Newsroom | Contact Us | September 20, 2019

Our Blog

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.

Share

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.

Share

Proper Employee Benefits for the Position You Are Filling

August 15th, 2014

June 16

Offering an appropriate employee benefits package is a necessity if you want to recruit the best of today’s talent and keep them in your organization over the long term. And it is important to realize that benefits packages can and should include more than just medical coverage. Use these tips to better configure the benefits you are prepared to offer.

Health Insurance

Employers have two options when selecting a health insurance provider – traditional and managed. Traditional health insurance plans typically come with higher premiums but offer a wider selection of doctors and hospitals. Managed plans, by contrast, have lower premiums, but also fewer choices. Keeping your employees happy obliges you to find a plan that offers the widest array of benefits at the lowest cost to your employees, but that is often cost prohibitive for the business. You will have to scrutinize your finances to determine how much you are able to pay, and what level of health insurance benefits you can realistically offer. You can keep your costs down by adding a “wellness component” to your benefits package that encourages fitness and preventative medicine.

Retirement

Even with rising levels of career mobility, appealing recruits will be looking for retirement benefits. Most companies these days choose of to offer a 401K rather than a traditional pension. You can make these plans more appealing by offering matching contributions to the employee’s 401K. It is common for businesses to make a 3% contribution when an employee contributes 6% of his paycheck to his retirement plan, so consider offering a higher matching contribution. Again, it’s important that you scrutinize your finances before settling on an specific number. It’s not worth it to compromise the financial stability of your company just for the sake of recruitment.

Specialty Benefits

Specialty benefits include things like disability insurance, life insurance, and dental and vision coverage. This is one of the areas where you can really differentiate your benefits package from the package being offered by competing companies. Even if employees never or rarely take advantage of these benefits, it is a sign that the employer is making strides to cover them against any possible contingency, which is important for morale and loyalty. Most experts agree that disability insurance should cover at least 60% of an employee’s salary and that life insurance should pay out at least $20,000. You can increase these numbers to help your recruiting efforts, just make sure you educate potential employees about the details. There is a lot of information flying around during the recruitment process, and it is easy to overlook the details of a specialty benefits package.

Learn more about employee benefits and effectively recruiting the very best talent out there by working with the experts at the Concorde Group.

Share
4 West Red Oak Lane, 3rd Floor  |  White Plains, NY 10604  |  P: 914-428-0700  |  Site Map
DESIGN ⇔ GO2 MEDIA DESIGN

Employment Agency, Temporary Staffing Service, Permanent Recruitment, Staffing Solutions, Temp Agency, Job Placement Agencies, Staffing Agency, Temporary Staffing Solutions