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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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