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No Tricks, Just Treats – Find Confidence in Starting a New Job

October 23rd, 2019

Starting a new job is quite exciting. But it can also be incredibly nerve-wracking. After all, you don’t know anyone at this new company, you don’t know how things are done, you might only have a slight idea about their office culture, and even the office layout is new to you. It’s no surprise that you may feel some new job jitters.

3 Tips to Boost Your Confidence When Starting a New Job

No matter how unsure you may be on your first day, here are some important tips to boost your confidence so you can push fears aside and focus on success.

Relax

Before you enter the new workplace, you need to take a few minutes to relax. Put your body and mind at ease so you don’t come across as short or tense to your new coworkers. Maybe you listen to your favorite music or podcast on the commute. You could wake up extra early to read a book or get in a workout. These are all different ways to help you relax so when you get to your new job, it’s a lot easier to roll your shoulders back, take a deep breath and walk in with a confident smile. 

Remember WHY You’re There

Sometimes the fears and jitters of starting a new job can make you feel completely inadequate to step into your new role. Fight the urge to be unsure of yourself and remember why you are there. You were chosen out of many candidates to perform successfully at this job. It’s important to also remember that your managers don’t expect you to be perfect right away, either. They are looking forward to helping you succeed in this position and they are confident that you will flourish here. 

Another important idea to remember is why you are excited to start this new gig. This job will help propel you in your career. The idea of starting a new job that will help you achieve your goals is extremely motivating.

Normalize New

Starting anything that is new will automatically wire you to be a little bit, or even a lot, nervous. It’s how your brain is wired to respond. So, instead of getting too wrapped up in your new job anxiety and fears, understand that all these new experiences at your new job will quickly pass. The less power and fear you give to things being new, the faster your fears will fade and be replaced with professional confidence.

Still Looking for Your Next Job?

If you haven’t found the job that excites you, contact Concorde Personnel. They will match you with a job that fits your career goals and gives you a boost of professional confidence.

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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.

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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.

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Can You Become an Agile Manager?

June 27th, 2017

Today’s business world requires those in leadership positions to be able to react and adapt to changes. Managers must be quick yet strategic to respond to everything from industry trends to employees’ needs, and budgetary restrictions. A sure way to become the best manager you can be is to be agile.

What does it take to be agile?

A relatively new set of managerial qualities is getting attention in the office place and that is the ability to be agile during both the ups and downs of daily operations.

Some characteristics of an agile manager are the ability to stay flexible, grow from mistakes, and rise to any (reasonable) challenge. While these qualities may sound quite easy, you become a better agile manager with practice and experience.

How can you be an agile manager?

After understanding some of the characteristics of an agile manager, here are some specific ways you can put into practice the agile management style.

Constant & Instant Feedback

An agile manager needs to provide frequent feedback to their team members. It can be words of encouragement or constructive critiques, but employees, especially Millennials, thrive off of feedback to help them do their best.

Talk About Current Projects & Upcoming Needs

Similar to hearing feedback, employees want to know the status of the projects they’re working on. Open communication is an extremely important practice of an agile manager. Not only do employees appreciate being in-the-know, but it also makes them feel more valued and boosts morale and productivity.

In addition to the status of current projects, when it’s possible, an agile leader lets their employees know about upcoming needs and expectations. Responsible employees thrive off of schedules or plans and this is a way to help them feel prepared for what responsibilities lie ahead.

Know How to Adjust Expectations

An agile manager would understand that sometimes they make mistakes, and it’s prudent to give themselves some feedback. Throughout projects, it might become clear that original expectations or deadlines weren’t feasible, or can’t be met anymore. When this happens, the leader who is agile will be able to adjust expectations, keep morale high, and get good work done.

Looking for More?

Are you interested in learning more about agile management techniques? Contact Concorde Personnel to work with a top staffing agency in Stamford.

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Turn Temporary Assignments Into Permanent Positions

August 19th, 2015

July 13th Candidates

Despite the challenges of starting or re-establishing a stable career, there is a smart option for landing a rewarding job that can last. By signing up for temporary assignments through a quality staffing agency, like Concorde Personnel, you can turn temp work into permanent positions in very little time. The key is knowing how to use temporary staffing to your advantage to land a great long term career with a top company. Here’s how to turn your next temporary assignment into a permanent position.

Dress for a Successful Image

One of the best ways to impress the company for which you will be temping for is to show up to work on time, always dressed for the part. People judge temporary workers on many levels, so you don’t want your appearance to be one of them. Come to work in the right attire, wear socks or hosiery, and be neat and groomed professionally to give a great impression at all times. This will give you a successful image early on.

Be Adaptable and Flexible

In order to position yourself for a possible regular assignment in the future, be willing to adapt to the needs of the company for this you are temping. This can mean taking on extra work hours, new tasks and accepting change as part of the assignment. When the company decides to make permanent placements, this will give you the advantage because you will be known for being ready to take on the challenges of the company.

Demonstrate Your Skills

Outside of the interview you will be doing with the recruiter at the staffing firm, make sure your immediate supervisor on the work site knows your full capabilities as a candidate. Ask to take on new work duties and really show your stuff. Demonstrate what you are capable of and why you would be a valuable member of the team if the company were to make you an offer of employment in the future.

Adopt the Corporate Environment

Another great way to turn that temp job into a more permanent situation is by learning what the company stands for and adopting the values of the workplace environment. The more you can show that you fit in well with the rest of the permanent employees, the better chance you have of being thought of for regular work opportunities.

Convey Your Desire to be Permanent

A mistake that many temporary workers make is forgetting to let the immediate supervisor know being hired permanently is desired. Do not assume that the people you work with know that you want to become permanent. After a few days on the job, take a moment to let your immediate supervisor know this, as well as the staffing agent who has placed you on the assignment.

Become Indispensable

The very best way to get offered a permanent job as a temp worker is to become an indispensable member of the team. Work hard in the first 2-3 months on the assignment and provide a great value to the company. If you do this, you will most likely be considered when it’s time to make a decision about your contract. Remember, it’s up to you to make the most of your temporary assignment so that you can end up with a great long-term career.

Want to find a great temporary to permanent assignment? Visit Concorde Group today and take advantage of our candidate resources!

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7 Steps to Ensure Retention of Top Performers

September 13th, 2011

May 11

 

Did you know that in an average workday, over 80% of all employees are actively engaged in the pursuit of other employment, according to a recent career post on Monster? While this may seem sneaky, it’s actually the norm because it can be challenging to leave one job without having another lined up. That’s especially true in this day and age when top performers are proactively seeking greener pastures. Having a solid employee retention strategy is absolutely vital for the success and growth of your organization.

How can you hang onto your best employees and deter them from seeking opportunity elsewhere? Here are seven steps to ensure retention of top performers.

  1. Identify Skill Sets and Talents – The key to keeping the best employees on board is realizing what knowledge skill sets and talents are needed to get the job done company-wide. Each job type has specific requirements, and top performers exist at all levels. Do an inventory of these skills and you will easily identify your best employers who you can groom for bigger responsibilities and assignments that are more rewarding.
  1. Focus on Employee Development – Once employees are on the job, it’s not uncommon to become frustrated by a lack of development support. Give all employees the chance to learn new skills, take on higher responsibility, be part of progressive projects, and work into new and better roles within the company. This can eliminate the need to seek career development elsewhere.
  1. Provide Mentoring Opportunities – Mentors can be a great source of inspiration from within a corporate environment. Immediate supervisors can often become overburdened with managing so many employees at once, so they can forget about employee development initiatives unless they are continually reinforced. Instead, utilize the skills of more experienced employees to help newer or struggling employees find their permanent spot within the organizational chain.
  1. Develop Continual Training Methods – Enough cannot be said for corporate training as a way to prevent employee dissention. Training gives all employees the ability to learn new skills that they can immediately apply to the workplace, to make it more productive. Additionally, being an education driven company can increase the likelihood that employees will stick around to work on certificates and degrees so they can take on better internal jobs.
  1. Keep Top Performers Challenged – The main reason, besides financial needs, that top performers move on is that they are not challenged enough in their current role. Overachievers tend to need something to keep their attention and without enough stimuli at the office, you can expect them to leave very quickly.
  1. Offer Stepped Promotions and Incentives – Employees need a reason to be at work every day, besides a paycheck. By offering a series of stepped promotions and regular employee incentives, you can give your top performers something to strive for. Therefore, they may just hang around a lot longer if they know they can expect positive feedback and praise for a job well done.
  1. Promote Work Performance – Lastly, make sure your corporate environment is one that promotes performance for pay. Instead of allowing employees to slack off or take advantage of others, establish clear paths for success in the office that all employees can achieve. Encourage friendly competitions, set periodic goals for employees, and make sure that your top performers feel challenged at work.

Want more information about developing a workable employee retention strategy? Contact Concorde Personnel for support and guidance.

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