Newsroom | Contact Us | September 21, 2019

Our Blog

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.

white-plains-staffing

Share

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.

white-plains-staffing

Share

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.

white-plains-staffing

Share

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!

white-plains-staffing

Share

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.

white-plains-staffing

Share

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.

white-plains-staffing

Share

Open Jobs and Few Quality Candidates – How Can a Staffing Agency Help That Problem?

April 25th, 2018

Almost any business or hiring manager has at one point faced the dilemma of having open positions at the company without a good pool of qualified talent. This can be extremely frustrating and also costly to the company if open positions are slowing productivity. Thankfully, a staffing agency can be a helpful partner to solve this problem.

3 Ways a Staffing Agency Can Help Fill Open Positions

A staffing agency can be an effective partner in employment solutions. Here are three main reasons you should ask your local staffing agency for help filling your open positions.

They are experts.

Staffing agencies are dedicated to being experts in job trends, specific industries, and recruitment practices. They stay ahead of trends and a local agency is focused on your market – not an area of the country that doesn’t apply to you! They will know how to find qualified talent within a reasonable radius of your company.

They have a large network.

Whether you are looking for temporary workers, full-time positions, or seasonal employees, a local staffing agency has a network that can supply quality talent for your needs. Because this is their business and not a department at a company, they spend their days building a network of professionals they are confident to recommend.

They help in all areas of hiring.

Working with a staffing agency can mean that you get help in all areas of the hiring process. From recruitment to background checks, to payroll and/or benefits administration, they are there to help you. This will help you find the right job candidate quickly, so you can move on to your other work.

Start a Partnership & Never Look Back

If you are ready to have a few extra sets of hands – experts – handle your employment needs, contact Concorde Personnel. As a top staffing agency in Westchester, we will find you the professionals you need to help your company find the right candidate for the job.

white-plains-staffing

Share

How Can You Use the Pareto Principle to Improve Your Delegation?

March 21st, 2018

As a busy manager, your day is filled with plenty of small tasks, high-level projects, and of course, leading and motivating your team. Arguably one of the most important skills of any manager is the ability to delegate work to your team members so they feel important and so that you can get your work completed.

The Importance of Delegation

Even though effective delegation is crucial as a manager, many people struggle to do so. Not being able, or willing, to delegate tasks to your team, you run the risk of making employees feel undervalued. You also are more likely to feel overworked and can fall behind in achieving your own set of goals.

There are many different ways to improve how you can delegate work to your team. A great method to use is called the Pareto Principle.

Using the Pareto Principle to Improve Delegation

The Pareto Principle may be better known as the “80/20 Rule.” The rule generally states that 80 percent of your output is generated from 20 percent of your input.

When it comes to management, this is a very important rule to understand and implement. As a good leader and manager, you should focus on the critical 20% of your responsibilities and work. This is the work that only you can do. By following this principle, you understand that 20 percent will be responsible for 80 percent of your results. When you put this principle into practice, you will be happy to delegate your other tasks to your team so that you all will be more successful and get more done. Not to mention, with work evenly distributed amongst your team, everyone’s quality of work increases.

Collaborate to be Most Effective

If you need some help determining what projects or tasks are the critical 20% for you, talk to your supervisor or brainstorm with a colleague. It’s better to ask questions or seek feedback if you are unsure of what work you should delegate and what you should complete. This will help the implementation of the Pareto Principle be most effective in improving how you delegate.

Become the Best Leader for Your Team

If you’re looking to bring the right talent to your team, contact Concorde Personnel and work with a top employment agency in Westchester NY.

white-plains-staffing

Share

The Top Skills for the Best Medical Billers

January 9th, 2018

The field of medical billing is ever-evolving and also growing. It’s a fast-paced, demanding job, but also one that can be very rewarding for the right candidate. If you’re interested in going into a career of medical billing, there are a few skills you should perfect in order to be as successful as possible.

The best medical billers possess certain skills that allow them to excel in their company and careers. To improve and grow in your career, you should be sure you’re honing your skills to include these top skills.

Communication Skills & Courtesy

A medical biller interacts with many different people on any given day. From citizens to doctors offices, to insurance companies, a medical biller deals with a lot of different people and topics each day. Those topics can also be very complicated with can be frustrating for everyone involved. Patient and precise communication can make all the difference. Not only do medical billers need to be excellent communicators when working with so many different situations, but they must also be courteous. Often times, a medical biller will have to deal with sensitive matters and it can be emotional for the people they talk to. Being patient and courteous in all communication is a top skill of the best medical billers in the field.

Attention to Detail

The difficult and complicated situations a medical biller deals with each day obviously require the best to have great attention to detail. They must deal with a variety of procedures, documents, and thousands of medical codes each day. While they don’t need to memorize everything, they must keep track of quite a lot at any given time. The more detail-oriented a medical biller is, the more accurate and efficient they are.

Technical Skills

The best medical billers must be proficient in a lot of technical programs. They work with unique medical billing software and programs on a regular basis. Medical billers will also work with hospital billing and codes. Fewer mistakes and more work can be accomplished when they are proficient in their technical skills.  

Ability to Multitask

Multitasking is a very important skill for medical billers to master. For starters, they must keep tabs on several different claims at any given time. Since each claim involves a lot of detail and different people, there can be the need to multitask within each claim as well. Some medical billers will also be responsible for administrative tasks within their medical office.

Analytical & A Good Problem Solver

Often times, a medical biller is involved in solving problems, fixing mistakes, or answering complicated questions. It’s extremely important that the best medical billers are analytical and can solve problems well. Some problems or issues that they’ll handle will be easy, but others can be extremely difficult and will require analytical focus.

Looking to Build Your Medical Billing Career?

If you’re interested in making a successful career in medical billing, contact Concorde Personnel.

white-plains-staffing

Share

Five Job Search Tips to Help You in 2018

December 6th, 2017

The New Year is just around the corner, which means that you might be thinking about new goals for yourself and your career. For many, finding a new or better job is one of those goals. As the job industry continues to shift year after year, it’s important to reconsider how you go about finding the right job for you, and yes, even getting hired at the  job.

In 2018, these are the five go-to tips to help you find the right job for you.

1. Don’t Rely on Qualifications

Yes, you read that correctly. Don’t rely on the qualifications listed in the job description as a clear indicator of whether or not you should apply for the position. If it’s a job you feel passionate about and that excites you, you should apply – even if you don’t have every qualification listed. It’s a small risk to take for what could be a major reward.

2. Create a Support System

As you look for and apply for jobs, begin to create a solid support system. This support system can help you find great job opportunities as well as act as your references when you get to that stage of your job search. Connect with previous coworkers and managers who would be happy to speak on your behalf. They may also know of open positions in your industry that you would be a great fit for. You also may want to consider using a staffing agency to help you along the way. They can assist in finding the right job for you, interview coaching, and you can use them for the short- or long-term.

3. Get to Know Mentors

If you look up to a mentor in your profession or admire a coworker or supervisor, get to know them. Ask them to have coffee with you one morning so you can get to know them, hear about their own career experience, and learn from their advice. It might seem awkward to you, but they’ll be flattered and eager to help another colleague find the success they’re looking for.

4. Make Your Own Decisions

As you seek for career advice and inspiration, remember to always come back to home base on considering what you truly want. People are always willing to give their opinions and feedback, which is great and often valuable, but ultimately, you need to find a job that you will be happy with, that can provide for you the life you want to live, and will help you reach your professional goals. Before you make any decision as you search for a job, make sure that it’s your decision and not someone else’s.

5. Adjust Your Resume for Keywords

As you apply to jobs, it’s important that you adjust each resume for the unique job position. Not only do you want to make sure it’s relevant to the qualifications and requirements, but you want to include keywords that match the job description. Especially when applying through job boards or career sites, the software can automatically scan for keywords, making some resumes jump to the top if they have more keyword matches.

Get the Job You Want in 2018

If you want more advice for finding the right job for you in the New Year, or you want help with your resume and cover letter, contact Concorde Personnel.

white-plains-staffing

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