve conflicts is to prevent them in the first place. And to do that you need to have a great team on your side. Find candidates with the maturity and professionalism you’re looking for by working with the recruiting experts at The Concorde Group. We place employees in jobs in Westchester and more.

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