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Filtering Good and Bad Candidates – Tips for Effective Candidate Screening

April 9th, 2016

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Wouldn’t it be convenient if you could develop an automatic filter for identifying the best candidates? Finding the right candidate to fill the job is often a matter of figuring out the positives and negatives about each of the candidates for the job. Outside of candidate assessments and other screening solutions, sometimes, you just need a few examples to help you know the qualities you want to see. This can help you weed out the candidate traits you don’t want to bring into your organization.

Let’s look at the Good, the Bad, and the Ugly when it comes to candidate screening.

The Good

You want to make sure you take the effort to find employees who are willing to take the initiative and go the extra mile to get the job in the first place. Then later, you want them to have the initiative to get the job done. A recent news story out of Indianapolis, IN that’s taken the Internet by storm, was one about a teenager who walked ten miles on icy roads and in the snow for a job interview and how he impressed a different business owner so much that he offered the teen a job. This is the perfect example of a good sign.

Another positive sign is that the candidate presents him or herself in a professional manner when it comes to speech, presentation, and language skills. Candidates who cannot read and write at appropriate levels, while they may be qualified, don’t present the business in a favorable light. It’s something you should consider carefully before overlooking bad grammar and/or spelling.

The Bad

There are a few traits and characteristics that do not bode well for candidates. The two that stick out first and foremost are candidates who show up later for interviews and those who show up unprepared for the interview. As a business owner you expect the candidate to know a little bit about your business, the products you create, and/or the services you provide. He or she should also be on time and have a resume in hand as well as a list of questions ready to go too. These can be signs of poor work ethics in a candidate, and are best to avoid.

The Ugly

There are a few things that simply make a job candidate seem like a poor choice in every imaginable way. The first is to come into the interview with a list of demands or a long list of things he or she isn’t willing to do. The other things some candidates do that should give you pause is to come in talking bad about a former employer. Chances are good that you’ll be a former employer at some point in time, what is this person going to say about your business when and if that time comes?

When you look at the interview process in the proper light, it’s fairly simple to weed out the characteristics you do and do not want to bring into the heart and soul operations of your business. That, after all, is what effective candidate screening is all about – finding the right people to make part of your business.

Approaching the candidate hiring process can be difficult for many business owners. If you are looking for more resources and assistance with hiring top talent, contact the staffing experts at Concorde Personnel today

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Flexible Companies Improve Morale – Building a Strategy for Success

February 11th, 2013

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Flexible workplaces have come a long way since being merely a perk to being a business building strategy. In April of 2012, the Society of Human Resources Managers (SHRM) and the Families and Work Institute conducted an extensive survey of businesses around the nation who were providing a variety of flexible work options to employees, called the 2012 National Study of Employers.

From flexible scheduling to the opportunity to work remotely at least part of the week, this survey found that a large number of companies are focused on helping employees restore a sense of work-life balance — an integral part of their overall satisfaction and productivity. The most effective workplaces, where employees reported being actively engaged in their jobs as a result of flexible work environments, were found to experience:

  • Higher overall levels of job satisfaction and sense of accomplishment.
  • More loyalty to their employer and the company objectives.
  • Less negative spill-over emotions from work to home life.
  • Better physical and mental well-being and lower levels of stress.
  • Greater engagement with their role and assignments, leading to more productivity.
  • Ability to take time off (temporary staff coverage) to cope with life’s responsibilities.

Cost savings of flexible work arrangements

In a case study of BDO, as featured in Forbes Magazine, an international accounting and financial advisory firm, that offers flexible options and benefits to its employees, the numbers speak for themselves. When they decided to open up an office in Austin, Texas, they chose to allow employees to work remotely, saving them $1.6 million in overhead. They also repeated this experience with an office expansion in New York City, reducing their office needs by another $1 million per year.

It should be obvious then, that offering employees more flexibility in the workplace can produce positive results for any employer. This in turn leads to better employee morale, greater retention, more innovation, and a healthier workforce. A vital part of this strategy is allowing full time employees the ability to take time off as needed for personal and health reasons. Having a temporary staffing agency, like Concorde Group, on board to call on for contract workers can help your employees to do this without stress. You’ll also be able to find suitable remote employees this way, as more companies are moving to this model to cut costs and provide flexible work options.

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