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Are You Sure You Want to Refer a Friend?

March 30th, 2016

May 26

Referring a friend for a job seems like a win-win situation. You help someone you know and like find work while also helping an employer fill a vacancy on their staff. Plus, you could be eligible for a referral bonus or reap professional rewards down the road. Be warned, however, that there could be consequences for you if the person you refer doesn’t perform as well as promised. Always ask yourself the following questions before making a recommendation:

“What is Your Link to the Employer?”

If you happened to come across a random job listing and you think a friend might be well suited, don’t hesitate to let them know about it. You have little-to-no relationship with this employer, meaning that your friend’s performance won’t reflect on you. It’s up to the hiring manager himself to determine if this person is a good fit. If, however, you are closely linked to the employer or currently employed by them, you need to give the referral a lot more thought. Your professional reputation could take a hit if the person you refer doesn’t live up to expectations.

“How Close are You to Your Friend?”

There are different degrees of friends. Some people are merely acquaintances, while others are your oldest, best, and closest connections. For obvious reasons, you will be willing to do more and stake more on the latter than the former. Keep in mind that by referring a friend you also become a part of the recruitment process. You will likely be fielding questions from both your friend and the hiring manager throughout. It may be worth spending that time to help a close connection, but not worth it to help a distant relative or someone you barely know.

“Do You Honestly Know Your Friend’s Work Habits?”

As a general rule of thumb, don’t presume to know or understand a person’s work habits until you have worked with them directly. Everyone claims to be a smart, capable, hard worker, and no one is willing to admit that they are lazy, irresponsible, or unmotivated. If you haven’t actually seen your friend in action, you can’t accurately vouch for their credentials and character. It’s not inappropriate to ask your friend for a copy of their resume and to do some online research before agreeing to make the referral. Remember that you also have something to lose if this doesn’t work out.

It’s never a good idea to rush into decisions that impact you professional life. Find more advice, guidance, and resources to help you throughout your career journey by contacting our team of great recruiters at The Concorde Group. Partner with a leading staffing agency in White Plains today!



Recruiting Without the Resume

March 15th, 2016


No resume? Why not? Many recruiters are doing away with using a resume as the sole tool for deciding whether or not to bring someone in for a position. It is a digital world. Having a stack of 100 resumes sitting on your desk is definitely not something that is going to benefit you.

What you need to do is to find ways to learn about these applicants in a more digital format. Everything from Klout scores to Google search results matter. LinkedIn, Twitter, YouTube, the list goes on and on.

What can you do? To find out more about a potential candidate’s ability to fill your position, consider these tips. Perhaps the resume is too outdated for your needs. It is possible to change your recruiting methods to use more of a method that encourages openness and a fun vibe. Here are some tips.

  • Consider contest-driven hiring processes. Use contests and assessments to allow applicants to set themselves apart from others. Rather than focusing on their paper skills, you’ll be able to see their performance. Staffing agencies often offer these.
  • Consider a timed business challenge. Many businesses run contests for a set amount of time. They encourage submissions that are fun and creative. You can do the same. Give people a goal, a time frame, and tell them to use creative tools to demonstrate their skills. It is a part of social interviewing.
  • Build a strong brand. You may be using brand awareness to market your product or service. However, you also need to brand yourself as the type of employer worth working with. You want young workers to be able to communicate with you and see you as the type of employer they want to work with not just right now, but for years to come. Today’s young employee would rather work with a company with values that align to their own rather than getting paid more.
  • Ensure that innovation is a requirement. Creativity and innovation are critical components to any competing business today. Hire for innovation. This may be done in various ways, such as encouraging business challenges and providing input on design on a new service, or asking them to pitch ideas. By incorporating this into the hiring process, employers can be confident they are hiring for the right things.
  • Use competition and interactivity. Gamification in the hiring process could be the move you need to make. These programs are already being used to teach and train applicants in things like critical thinking and teamwork.

The use of these methods may seem a bit out of it for some of the old style recruiters. Yet, today’s paper resume just does not provide the information and details necessary to ensure that employees brought into the company will meet the needs of the company.


Why Your Current Employees Are a Great Source for Your Future Employees

March 15th, 2016

When you need to fill a role at your company, you have two options: Look internally for someone to promote, or look externally for someone to hire. Both of these approaches have advantages, but significant disadvantages as well. Consider that there is a third way – looking internally to help you find someone externally. Your current employees are one of the best resources you have for recruiting. Here’s why you should make them a part of the process:

  • Expedite the Hiring Process. Impressively, as high as two-thirds of the candidates that come from referrals end up getting hired. If you can’t afford to run a protracted recruiting process and need to bring someone into your ranks fast, relying on referrals cuts down the time to hire significantly.
  • Connect with a Higher-Quality Candidate. There is a lot of uncertainty in hiring a complete stranger. You have to take a leap of faith that their credentials are real, their character and work ethic are up to par, and that they’re a good fit for your culture. When you make a hire based on a referral, you have actual confirmation that these things are the case.
  • Cut the Cost of Recruiting. The cost of recruiting can be significant and unpredictable, sometimes prohibitively so. Basing your decision on a referral cuts this cost, allowing you to make a necessary hire without putting a strain on your budget.
  • Motivate Your Employees. It’s awfully satisfying to be able to get a friend or acquaintance a job. When that referral also earns the person a bonus, they feel a much stronger link to your company.
  • Find Specialized Skills. The biggest problem facing many employers these days is finding talent that has a very narrow sets of skills. Doing that type of recruiting takes a large input on the employer’s part, and frequently produces spotty results. Basing a hiring decision on a referral gives you unique access to highly specialized talent.
  • Speed Up the Onboarding Process. Since the person you end up hiring has been confirmed to be a good fit for your company, your culture, and your position, they’re likely to start making an impact on day one. That spares you the time and expense it would take to train someone without any connection to the way you do things.

It should be pretty clear by now that referrals work. If you can’t find the referral you need, however, the good news is that there are other staffing strategies that work, too. Dip into a pool of high-quality talent by contacting the recruiters at The Concorde Group. As a full-service staffing firm in White Plains, we have a number of options to help all companies in the region.


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