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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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Glassdoor Reviews Are Affecting Your Application Pool

September 5th, 2018

Social media has empowered the individual in countless ways. Job candidates can search for feedback from current or past employees at any particular company to determine whether or not they want to apply to an open position. Websites like Glassdoor have made this an even greater reality.

What is Glassdoor?

If you’ve never paid attention to Glassdoor, as a job recruiter or manager, it’s time you do! As job candidates research the companies they are interested in, Glassdoor is a site that shows reviews of current or past employees. This provides a unique opportunity to get an inside look at what it would be like to work at any particular company.

What a Negative Review Means on Glassdoor

When it comes to company reviews, the more negative reviews, the less likely job candidates will apply to that company, especially top talent.

Companies with a review of three or more receive at least 2 percent more applications than companies with reviews less than three. This is important to recognize so that you can be sure to do whatever you can to keep your employees happy (this will help employee retention, too) and attract top talent in your application pool.

How to Properly Handle a Negative Review

No matter how hard you try to make your company a cheerful, honest, or enriching place to work, you still may have a negative review pop up on Glassdoor. While this can make you feel powerless, there are a few things you can do.

Ask Current Employees to Write Reviews

Unfortunately, review sites attract the disgruntled employees. Naturally, a company may be more likely to have negative reviews, so be proactive. Ask your current employees to write reviews and this may help balance your ratio of negative reviews, increasing your overall rating!

Read and Respond to All Reviews

It can look fishy when companies only respond to positive reviews or only respond to certain negative reviews. Respond in some way to all reviews, positive or negative, so you can illustrate that you are a responsive, helpful company.

Resolve Any Issue Offline, Then Post a Resolution

Instead of engaging in details on your negative review, it’s best to respond in a polite way, inviting your disgruntled reviewer to contact you so you can help solve any issues. You don’t want to create a buzz or conversation of negativity on Glassdoor, so taking these matters offline is best. Plus, you may learn some truly valuable feedback in the process that can prevent you or your company from making the same mistakes.

Once you come to a resolution, post a comment to show that you are responsive to issues and care about making improvements. Something along the lines of, “I’m glad we could work together to solve this issue. We wish you all the best,” would be fine.

Request Defamatory Reviews to be Removed

You cannot delete reviews on Glassdoor. However, if a review is completely untrue or you suspect it’s a “troll” response, you may request that it be removed from the site’s publishing team. They will need to have some proof that the review is defamatory, but they will take the correct steps for you if this is an issue.

Attract the Right Talent and Earn a Great Review

For help finding the top talent for your job openings, or for suggestions on how to improve the workplace environment to earn top ratings on sites like Glassdoor, contact Concorde Personnel.

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Onboarding Tip You Can’t Ignore – The Importance of the First Week

August 7th, 2018

When it comes to ensuring that new hires are going to be a great addition, and investment, to your company, the onboarding process plays a significant role. A lot goes into the official onboarding process, and while it could technically last weeks with training, the first week is incredibly important.

What to Do During the New Hire’s First Week for Long-Term Success

The first week of work for any new hire should not be mistaken for a low-key vacation without kids. While you don’t want to throw a new hire into the trenches without proper training, having a busy and productive first week not only makes the new employee feel welcome and appreciated, but it can help that hire stick around the company for a while.

Increase Their Internal Network

Encourage managers or supervisors to hold one-on-one meetings with new hires or coordinate in-person meetings with co-workers. These face-to-face meetings are extremely beneficial for new hires. These types of meetings help the new employee feel at home at the new company, and it can make them feel welcomed in the team, both of which can result in greater performance and retention at the company.

Hold Effective Meetings

Within the first week of employment, it’s very important for the new hire to be involved in an in-person meeting that carries some value to the project at hand or company overall. When a new employee is a part of this type of meeting within their first week, it can positively affect every meeting held afterward, leading to more productive meetings and projects. This can help participation and morale soar within the department as well as lead to an overall increase in company success.

Encourage Collaboration

Even though a new employee has a lot to learn within their first week, you should encourage that they are involved in collaboration whenever possible. Early collaboration leads to more productive meetings and obviously greater company success. When the new hire feels valued, this will help encourage positive performance and can also help ensure that they stay at your company longer.

Find Your Next Great Hire in Westchester

If you’re looking to find qualified and experienced job candidates to work at your company, contact Concorde Personnel to work with a top staffing agency in Westchester.

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Empathy – How Can You See It in the Job Candidate?

July 10th, 2018

There’s a lot that goes into a great employee. Skills, qualification, stellar references, etc. But an important quality that you shouldn’t overlook is empathy. An employee who can be empathetic often has a higher emotional intelligence, which means they will usually be a great listener, level-headed in tough situations, and a great leader or valuable team member.

While a lot of the value in an empathetic employee is demonstrated in action, there are some reliable cues that will help you determine in the interview process whether or not a job candidate has this quality.

4 Ways to See Empathy in a Job Candidate

Use these tips during the interview process to see if job candidates are empathetic.

How do they treat every person they interact with?

You might assume that during the interview process, a job candidate will be as welcoming, friendly, and responsive as possible as they try to make a good impression. In reality, even a hopeful candidate might only show respect and kindness to the gatekeepers at a company. Pay attention to how the candidate interacts with everyone they meet. Do they smile at a passerby? Are they comfortable meeting an unscheduled worker? Do they make room in a crowded hallway for others to get by? These are just a few ways you can observe empathy in action with a prospective hire.

Ask behavioral interview questions that replicate realistic situations.

This point is especially relevant for candidates who are interviewing for a management position, but it can apply to other applicants as well. During the interview, be sure to ask behavioral interview questions about handling certain situations. These situations should be realistic and will demonstrate how the potential employee would handle or react to an awkward, stressful, or emotional situation with another employee. Whether it’s solving a problem, or helping a coworker, you will gain a lot of insight as to how empathetic the job candidate might be at your office.

Read their body language.

While you are listening to the job candidates, you also need to pay attention to their body language. Are they relaxed or tense? When you are speaking, are they looking at you? Do they make eye contact, gesture in a friendly manner, or show their interest by slightly tilting their head? Do they smile? These may seem like very simple or common cues, but as you begin to pay more attention to body language, you will see how these cues match up with employee behavior.

Are they listening to you speak or just politely waiting for the opening to talk?

This is one of the most telling signs during an interview of whether or not the job candidate has empathy. Even though a candidate might feel a lot of pressure or excitement to be hired, they will still truly listen to you, rather than just plan their next selling point or answer. Instead of being totally self-involved, they will understand that an interview is a conversation and even a small relationship, not just a one-man performance.

Do you need help finding quality candidates?

If you have an opening at your company and need help finding top-notch job candidates, contact Concorde Personnel to work with a top employment agency in White Plains!

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Bad Hires Cost More Than You’re Willing to Admit – How to Improve Your Retention Rate

June 20th, 2018

Everyone can agree that a bad hire is a costly mistake and also inconvenient. But do you know just how expensive hiring the wrong employee is to your business?

The Cost of a Bad Hire

It’s expensive to hire a bad employee. To calculate the cost of a bad hire, you will need to consider all these factors:

  • Recruitment advertisements fees and staff time
  • Relocation and training costs for replacement hires
  • Negative impact on team performance
  • Disruption of projects
  • Lost customers
  • Weakened employer brand
  • Litigation fees

These areas are several examples of how much a bad hire can cost your company. Totaled, it may be close to, or even over, $200,000.

Increase Your Employee Retention Rate

As you do the best you can to avoid making bad hiring choices, you can also do a lot to make your office environment one that employees want to stay at a long time and do great work. To help increase your retention rate, consider these guidelines.

Be Clear About Expectations

It’s so important that managers and supervisors are clear about their expectations for their employees. It’s more often that people will leave a manager rather than leave a job or company. One of the best ways to keep your employees is to be clear about expectations regarding growth opportunity, daily tasks, wages or compensation, and company goals. When workers know what’s expected of them they have a greater sense of purpose which translates to overall worker happiness.

Allow Employees to Speak Their Minds

Another great way to achieve higher employee retention is to create an environment where employees can feel comfortable speaking their minds. Workers want to be able to share ideas, feedback, or frustrations. When a company allows the proper avenues for open communication, it makes their employees feel significant and valued. Workers are less likely to leave a company when they feel as though they can speak their minds to their coworkers and supervisors.

Reward and Recognize Your Employees

Employees want to feel as though their work is appreciated. A company can retain their employees by recognizing effort and accomplishments and rewarding those workers who meet or exceed job performance expectations. Sometimes, the reward or recognition can come in the obvious form of an increase in compensation. Other times, small gift cards, or lunch outings are appropriate.

Create a Healthy Company Culture

There are many ways to create a healthy and positive company culture. This can also help increase your employee retention. For more information on how to enrich your office culture and retain happy employees, contact Concorde Personnel.

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Questions to Ask Your Team that Bring Real Answers about Company Culture

May 22nd, 2018

Company culture is a very important part of a successful company. While the idea is tossed around frequently, it’s not necessarily carried out or a focus for companies. This can be a big mistake and without a healthy company culture, progress may stall.

Company Culture Should be Unique

While there are common company culture traits that are adopted by a variety of companies, the best traits are unique to the company and what motivates their employees.

To determine what company culture traits your company should implement, it’s best to ask your employees. You can do this through surveys or interviews. Your best results may come from one-on-one interviews but if you don’t think your employees will be honest with you, you can always bring in a third party to conduct this important interview.

What Questions Should You Ask to Shape Your Company’s Culture?

Here are a few suggested questions you can ask your employees to create a company culture that they will thrive in. Each level of questions will address how an employee interacts with the company and how company culture affects the work environment.

Individual Level

  1. Which activities or tasks bring you satisfaction regardless of whether or not you receive recognition?
  2. What part of your job inspires you?

Team Level

  1. How does culture shape how your team manages goals and responsibilities?
  2. Do you think there are any unintended company values that affect how team members work together?

Company Level

  1. Is the company’s mission memorable?
  2. What actions do you think need to happen to improve the company’s culture?
  3. How is success recognized? How is failure addressed?
  4. Do the leaders and managers of the company behave in a way that’s consistent with the company’s values and culture?
  5. What are some informal practices that leaders and managers use to get work done? Do you find these helpful?
  6. What do you think needs to be done, if anything, to improve the company culture?

Implement Your Company Culture and Run a Successful Office

Unique company culture is so important when trying to manage a successful team. For help on implementing great company culture and other management advice, contact Concorde Personnel.

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