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Are You Burned Out? Do You Know What It Feels Like?

November 30th, 2015


We hear the term “burned out” all the time, and it’s often the culprit that gets blamed when a person decides to suddenly walk away from a job. But how do you tell the difference between being burned out and simply having a bad day or week? Differentiating one from the other is tricky but essential for your personal and professional success. With that in mind, we’ve listed some common signs of burn out.

Sleeping Habits

  • You hit the snooze button over and over every morning before going to work.
  • You get home from work feeling exhausted and having no motivation to do the things that you like.
  • You have trouble sleeping or find yourself sleeping at unusual times.
  • You constantly feel like you are overwhelmed and at risk of collapse.

Work Problems

  • You feel especially liberated by the thought of a weekend away from work.
  • You dread the thought of Monday morning and feel depression and anxiety on Sundays.
  • You are hesitant to talk about work with friends and family and describe everything with one-word answers.
  • You avoid spending time with coworkers outside of work.
  • You often fantasize about quitting and plan the imaginary moment out in lurid detail.
  • You can’t remember the last time you felt proud of one of your work accomplishments or satisfied by your professional life.
  • You feel stuck in place and lost in a loop of endless repetition.

Personal Behavior and Reactions

  • You have become more cynical than normal, and your cynicism begins to express itself at inappropriate times.
  • You often lose your temper and begin to lash out at coworkers, friends, family, and strangers.
  • You spend too much of your time complaining about your job to the people close to you.
  • You want to move on from your job but you feel completely unmotivated to look for something new.
  • You notice that your coworkers seem to be walking on eggshells when you are around.
  • You often get asked by coworkers and friends if you are doing ok.
  • You are annoyed when people ask you what you do for a living.
  • You begin to treat coworkers, clients, and customers with disregard and open hostility.

Exhibiting a few of these symptoms is probably not a sign of burnout. But if this list seems particularly familiar then it should raise some red flags. The good news is that moving out of your current job and into something better is likely faster and easier than your expect. Work with The Concorde Group, a leading staffing agency in Westchester County, to get to a place you would rather be.

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Will Competitive Salaries Lead to Better Job Candidates?

November 18th, 2015

As a hiring manager your ultimate goal is to attract the best and the brightest. Unfortunately, competition for top talent is fierce, and the best available professionals essentially have their pick of employer. If you have struggled to attract these elite workers the problem may be simple – you’re not offering high enough salaries. Money is a powerful motivator, and investment in talent is one that pays dividends down the road. Learn what kind of impact competitive salaries can have on your recruiting efforts and decide for yourself if it might be time to loosen the purse strings.

Eliminate the Negotiation Process

In a perfect world, a top candidate would accept your very first offer and get to work immediately. But when you offer them less salary than they expect, it’s only natural for them to hesitate, look for other offers, and eventually initiate a bidding war. This is good for the candidate but bad for you because heated salary negotiations can push compensation levels higher than you ever intended to offer. By offering a fair and generous salary at the start, you show the candidate that you value their expertise and are eager to bring them on board. Once that respect is established the candidate is a lot less likely to go looking elsewhere.

Establish Yourself as a Top Employer

When you’re trying to attract top talent, you need to sell your company to them as much as they need to sell their credentials to you. Companies that are able to offer competitive salaries project an image of success and confidence. By contrast, companies that low ball candidates appear middling, back of the pack, and manipulative. No one wants to go to work for a company that seems to be struggling to stay afloat.

Gain a Bargaining Chip over the Competition

In the conversation around recruiting today, people like to talk about alternative perks, the work/life balance, and opportunities for personal and professional growth. All of these are nice to have in a job, but the simple fact is that compensation remains the single most important reason for going to work. Your competition may be trying to steal your candidates away by offering abstract benefits, but you can easily re-establish yourself as the top contender simply by offering more money. When asked to choose between a higher salary and flexible scheduling, most smart professionals will opt for the salary.

Competitive salaries are an important part of your recruiting efforts, but they shouldn’t be the only part. Learn about other effective, low-cost ways to attract talent into your orbit by contacting The Concorde Group, the premier boutique staffing agency in Westchester County.

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4 Ways to Onboard Temporary Talent

November 13th, 2015


After weeks or even months of searching for the best candidate for your organization, you’ve decided to choose a temporary employee from Concorde Personnel. This is not surprising because of the high quality of the talent we work with. One of the ways you can get the most out of this arrangement is to offer the temp a positive impression from their very first day on the job. In this case, an onboarding process can work wonders.

Why is Onboarding Temporary Talent Important?

Several studies have led to the conclusion that while each new hire has a unique experience, this can go much better for both sides when there is an actual onboarding process in place. While onboarding temps may be somewhat different than a direct hire orientation, there are benefits of using this same method of welcoming the new hire to your business. Workplace research indicates that:

  • More than half of all new employees who have gone through onboarding program are likely to stick around. (Workforce)
  • Employees who decide to leave an organization do so within the first 6 months on the job 90 percent of the time. (Aberdeen Group)
  • Almost 70 percent of all employees who benefitted from an onboarding process stayed employed for at least 3 years or more. (BTS)

4 Elements of a Good Temp Talent Onboarding Process

Your temp employees can experience a structured onboarding process that quickly brings them up to speed, helps them to become more productive, and assists in retaining them for the length of their contract. Here are the four elements that belong in your temp talent onboarding process.


When you are brining temps onboard, be sure to communicate with your current staff of their arrival, and stress the importance of treating temps with respect. Communicate well to your new temps by providing a welcome letter, introducing them to your team, and giving them a good overview of the corporate culture and policies. Assign a great work area for your temps so they can connect with others.


Provide temps with a written description of each assignment, along with a list of critical tasks and goals. Give them specific deadlines for getting things done and all the resources they need at their disposal.  Let temps know that you are there to support their success and that there is an open-door policy for answering any questions they may have. Remind temps of their progress through daily or weekly project meetings.


Your temps will perform better when you provide them with rewarding tasks and incentives for a job well done. Create an incentive program for your temps, with short and long term goals to attain. Since many temps do not have access to regular employee benefits, offer them some unique temporary employee perks such as flexible work schedules, discounts at local vendors, wellness support on the job, and bonuses for reaching goals.


Perhaps no other element is as important in an onboarding process as frequent feedback and guidance for temporary employees. Oftentimes, temps worry that they are not working hard enough or because they are limited in time they cannot meet your expectations. Communicate to your temps how important their work is to the success of your company and give them honest feedback often.

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