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Want to Get Ahead? Work on This

September 28th, 2016

Looking for ways to stand out at work? Trying to impress your boss? It might not be as complicated as you think. Many companies are looking for their employees to possess basic office and people skills. We’ll bring you back to the basics and as you master them, you’ll find yourself excelling in the office.

Get Ahead by Mastering these Skills

  • Listen & Respond. Truly listening and giving relevant responses is the first major way to impress your coworkers and superiors. So often, it’s easy to get distracted in conversations and meetings. It’s also common to only think about your response before the person talking has even finished their piece. Truly listening in meetings and conversations is very important and something your coworkers will appreciate. Email communication is quite possibly the most common way to discuss ideas in the office. Read each email with full attention (same as listening) and when it comes time for you to respond, be thorough and timely.
  • Be accountable. It’s impossible to get ahead in the office if your coworkers can’t rely on you. Be accountable and reliable. Confess if you’ve made a mistake (we all make them!) and always put forth your best effort in the work you are meant to complete. Your honesty and accountability will help gain your coworkers’ trust and favorability.
  • Be a team player. Working in a company, you are automatically working on a team, no matter the size of the department you work in. Being on a team means you are open to collaboration and flexibility. Be supportive, open to new ideas, and be ready to help if needed. To get ahead and maybe take on a role in leadership, you first need to prove that you can play well and do good work on a team.
  • Continue to learn. The journey to “get ahead” is never-ending. Have the mindset that there is always more for you to learn, always room to improve. Continuing to better yourself will set you apart from other employees and your superiors will take notice. They’ll want to give more responsibility (reward) to the thirsty, thoughtful and trustful team player.

The Get-Ahead Track

At Concorde Personnel, our staff of experienced professionals is trained to help you find the job that best suits you. Work with our great team today to partner with the premier boutique staffing agency in Westchester County/

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3 Ways to Improve Retention in Finance and Accounting

September 14th, 2016

You’ve found fantastic, hard-working, and talented employees. Now, you want to be sure to keep them with your company. It’s not as easy as it seems in the finance and accounting job market, where employees aren’t expected to grind it out at a job that isn’t fulfilling to them. The good news is that there are some benefits you can provide your employees to keep them happily contributing to your company and content to stay for whatever the future holds.

Continued Education and Training Programs

A great way to keep employees excited and excelling at your company is to provide them with continued training or educational programs. Hold seminars, workshops, and even courses to allow your employees to stay ahead of the trends in the finance or accounting world. Whether you bring speakers or workshops to the office, pay for webinars, or obtain group rates for conferences, this workplace perk will not only make your employees realize their value with your company, but it also helps bolster their knowledge and experience base to better perform at your company.

Flexible Schedules

Flexible work schedules have grown in popularity over the last several years, and it can be especially relevant for the financial and accounting industries that have periods of down time. Allow your employees to work flexible hours, or even in flexible locations (from home or remote). This little bit of freedom is extremely rewarding and valued by your employees and there are plenty of ways to monitor productivity.  You can also look at rewarding performance with extra PTO or vacation days.

Fair Compensation

Chances are, you already pay your employees a competitive salary or wage. Now, be sure that you are giving them opportunities for yearly reviews and opportunities for increases in their compensation. While monetary rewards are not the only way to reward employees doing great work, (look at the other ways above), it is a significant factor in retaining your talented and goal-oriented employees. Set up a performance-based bonus or raise structure, and make the criteria clear. Every little incentive works in improving morale and performance, so small raises or compensation bonuses will be exciting to your employees.

Improve Retention Today!

If you’re looking for the top talent that is ready to make a lasting impact on your organization, contact Concorde Personnel today. With our great team of recruiters, we are a top staffing agency in White Plains and can find the talent that will help you now!
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What Should Be Your Theme When Talking to Your Team?

August 24th, 2016

Best Staffing Agency New York, CT

As a leader in your company, you have a lot to think about and you have a lot of responsibilities. Have you ever thought about being responsible for the morale and motivation of your co-workers and colleagues? Whether you realized it or not, the way you talk to, and with, your employees’ matters!

No matter what the subject matter of your conversations and meetings, there is one theme that should be present throughout – positivity!

How does positivity affect your employees?

Improves Productivity

When you set a positive tone, your co-workers’ and colleagues’ moods are lifted. They are buoyed to continue their work and reach the goals or deadlines ahead. Positivity in employees feeds off each other and can have a productive ripple effect. As employees reach their goals and deadlines, that positivity can continue to grow, leading to more success throughout the company.

Morale Boost

Nothing kills morale like negativity. It’s so important to always try to be more positive than negative in workplace relations. Keeping a positive attitude and theme in conversations or team meetings is one way to boost morale. Employee morale is extremely important when it comes to workplace performance, meeting deadlines, client relationships, punctuality, and even talent retention.

Motivates Employees

Employees need a motivation boost every so often, just like you! When you keep the theme of your conversations and meetings positive, this can be the extra push they need to feel motivated. Motivation is not an easy element to sustain in an office and the underlying theme of positivity in the workplace can help your employees reach their goals.

Helps with Engagement

When the office environment has positive vibes running throughout, employees are more likely to engage with one another. They are more likely to collaborate on projects, creating a more integrated team. It’s not a bad bonus to have them engage in small talk either. A closer team is a more cohesive team that helps to boost the positivity you’re working to foster.

Create a better work environment

A theme of positivity in your conversations and meetings with co-workers and colleagues can be the simplest way to boost everything from morale and motivation, company culture, performance, and productivity. These make the office a pleasant place to be and ultimately, a more successful company.

At Concorde Personnel, candidates are treated like clients! Our staff of experienced professionals is trained to help you find the job that best suits you. Contact our team of recruiters today to work with a top staffing agency in Westchester!

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How Does Partnering with a Staffing Agency Help Your Business

August 10th, 2016

Westchester NY Staffing Agency

If you are looking to be more productive at the office or wishing you had a partner you can trust to help you find talented employees, you will want to learn how staffing agencies can fulfill both of these goals.

Some people view staffing agencies as a temporary fix but in reality, they can (and should) be a long-term partner to help you grow and strengthen your business. Creating a relationship with an employment agency can be one of the most beneficial things you do for your business. Take a look at how partnering with an agency can help you save time throughout the whole process of acquiring new employees.

Staffing agencies are valuable partners

They can easily find active and passive job seekers. Scouring for promising potential employees to join your team is a time-consuming process and somewhat of a rollercoaster ride. This is a primary task that a staffing agency can do for you, and it’s something that they’re experienced with. They know where to look and key qualities to consider when looking at potential hires. Think of all the time you can devote to other tasks to help your business if you have other professionals send you quality leads!

Next, they will focus on hiring while you focus on the core business. Great! You found a wonderful new team member through your staffing agency partner. Now it’s time to go through the necessary but long paperwork and hiring process. If you have a partnership with a staffing agency, they can do this for you, too! You can get back to work on your core business responsibilities and they can take care of the essential paperwork throughout the hiring process. Again, that’s more time you have to make your business more successful.

They’re there when you need them. Every company has different hiring needs or schedules. Whatever your hiring schedule is, when you create a long-term partnership with a staffing agency, they will be able to send you quality candidates when you need them. You could receive a big order and need an influx of employees on a short-term basis. During the holiday season, you may need to increase your staff for a six-week period. Developing a relationship with a staffing agency will help make filling those needs easier.

Begin a long-term partnership

A long-term relationship with a staffing or employment agency builds trust, creates efficiency, and it’s as if they are an off-site arm to your business, working towards your company’s success, just like you! If you want to learn more about how a staffing agency can help your business, contact Concorde Personnel or visit our website today to learn more about a top staffing agency in White Plains.

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When Can You Trust LinkedIn Recommendations?

July 13th, 2016

August 2nd

LinkedIn has grown in its usage and popularity steadily over the last decade.  While many social platforms focus on images and brevity, LinkedIn stands out as a substantial and fruitful medium for both job seekers and those looking to hire outstanding talent.

As you peruse LinkedIn for promising candidates, it’s important to evaluate their recommendations. This is one important way that professional connections can verify their skills through co-workers or past and present supervisors. Consider the following factors when evaluating a candidate’s recommendations.

Evaluate the Connection

First and foremost, check to see if the connection is a past or current colleague. A recommendation from a boss or colleague in a superior position is more impressive than colleagues from a similar level in the company or organization.

Here’s an example of a recommendation made by a client of a connection:

“Michelle is one of those rare finds that brings all her talents and expertise to the table each and every time Group 2 retains her services. Her strong work ethic, ability to dive in and ramp up quickly and knowledge of overall industry protocols is quite impressive. If you’re seeking a young and qualified (beyond her years) marketing partner, I highly recommend having her join your team.”

Fluff or Factual?

Next, you want to read the recommendation and consider whether there are hard facts or examples of their work. Most quality recommendations will include either examples or statistics to support the connection, not just wordy fluff.

Take a look at this “fluffy” example:

“Susan is such an excellent worker! She brings her best to every project and produces great results!”

While this recommendation makes Susan sound like a positive person, it doesn’t tell us much about anything. This shouldn’t count against Susan, but hopefully she has other, more in-depth recommendations to help you understand a bit more about her strengths in the office.

Too Much of a Good Thing

In the case of recommendations, you’d rather trust a few substantial entries, rather than too many. The “quality over quantity” rule definitely applies here. In addition, too many recommendations are a red flag for insincere entries.

This rule also ties back to the first point. If a person has multiple recommendations for one position, it is most promising for the recommendations to come from colleagues or clients at different levels of the company.

If you’re looking to hire more talent for your company, you should definitely scour LinkedIn. Recommendations can be a trusted source of valuable information if you look for the right signs!

Work with a Top Staffing Agency in Westchester

For help on finding great talent and other employment needs, visit Concorde Personnel today. We’ll be happy to find the best talent to join your team today!

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Is Your Cover Letter Ready for a Job Search in 2016?

April 27th, 2016

June 3

Your resume and cover letter are equally important but completely opposite kinds of documents. Your resume is basically an outline of your skills and experiences. It gives hiring managers an easy way to scan your credentials. Your cover letter is where you make the case for why you’re fit for the job and better than any other candidate. It frames your credentials in the most relevant and enticing way possible. That’s why it’s so important to craft and revise the document carefully. Watch out for these common mistakes:

  • Bad Writing. Your cover letter must be impeccable. Typos, grammar mistakes, and awkward phrasing all make you look unprofessional. If you don’t consider yourself a strong writer, have a friend or family member help you edit.
  • Too Long. The goal is to make the biggest impression in the least amount of time. You cover letter should not be longer than one page, and should ideally be only three paragraphs. Make sure every sentence communicates something important.
  • Too General. It’s never a good idea to rely on a stock cover letter. Start each one from scratch, and be sure that the language and details you include relate directly to the company and available job. Show them your the best fit for this
  • Being Humble. Your cover letter is not a place to qualify your credentials, downplay your accomplishments, or be brutally honest about your strengths and weaknessses. In the short window of time you have, make yourself look as good as possible, just make sure you don’t lie.
  • Being Arrogant. The opposite is just as big a problem. If you were a totally perfect, one-of-a-kind professional, you would either have a job or have recruiters beating down your door. Don’t make it sound like you deserve a job without being fully vetted.
  • Over Explaining. You may be tempted to describe why you quit or were laid off from your past job. In most cases, this information is irrelevant and will only hurt your case. Focus on the positives and focus on the future.
  • Bad Formatting. Something that looks great on a printed piece of paper may not look great in an email, inside a form, or posted on a social network. Make sure that you format your cover letter so that it makes an equal impact across platforms.
  • Stopping Short. Most cover letters end with a pledge to follow up with the employer. End yours the right way, and then actually follow up. This helps demonstrate your interest in the position and keeps your name fresh in the hiring manager’s mind.

A great cover letter is important, but remember that it’s only one piece of the puzzle. You also need to have a polished resume, and turn in a great interview performance. Find resources to help you through every step in the process by working with The Concorde Group, a top staffing agency in Westchester.

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4 Skills to Showcase to Stand Out to Hiring Managers

January 26th, 2016

Put yourself in the shoes of a hiring manager. You’ve listed a vacancy, and the resumes have begun to pour in. As you read through the stack, you notice that the majority of the candidates have degrees from solid colleges, skills that are relevant to the position, and experience working in the industry. Basically, everyone is equally qualified. When this dilemma presents itself (and it often does) hiring managers have to look past hard credentials and evaluate candidates based on character and personality – soft skills. There are the four soft skills that you will want to showcase in order to stand out from all the other candidates:

Manageability

You might be a top performer, but if you are hard to manage, you will only be a disruption to a team. Hiring managers want to know that the person they hire can take direction, respond to criticism and feedback, accept assigned roles, and defer to the decision of superiors. Candidates can demonstrate this skill by highlighting instances when they met goals and earned extra responsibilities.

Communication

You can have tons of great ideas, but if you can’t communicate them, they don’t do anyone any good. Conversely, if you can’t hear and digest the ideas of others, then you will cause a lot more problems than you solve. Hiring managers will hesitate to hire anyone who can’t communicate clearly in all formats and all settings. Candidates can demonstrate this skill by submitting a polished resume/cover letter and turning in a great interview performance.

Cooperation

You don’t get hired to work on your own; you get hired to work as part of a team. That is true regardless of the position or setting. If you can’t be a team player, you will hold everyone else around you back and put the biggest and most important plans in jeopardy. For obvious reasons, hiring managers don’t want to hire people who can’t work with those around them. Candidates can demonstrate this skill by highlighting team accomplishments and describing their individual contribution.

Resilience

You might do great when things are going smoothly, but if you fall apart in stressful situations you’re not much of an asset to a company. In business, the unexpected is inevitable and stress is unavoidable. Hiring managers only want to bring someone onboard who can perform during the good times and the bad. Candidates can highlight this skill by describing moments of adversity and how they overcame them.

Rather than explicitly stating that you have these skills, prove that you have them using anecdotes, metrics, and demonstrations. Those carry a lot more weight with hiring managers. Find more resources to help you catch attention by contacting the Concorde Group.

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