Newsroom | Contact Us | November 13, 2019

Our Blog

How is Technology Bringing Change to HR Roles?

October 9th, 2019

For a few years, HR has seen a rise in data-driven technologies that have revolutionized the industry. While many companies have adapted to these changes, there’s even more development. 

With all of this technological development, there is a shift from manual to automation and companies must revamp their practices as well to stay competitive in hiring the best candidates. Thankfully, the automation practices don’t mean there are fewer positions for human resource professionals, just some new roles with different responsibilities.

3 HR Roles that Center Around Technology

A common concern with technological advancements is that people will lose their jobs. In the case of human resources, this really just means that roles will change to embrace technology. Here are a few new roles that technology has created.

Human Experience Strategist

This role is focused on the entire experience of an employee but focuses on treating the employee as a valued human being, not just a worker who has to deliver results. Instead of just creating umbrella programs that will accomodate all employees, this position will sculpt individual plans and programs for their employees to make sure each person feels valuable.

This role will also shift the question from “What are the roles and responsibilities to each job?” to “What is the value of each position?” 

AI Auditor

While AI has created a way to gather vast amounts of data, a company must utilize that information wisely to actually reap the benefits of it. An AI Auditor will leverage their data science skills to make sense of the data that is collected from various human resources software systems. The ability to work data and analytics is of high importance for human resources professionals. 

Some skills you will need to be successful as an AI Auditor is critical thinking and sound judgment for how to best utilize the data and technological advancements.

AI Bias Expert

Just because data can be collected, that doesn’t mean that all data is significant. It’s important that human resources professionals don’t rely on data just because there is data available. This is where the AI Bias Expert comes in.

In this position, a professional will verify data and will create algorithms for key HR functions, like recruiting, to make sure it is bias-free. It’s important that during these processes, the data is also ethically collected to avoid discrimination. As companies begin to rely more on technology to make their hiring and retention decisions, they must be able to demonstrate that they are also responsibly utilizing the data. 

Critical thinking, sound judgment, and the ability to keep up with technological advancements are all key skills for the AI Bias Expert.

Find Qualified Employees and Be Ready for the Future

To help get your company prepared for the future and find qualified employees to help you succeed, contact Concorde Personnel.

white-plains-staffing

Share

Effective Recruiting Methods for Top Talent

September 18th, 2019

Finding the right talent can be difficult for any company. Between having a good pool of applicants to not being swayed by a good interview, even though the candidate might not be the right fit for the job, there are a lot of challenges you face as the interviewer.

Fortunately, there is a lot you can do to improve your successes in finding the workers that you need to take your company to the next level.

Follow These 3 Tips to Hire the Best Candidate

Set a Clear Job Description

The first step to make sure you find the best hire is to create a clear and concise job description, complete with qualifications and desired experience. When you have a clear job description, you’re more likely to get applicants who fit your needs instead of unqualified contenders.

Consider a Non-Traditional Interview

Some experts find that they learn most about their applicants when they throw a few curveballs in the actual interview. Anything from asking unique questions to taking your job applicant on a tour of the company can change the environment of the interview, helping you gain more insight about whether or not this candidate will be a good fit at your company.

Gather Feedback From Coworkers 

During your interview process, take the job candidates on a quick tour of the office. You can even plan to have a few key current employees greet the prospective hire. This way, you can gather some feedback from your employees later. These small interactions can actually show you a lot about the candidate that you might not see in the formal interview.

Find the Right Talent Today

If you need help on how to find the right talent for your open position, contact Concorde Personnel.

white-plains-staffing

Share

Enhance the Appeal of Your Listings with Inexpensive Job “Perks”

July 26th, 2014

July 7th HR Managers

Gone are the days when hiring managers simply hung a “help wanted” sign on the front door and ended up with stellar employees. In today’s world, due to the high number of average candidates out there looking for work, it is actually more challenging to find the best person for the job. This can mean spending too much time trying to weed out unqualified candidates and too little time focused on candidates who have the right skills.

In order to attract great candidates, oftentimes it is necessary to create a job listing that has more street appeal to your target candidates. This can mean thinking outside of the box to add inexpensive “perks” to the job description to bring in qualified professionals. Here are some suggestions, even if you have a small company or limited resources to offer job seekers.

Create an atmosphere appealing to the candidates you want to attract. Some of the most successful companies landed super employees because of a unique corporate environment. For example, many technology firms allow a very casual dress code, free meals and on-site recreational outlets. To attract brilliant job seekers who may work well in these types of atmospheres, be sure to list this as an emphasis in any job postings published.

Offer candidates work-life balance as part of the benefits. In sharp contrast with the past, today’s best candidates are looking for jobs that will allow them more balance in their personal lives. This can mean flexible schedules, healthier work environments, and earning paid time off for high performance on the job. Increase the chances of attracting better candidates by being open to these things and offering flextime or work at home options to sweeten the deal.

Provide a corporate discount program. Your business may not be able to include such benefits as an on-site daycare center, a gym or a food court, as some of the big companies do, however you can add things that have value to potential employees. Try offering perceived benefits like discounts to local attractions, sports and fitness membership vouchers, and employee savings plans, which include the option to use funds for daycare, gas or other work related expenses. These can appeal to candidates who are already struggling to make ends meet, without actually adding to their salaries.

When developing your job advertisements, it is always a good thing to get input from recent hires on what would be most attractive for job candidates. Consider carefully what makes your business a great place to work, and emphasize these aspects during your recruiting process. By thinking from the perspective of job seekers, you can easily identify additional perks that will not cost your company anything extra.

Want more support with your recruiting program? Please visit Concorde Personnel’s Employer Portal for helpful advice, and feel free to contact us directly for more information.

 

Share

The Evolving Role of HR Professionals

August 12th, 2011

Image Source: basketman / FreeDigitalPhotos.net

The role of Human Resource professionals has been steadily evolving over the course of the last century. Shifting from the antiquated “personnel” department to “human resources” has in and of itself transformed the way that companies see the human element. This change has come about as a result of improved employment laws, improved working conditions and economical challenges that have rocked all industries. Thus, the job of the average HR person has also had to change to keep up with the demands of organizations on many levels.

When you ask the HR professional of today to define his or her role within the company, you’ll generally get a variety of answers. It seems that human resources has many responsibilities that adapt for different types of industries and organizations. While HR professionals are still fighting to be seen as strategic partners in the meeting rooms of many companies, their value has risen in the eyes of company leaders. Now seen as a true resource, HR officers work in tandem with department managers and decision makers to forge the workplace of the future.

With the wave of economic challenges that the United States and many other developed nations have experienced in the last few years, HR professionals have been forced to evolve in many unexpected ways. Instead of just handling routine employment duties, HR personnel are now also handling the heavy burden of recruiting, training and developing employees in as safe a workplace as possible. In the past, HR professionals were asked to specialize in one area of this realm, but today the best HR people are generalists who have the ability to handle any and all area of human resources.

It’s a given that HR professionals must stay on top of hiring and employment laws, which change frequently. But in the last decade, human resources professionals have also been required to track with greater detail every aspect of these processes. From screening candidates thoroughly with I-9 Homeland Security guidelines, to overseeing entire employee wellness programs, the HR person of this time has to be in all places at once. The traditional hierarchy of the HR department is also evolving, with teams of equally-responsible officers representing all facets of corporate life.

As an HR professional, your role will continue to evolve as new and more advanced technology permeates the workplace in years to come. You may be managing a more remote workforce in all corners of the earth, or you may be conducting live training sessions via Skype. Wait, you are doing this now! Whatever the future holds for human resources, be ready to face the challenges of life as an HR professional through continual education and networking to stay ahead of the trends.

Prepare for the future as an HR professional when you contact The Concorde Group for recruiting, payroll and staffing needs!

Share

Leveraging Technology to Find the Best Candidates

July 22nd, 2011

Image: tungphoto / FreeDigitalPhotos.net

Today’s innovations make it possible for hiring managers to streamline hiring practices by embracing technology to find quality candidates. In sharp contrast to the old ways of recruiting candidates from newspaper advertisements and paper application forms, recruiters have a full toolbox of technology at their disposal. Read on to learn more about how your company can harness the power of technology to source great candidates.

Develop a web-based career center. Every company has the ability to design a fully online job portal, built into the corporate website. By adding a career section, information about the company’s hiring process can be described so that job seekers can determine their suitability for placement early on. Additionally, the career portal can include access to an online application form, and lists of open positions. When used effectively, an online career center can eliminate candidates who do not take the time to complete the online application, yet be convenient to attract quality candidates to fill specific roles.

Take advantage of online networking. A great way to find the best candidates are to participate in networking communities found online. This can range from social media channels like Facebook, LinkedIn and Twitter, to actual niche communities where experienced professionals may hang out. Use social media by posting updated job listings with links to the career center, asking for candidate referrals, or sourcing candidates by descriptive job keywords. LinkedIn and some online forums allow advertising of job postings for little to no fee. Just be careful to not dig too deeply into candidates’ personal profiles when using this method.

Give online resumes a closer look. One of the possible pitfalls of career related technology is the emergence of resume analyzing software and resume directories. Oftentimes, this technology can eliminate an otherwise fantastic candidate, due to errors in the programming or the way the pre-formatted resume looks when it is retrieved. As hiring professionals, it is easy to skim through resumes that do not look good on first glance. When utilizing technology such as this, be sure to give online resumes a better look over to discover excellent candidates who may otherwise be missed.

Focus efforts on high-yield recruiting portals. The best place to find quality candidates are generally within your company’s resume database, as well as online career websites. Search through previous applicants to find candidates who closely match your objectives, and take the time to contact them despite how old their applications may be. You may find a few candidates still seeking great assignments from your internal resume list. This method will likely result in a higher yield of qualified candidates than just posting random help wanted ads on advertising sites.

Need more help with your recruiting efforts? Visit The Concorde Personnel Employer’s Portal for more helpful tips and contact us for additional support!

Share

When is the Right Time to Start Looking for Candidates?

July 8th, 2011

Image: Idea go / FreeDigitalPhotos.net

There’s a right time and a wrong time to start seeking candidates to fill key positions within your organization. While each business has different needs and roles to be filled, there are ways to be prepared for peak growth initiatives. Knowing when to start looking for new people can ensure you have access to a quality pool of candidates when you need them the most.

The issue with many companies is that they start looking for applicants only when a current employee gives their resignation notice. This generally does not give enough time for the human resource department to find a good replacement. Being in this position can cause a whole range of problems, which can lead to failure. The worst case scenario is making a bad hire out of desperation.

To avoid this type of situation, it’s always better to collect applications from career seekers throughout the year. Carefully screen all resumes for skill-sets that your company needs to fill positions, should they become available. Conduct telephone interviews with the best candidates and keep their information in organized files for times when you need to fill a critical assignment.

Searching for quality candidates should be an ongoing process, particularly for jobs that have a typically high turnover rate. These are usually entry level positions such as customer service, general labor and administrative roles within your organization. Keep a rolling file of fresh candidates who meet the requirements of each job type, so you have a pool of eligible folks handy at all times.

A great way to keep your candidate queue full is by hosting a seasonal career fair for your company. This can be accomplished by participating with local recruitment agencies or nearby colleges and universities. Quality candidates, who are searching for new career opportunities will be readily available through these sources, making it easier for you to find highly qualified individuals.

The right time to search for job candidates is all the time. This should be a continual process, so that your company can maintain its workforce with skilled candidates. By being proactive in your company hiring activities, your company will be able to meet the demands of the industry and maintain high standards as the company grows.

 

Be sure to contact The Concorde Group for support when seeking quality job candidates for your company this year!  Visit our employers’ resource center and find out how Concorde Personnel can help you achieve your business objectives.  http://www.concordepersonnel.com/employers

 

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