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Afraid of Giving Bad News? Why You Can’t Ghost Candidates

July 23rd, 2019

Without getting too buried in nostalgia, nearly everything has changed in the last several years. How recruiting is conducted is of course included.

Why Recruiters May Ghost Job Candidates

Unfortunately, recruiters have likely been on both the giving and receiving end of ghosting during the job search or hiring process.

Anyone who has ever applied to or interviewed for a job and not heard back understands the pain of ghosting. While ghosting wasn’t as common in the past, it has become more acceptable to recruiters for a couple reasons.

  • Recruiters and the general public are getting used to technology and being able to “hide” behind a screen. The idea of delivering bad news to hopeful job candidates has become uncomfortable to unbearable. 
  • With a larger pool of candidates for each job posting, recruiting is not as personal. Several stages of recruiting is done through automation, taking out the opportunity to make a connection. This makes it easier for a recruiter to forget that just because there is no personal connection, the applicant doesn’t have a personal investment in this job opportunity.

Why Recruiters CAN’T Ghost Their Candidates

Even though recruiters may feel that the changes in the last several years to the job hiring processes make it acceptable to ghost candidates, that is not actually true.

Companies have a brand that they work hard to create and maintain, and the company image is affected by the candidate experience as well. If a company becomes known for ghosting candidates, word will spread and may negatively impact future talent acquisition, or even employee retention.

Find the Candidates You Want

If you need help finding the best candidates for your open positions, contact Concorde Personnel.

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Are You a New Boss? Properly Build Strong Workforce Relationships

June 25th, 2019

Becoming a new boss is an exciting and important step in your career! This step of growth will bring about new challenges that will eventually propel you even further, but it can be intimidating in the beginning.

One of the most important things you must do as a new boss or manager is to build strong and professional workforce relationships. These relationships will help make you and your entire team more successful.

Two Ways to Properly Build Strong Relationships with Your Workforce

As you settle into your new role as a manager, one of your first tasks should be to build cohesive and strong relationships with your team. Follow these two suggestions to help make this possible.

Establish Boundaries

As a new boss, your relationships in the office need to adjust. It’s crucial to do this as soon as possible. If you’re unsure how to start, first take some time to think about your own superiors and how they interacted with you. These boundaries can help you establish your own. You can also ask a mentor some questions:

  • How often do you check in on employees throughout the day?
  • How do you treat co-workers who are now under your leadership?
  • How do you welcome new employees?

Reach Out to Your New Peers & Build Connections

Now that you are a manager, you should get to know the other managers in your company. They will face similar challenges that you will face, like managing employees, meeting deadlines, keeping schedules and budgets, etc. Ask them questions, seek advice, and build relationships so you have strong connections with your new peers at the workplace.

Need to Staff Your Team?

As you begin to build your team, contact Concorde Personnel for expert advice and assistance to recruit the best talent for your open positions. Our team of recruiters at a top staffing agency in Westchester is ready to help!

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3 Ways a Chatbot Drives Leads for Your Recruiters

May 8th, 2019

Recruiting has evolved to meet the demands of the constantly changing industry since its inception. When a roadblock or issue arises, the industry has been able to find a new way to solve problems and continue to effectively recruit the best candidate for the company’s open positions.

One of the more recent developments in the recruiting field is the use of chatbots. Financial constraints, increasing expectations, and a highly competitive market were just a few of the reasons that it was time to find another solution to aid in effective recruiting. Chatbots are a solution with considering, especially with the improvements to technology and the use of artificial intelligence.

3 Ways a Chatbot Can Help Recruiting

More specifically, a chatbot can help to fix some of the key issues that recruiters face today. Here are a few ways that the use of chatbots can drive quality leads to your recruiters, making their job more efficient, which will ultimately keep the company running smoothly and successfully.

Answers Questions Right Away

While searching for the right job, candidates often have several questions about the organization. Instead of having to navigate to the FAQ page, in the hopes that their specific question appears on the list, a chatbot can help. A visitor can ask any question and either the chatbot provides the correct answer, or can suggest the contact information of a person at the organization who can answer the question. This approach helps to create a small relationship and positive experience with possible candidate immediately.

The chatbot can and should be connected to a system that tracks the information that people are interested in the most. Not only can this provide valuable insight as to what candidates want, but it can also help you edit your website to make it more user-friendly.

Active 24/7 – delivers leads to their inbox

While your recruiters get to work on their other responsibilities, the chatbots are actively working 24 hours per day and seven days per week – collecting information and fielding questions. This means that instead of having to search for leads, they are being delivered straight to your inbox. Obviously, this is a huge time-saver.

Along the lines of data collection, the chatbot can also filter the leads based on keywords and sort candidates based on the skills or attributes they asked about.

Aids in Positive Candidate Experience

When a job seeker is able to be in communication with a company, especially in a timely fashion, this aids in a positive candidate experience. This positive experience can sway a candidate to work for you, even with other job offers on the table.

Enhance Your Recruitment Efforts with Concorde Personnel

Are you looking for more ways to effectively recruit the right talent for your company? Contact Concorde Personnel today to work with a top staffing agency in Westchester NY.

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Which Candidate Do You Want: One Who Knows a Little of Everything or a Lot about One Thing?

April 9th, 2019

There are many different kinds of candidates that you will interview as a hiring manager. Two who are on opposite sides of the spectrum are the “jack of all trades” and “the master of one.” So which one is the better choice?

Who is the Better Hire?

While this will ultimately depend on the industry and job position, let’s break it down.

Pros of Hiring a Candidate Who Knows a Little About Everything

  • Diverse Skill Set

A candidate who knows a little bit about a lot of topics possesses a diverse skill set that allows them to remain competitive in this fast-paced world. They are versatile, confident and proficient in their abilities to add value with the skills they’ve acquired, and if those skills match your company’s needs, they can be a great hire.

  • Adaptable & Flexible

Since this candidate is used to learning new skills, they are comfortable if they have to learn new skills or information on the fly. Whether it’s a new software system, a new client, or a change in processes, this candidate is able to adapt.

  • Long-Term Learner

A candidate who knows a bit of everything is used to learning new things of varying complexities. This is a great strength in a candidate because you can rely on their ability and willingness to learn new things when the need arises.

  • Great for Leadership Roles

A leader is someone who knows almost every aspect of a business rather than just one area or department. This is a great opportunity to hire this particular candidate if you’re looking for an employee who can grow into leadership roles.

Pros of Hiring a Candidate Who Knows a Lot About One Thing

  • Expertise is Valuable

It’s rare to find a candidate who is so knowledgeable in a particular area to be considered an expert. This can be a huge benefit for your company if you want this employee to help with training other employees or need someone who can propel your company to success within a specific discipline.

  • Quality in Productivity

While productivity is crucial to a company’s success, quality work is of even greater importance. For a company to be productive and still produce quality work is becoming a challenge but a candidate who is so knowledgeable in one discipline can help turn that around. This can help the company save time and money as well.

  • Save Time in Training

If you choose to hire a candidate who is an expert in their particular field or discipline, you can rest assured that you will save time in training them during the onboarding process. Aside from company-specific policies, they will be ready to hit the ground running which can help your team be successful faster.

  • Can Learn More When Required

An employee who is an expert in their specific discipline clearly demonstrates their ability to learn and excel. This means that if you need them to add on to their skill set, they will be able to do so – and become completely competent in that area as well. This is a very promising quality when looking to add to your team.

Grow Your Pool of Qualified Candidates

Contact Concorde Personnel for professional help in finding the right, qualified candidates for your open positions in the Westchester area.

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Do Structured Interviews Lead to Better Candidates?

March 7th, 2019

The short answer is yes! The interview is such a crucial step in the hiring process. This face-to-face meeting will play a major role in deciding whether or not the candidate is a good fit the position at your company.

However, it can feel daunting to make this important decision in such a quick time frame. Without a structured interview, you may not be gathering the right information, or know how to use that information properly once the interview has ended.

Why You Should Have a Structured Interview

It’s clear that a structured interview will help you during the hiring process. Here are three main reasons why you should make sure your interviews fit within a structure.

Eliminate Bias

Unfortunately, without structure, the chance for a quality interview can be sidelined by biases made within the first ten seconds of meeting a candidate. It’s clear that this is unfair, but without structured processes, like asking common questions, it can be difficult to push aside snap judgments and give your candidate the chance they deserve.

Create a Better Experience for the Candidate (More Offer Acceptance)

When an interview is structured, it will have order and focus, providing less chance for distractions. Since you will have a clear plan in place, you will also be confident and calm during the interview, which will help your candidate mirror those feelings as well. A structured interview will help create a positive experience, which plays a major role in whether or not they accept an offer from your company.

More Efficient & Better Quality

A structured interview is like having a meeting agenda. Even if multiple people are involved in the interview, they will all follow your structure and the interview will run its track, without wasting time because of distractions, miscommunication, or confusion. Everyone will be able to return to work quickly, making the interview efficient for everyone and effective as you collect the right information to make your hiring choice.

How to Implement the Structured Interview

Here’s how to create and implement the structured interview process in three easy steps.

Know the Goals & Responsibilities of the Position

It is so important to be prepared for the interview and know exactly what goals and responsibilities were listed in the job description for the position. It will look extremely disorganized and unprofessional if you don’t know what the candidate is interviewing for. If you are involving multiple team members from the company, be sure to give them all a handout of the job description with these sections highlighted.

Create Common Interview Questions

An effective way to create a structured interview is to create common interview questions for each candidate. While the questions may vary depending on different positions, each job position should have its own set of common questions. During the interview, you can always ask follow-up questions depending on how candidates answer, but a set of common questions will keep the field level, eliminate bias, and also keep you focused and structured.

Determine a Grading System

Lastly, determine a grading system for your interviews. You and your hiring team will decide how you will rank or grade the candidates so it is easier to see who is most qualified for the job. This will help keep discussions about hiring the right candidate succinct, in addition to making it easier to keep track of which qualities each candidate had that fit the needs of the job position and the needs of the company.

Find Qualified Candidates for Your Open Positions in Westchester

If you need help finding the right talent for your open jobs in Westchester, contact Concorde Personnel.

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The Job Market is Tight. What Does the Passive Talent Want the Switch Jobs (Then Stay There!)

February 7th, 2019

The job market is incredibly tight, which can make finding qualified and driven workers tough. If you’re not finding recruiting success with the methods you’ve been doing, then it’s time to take a new approach.

3 Ways to Catch the Attention of Passive Talent

If you’re having a hard time finding workers in the tight job market or keeping new hires, consider these three suggestions.

Create an Online Persona that is Exciting

Recruiting talent is not just about a job posting. Take time to enhance your online presence and create a persona that is exciting for active or passive talent. First and foremost, invest in your own website. It’s important that your website is inviting as well as informative. Your employee bios should be friendly and professional.

You also need to do your best to carry out that image or persona to your social media pages as well. Everything from Facebook to LinkedIn should be considered a place to attract prospective or passive talent.

Personalize the Recruiting, Interview, and Onboarding Processes

Stand out from other hiring companies and personalize your processes. Everything from early recruitment emails to onboarding your new hire should be personalized. This is often overlooked, especially in the recruiting process, but can make a major difference when trying to attract new talent and also make your new hires feel confident and comfortable.

Simple gestures like using the candidate’s name in emails or during the interview are very effective. During the onboarding process, be sure to tailor the experience to what will be most valuable to your new hire. Also, feel free to engage in harmless chatting during lunch in their first week. Getting to know your new hire, even if it’s just what sports they like to watch, will help ease some nerves and make them feel welcome and excited to be at your company.

Provide Continuous Feedback – Even for Small Milestones

Be available to answer any questions for your new hire. Let them know right away that they can always come to you for clarification. You should also provide continuous feedback so that your new hire can be successful early on. It’s also important that you recognize small achievements, especially in the beginning.

These strategies can be attractive reasons for passive talent to switch their jobs – and stay for the long haul.

Attract Strong Talent for Your Company

To attract the right talent to help your company succeed, contact Concorde Personnel and work with a top staffing agency in Westchester.

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You’re Not Alone in Struggling to Find Talent. Looking Internal Might be Your Answer in 2019

January 8th, 2019

If you are struggling to find the right talent to fill your vacant positions, you are not alone. You and many other hiring managers are finding themselves searching hard to find qualified candidates because there are in fact more jobs in need of skilled talent than there are job seekers.

To add to the pressure, it’s a costly mistake if you hire the wrong person. If you want a fresh approach on searching for the right talent for your open positions, you may want to consider internal hiring.

How to Best Approach Internal Hiring for Your Open Positions

There are a few key factors to keep in mind if you want to consider your internal team members for open positions at the company.

Gather Career Goal Input from Your Employees

Since most managers conduct performance reviews or have regular one-on-one meetings with their employees, it is easy to add a mandatory question that will help you understand the type of future that your employees want for their career path. Understanding professional goals and aspirations can help you determine whether or not they would be interested in additional training for higher-level jobs, or even lateral moves to a different department in your company.

Not only will nurturing their career aspirations build trust and morale, but it can also help you discover that the right talent for your open positions is already working at your company.

Forecast Workforce Gaps & Changes

Many companies have busy seasons, and times that are more laid back. This natural pattern of business, plus any information that you gather from the above suggestion are effective ways to be prepared for workforce changes. To avoid a gap that can set back productivity or add extra stress to your work, create a forecast for your workforce. This way, you can begin the hiring process before there is any rush, and it will give you time to train any of your internal team members if you choose to fill the position internally.

Train Internal Team Members for Higher-Level Positions

If you want to consider internal hiring, you will also want to implement training programs, workshops, or procedures to prepare your current workforce for higher-level positions. Leadership workshops or skill-specific training programs are a great way to increase the qualifications of candidates who would want to move into a higher role when it is available or when they have the required skill set.

Bonus Perk: Your Current Employees Already Know Your Culture

An added bonus when you hire internally is that the employee already knows, and embraces the company culture. This is an important part to making a good choice when hiring any job candidate, and in the case of looking internally, you don’t even have to question it!

Get the Help You Need in 2019

If you want expert help to get your office performing at its best, contact Concorde Personnel and work with a leading employment agency in Westchester NY.

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Create a Fair and Effective Performance Review Process

December 6th, 2018

Performance reviews cause both the employee and the manager anxiety. The manager may struggle with balancing the positive feedback with constructive criticism, while the employee might stress from hearing any type of critique.

The anxiety can be minimized with a fair and effective performance review, which is up to the manager to create and implement.

What is a Fair and Effective Performance Review?

First of all, the performance review is not a time to unleash negativity. It’s quite the opposite, actually. A performance review should be a motivational meeting that includes:

  • Highlights of praise for an employee’s accomplishments
  • Constructive feedback on areas that the employee has room for improvement
  • Time to ask and answer both big-picture and detail-oriented questions.

Once your employees know that these are metrics and topics of discussion, they will be better prepared for their review. Because the meeting is a chance for clarifications as well, they may even look forward to it!

3 Go-To Tips for Conducting a Fair and Effective Performance Review

To make sure you can make the best use of the performance review, follow these tips.

Utilize the Job Description

When deciding how to design the performance review, a great resource to use the job description. Does the employee fulfill the duties and expectations listed in the job description? This is also a good chance to see whether or not you need to revise or update the job description for this position. Any updates would only be relevant moving forward, beyond the performance review when you have a chance to discuss these updates with your employee.

Consider How Often You Want to Evaluate

Every expert will tell you that you need to review your employees’ performance more than only on an annual basis. Some companies hold reviews after major projects or busy seasons. Other companies choose to hold performance evaluations quarterly. Look at your own business and schedule to determine what makes the most sense for your business. Holding reviews at least a few times a year will help your employees grow and contribute more effectively.

Use the Right Language

Each employee responds differently to praise and critique. The performance review is a crucial time to help nurture the employee and foster improvement, so be sure to use language that is clear and concise to avoid any misunderstandings. Here are a few examples of effective language to use instead of words like “good” or “great.”

  • Excels
  • Dedicated
  • Focus
  • Thorough
  • Decisive

Create Your Performance Review Process with Experts

For more help on implementing an effective and fair performance review process, contact Concorde Personnel and work with a top staffing agency in Westchester.

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Keep it Simple – What Do Job Seekers Want in a New Job?

November 20th, 2018

The first step in attracting star talent to apply to your open positions is to include the right information in your job posting.

Thankfully, applicants aren’t looking for wit or humor in a job post. What they want is simply valuable and relevant information. Give them what they are looking for and don’t get skimmed over just because you left out key points.

Job Seekers are Looking for These Factors in a Job Post

Be sure to include these pieces of key information in your next job post to recruit top applicants for your company.

Salary Information

No surprise here. Applicants want to see something regarding the salary of the position. Whether it’s a range or specific number, job seekers want to know whether or not this job will be able to fulfill their financial and lifestyle needs. Even though this is the most sought-after piece of information in a job post, it is not the biggest consideration when a person decides to apply for a job.

Office Perks and Benefits

The next rank of information has to deal with benefits, like health insurance, and office perks like on-site cafes or courtyards. The job post does not need to go into details about perks or benefits, but a quick acknowledgment that the company provides health insurance for that position or as coffee and snacks for employees is valuable information for job seekers.

Job Location

In addition to the actual location of the company, job seekers are also interested to know whether or not the position offers remote work days. Be sure to list this option if it’s relevant to your company and the job position.

Employee Reviews

Finally, job seekers are very interested to hear what other employees, current or past, have to say about the company. If you don’t already ask your employees to submit reviews, now is a great time to do so. Then, you can provide a direct link to your company reviews on the job listing.

Find Your Next Star Talent with Concorde Personnel

Are you looking to hire star employees to work at your company? Let the professionals at Concorde Personnel help you. As a top employment agency in Westchester, our team is ready to bring the right talent to your company!

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Company Branding – Why It’s More than Just Your Colors and Logos

October 23rd, 2018

When some people hear the phrase “company branding” they only think of colors and logos. While this is a part of the branding effort, it’s much more integrated and layered than that.

What Does Branding Mean to You?

It’s not necessary to get into the nitty gritty of creating a brand as a marketing professional would think about it. However, it is important to consider how your company’s branding is affecting the hiring functions in your office.

As managers or professionals in charge of talent acquisition, you must consider how your company’s brand and message might affect job recruitment. You have to ask yourself (and maybe colleagues in a brainstorming effort) these questions:

What messages are being sent out to your hiring audience?

  • Is your company sending out messages that attract the right level of talent? For example, you do not want to be posing as a hip or cool place for millennials if you are looking for a C-level job position.

What quality are your job postings, recruitment materials, or general marketing material?

  • Are your job postings easy to read and understand or are they too lengthy?
  • Is the application process straightforward?
  • Are your marketing materials (or any other form of presence) done professionally? Or do they look like an intern took an inexperienced try at Photoshop?

What does your social media presence say about your company?

  • Social media should look different depending on the brand of each company. Make sure your company’s personality and branding message are conveyed across all marketing platforms, including social media.

Understand Your Company’s Brand as a Job Seeker

As part of your company brand audit or reflection, you should consider how job seekers view your company. In particular, focus on what a job candidate would experience when applying to a job at the company. Consider these questions:

What is the experience like for job seekers?

  • Do you post clear job descriptions? If a job posting is confusing, too long, or too short, a potentially great fit for your company may not even apply. Be sure to communicate or demonstrate relevant company brand attributes in the job description.
  • Are you or team prompt with responses? Communication during the hiring process is a crucial way for the job seeker to develop a relationship with your company. While they might be in need of a job, they may think twice about a company who doesn’t communicate in a timely manner. This could, unfortunately, make them believe that the whole company operates at a slow, unproductive or unprofessional pace.

How does your company culture affect your true brand?

During the interview process, job seekers will get a preview of your company’s culture, which should be a delineation of your company’s branding efforts. To better understand if this is true for your company, you will want to know:

  • What do your current employees think about your company?
  • What are they sharing with the public?

After you take the time to review these branding ideas, you will have a better time understanding how your company’s brand is truly affecting your recruitment and even employee retention efforts.

Reach Your Ideal Talent with a Company Branding Analysis

If you would like any help revamping how your company is viewed by job seekers or recruiters, contact Concorde Personnel. We can help be sure your company is attracting the ideal talent for your job postings.

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