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Does Your Employee Handbook Have a Mobile Device Policy?

July 25th, 2017

Mobile devices have completely permeated daily life. Your employees constantly have access to their phones, which also includes text messages, social media, the internet, apps, games, email, etc. While most employees will also have their work email on their phone, the majority of their activity will revolve around extracurricular interests.

While employers are limited with how they rule over the phones of their workers, it is perfectly acceptable, even recommended, that companies include a mobile device policy in their employee handbook. Being clear about expectations is key in keeping employees on task and productive. It’s also important to stress that employees should sign these policies to better ensure that they understand the details and hold them accountable for their actions while on the job and at the office.

If you’re thinking about adding a mobile device policy to your employee handbook, here are some areas that you need to consider.

Personal Cell Phone Use

You should detail expectations in personal cell phone use. This section can include everything from social networking to phone calls. Here are some topic you’ll need to discuss:

  • Limiting personal phone calls, emails, text messages to before work, after work, and during breaks. Going against this rule can lead to dips in performance or even an unsafe work environment.
  • Social networking is not acceptable unless it is required for the job you are hired to do.
  • Illegal activity done on a personal device during work hours or on work property or the company WiFi may result in termination.

Company Cell Phone Use

If you give out cell phones or any type of mobile device for your employees to use, it’s very important that you detail the expectations of use for that device. Generally, that device should only be used for work-related tasks and not at all for personal use. Some other topics to cover are:

  • Options and expectations for the employee to reimburse the company for data overages or call fees associated with personal use.
  • Call reports will be reviewed and employees should be ready to explain any usage discrepancies.
  • Illegal activity done on a personal device during work hours or on work property or the company WiFi may result in termination.

Mobile Device Use While Operating a Vehicle

This is an important section in a mobile device policy. You should first reiterate that the employee is expected to follow all federal, state, and local laws in regards to using technology while driving. You will also want to include:

  • Expectations if answering a phone call is crucial to business, and pulling over is not an option (i.e. keep the call short).
  • If driving for work and business calls are unavoidable because of the job position, the option for hands-free equipment will either be provided or reimbursed.

These are basic ideas to help you get started on crafting a mobile device policy that makes sense for your company. If you’re looking for more guidance on this and other employee management topics, contact Concorde Personnel.

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3 Effective Tips to Using LinkedIn’s Open Candidate Feature to Find a Job

July 11th, 2017

The job seeking world is constantly evolving. From job listing aggregators like Monster.com to using social media like Facebook and LinkedIn, job seekers need to stay on top of new features offered by technology. One of these is the LinkedIn Open Candidate feature.

A new way to help you find a job is by using the Open Candidate feature on the popular professional social networking site, LinkedIn. This feature allows those who already have a job to discreetly let other companies or recruiters know that they interested in other opportunities, while also keeping this hidden from their bosses or coworkers at their existing company. If you’re not familiar with it yet, don’t worry. Just read ahead and put into practice these three tips.

1. Turn on the Open Candidate feature

This might seem straightforward but turn on the feature using your account settings so you can understand exactly what it’s all about and get started. Once you do this, you will also be able to make a list of job categories that you’re interested in. You can always adjust these categories. LinkedIn says the information won’t be shared with your current company but always be aware that any information you put on the Internet could get back to anyone.

2. Have an Updated Profile

If you want to put your best self out there and make the most of the Open Candidate feature, then you need to continually update your profile. Be sure to list your results, accomplishments, responsibilities, or skills to peak the interest of those looking for your talents. Like all social media platforms, a stagnant account doesn’t get as much attention. In addition, you’ll also want to see recommendations or referrals. This is something that all professionals should seek to do, so you could reciprocate a recommendation or referral with a co-worker or friend without drawing attention to the fact that you might be looking for another job.

3. Share Information with Your Profile

Lastly, find relevant and professional content to share to your profile. If you have a personal blog that touches on professional topics, you could also share that. Share that content to the LinkedIn Pulse to reach a wider audience. Take a blog post and share it in LinkedIn groups to reach your target audience. Again, staying current and active on LinkedIn will help boost your presence while using the Open Candidate feature.

A full-service staffing agency in White Plains, Concorde Personnel is ready to help you find the job you’re looking for. Contact our great team of recruiters to get started!

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What Questions Are You Guaranteed to Get in Your Next Call with a Recruiter

June 13th, 2017

Phone interviews and phone calls with recruiters can be a nerve-wracking experience when you’re looking to land a job. Before understanding what recruiters want to know, first remember that many people experience jitters before those calls and the recruiters expect it.

The 3 Things Recruiters Want to Know

In preparation for your next call with a recruiter, here’s what you need to know. The recruiters on the phone aren’t looking for you to solve all the company problems. They’re not looking for a prodigy. They’re mainly interested to know three things.

Did you do your homework?

This isn’t the first time you’ve been given the advice to do your homework on the company you want to work for. A recruiter will absolutely know whether you researched the company or if you are just trying to wing it.

Checking out the company’s history, learning their business goals and reading news headlines is a great place to start when doing your research. Keep notes if that makes you comfortable with some names or information that you think you want to bring up in your call with the recruiter.

Salary requirements/expectations

Talking about salary can be tricky. As the applicant, you don’t want to ask for too little, but you also don’t want to ask for too much and take yourself out of the running for the position. Most recruiters understand this predicament, and they’re asking this question to avoid wasting both their time and yours.

Before the call, take some time to do some calculations. Consider both the salary that you were previously making and also what you absolutely need to make ends meet. Experts suggest making a range for your salary requirements: what you need to keep the lights on, and what you need to live comfortably while contributing to a savings account.

Why are you excited for this position?

Don’t be fooled – this question should be answered with sincerity. Recruiters have heard all the canned answers to this question out there. They don’t want those answers; those answers don’t make you stand out.

Instead, add some authenticity to what truly makes you passionate or excited about this job. Again, take some time to consider how you would answer this question before your phone call.

Ace any interview

Whether you have phone interviews, in-person interviews, or a combination of the two on your calendar, the professionals at Concorde Personnel can help you prepare so you feel confident in any interview setting. Contact our team today to work with a top staffing agency in Westchester!

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How to Make Temporary Work Look Great on a Resume

May 23rd, 2017

Temporary work is nothing to hide, but it can be a little confusing when laying out your resume. There are a few different ways to approach how you can organize your resume. Depending on your situation, there are better options than others.

Great Ways to Highlight Temporary Work Experience

Temporary work can do a lot for your career. Your experience may have taught you essential skills, or allowed you to gain better insight into how you want to progress in your career. Just as you want to highlight all the positive experience and contributions you made at any job, it’s no different for a temporary position. What could be different is how you present the information.

Label Your Work as Temporary

When you list your time of employment in that position, add a label explaining that it was a temporary position.

Example:

Event Coordinator, Visit New Mexico (March 2015 – September 2015, temporary)

This is an easy way to identify why the time period is shorter than most positions, and it doesn’t require any additional explanations on your resume.

Consider Grouping Your Experience

There are a couple of ways to group temporary experience together. Maybe you have had multiple temporary jobs from using the same staffing agency. You could consider grouping your experience underneath a category named after the staffing agency. If you’ve had multiple temporary jobs from the same company, you can also group together those positions in this manner. Either option makes sense, and no matter what way you group your temporary experience, it would highlight your accomplishments well.

Keep It Chronological

No matter how you want to group or identify your temporary work on your resume, you should try to make it fit chronologically within the rest of your work experience. This is how most resumes are structured and you should try to keep to this format also.

Have a Plan for the Interview

If you follow any of the tips above, you’ll have a great looking resume that highlights your accomplishments during your temporary work. Now, just be sure to have a plan for how you want to talk about it at your interview.

Need Some More Tips on Crafting Your Resume

If you need some more help highlighting work experience or writing your resume, contact Concorde Personnel and work with a top staffing agency in Westchester today!white-plains-staffing

 

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Could Email Become Outdated in Workplace Communication?

May 9th, 2017

For the last several years, nothing seemed more constant in the workplace than email communications. But just as there was a time before work emails, there will be a time when emails will become a thing of the past and something new will take over as the main form of office communication.

Two big questions (among many other questions) are: “What will replace email?” and “When will this change happen?”

What will replace email in workplace communication?

Today, office emails keep most companies running smoothly. It’s hard to imagine getting work done if you spent a full day without email access. In fact, most professionals spend an average of 6.3 hours a day sending and receiving 123 emails! Emails do everything from facilitate communications within or outside a company, acquire new customers or projects, submit proposals, hire new employees, etc. Lots of work is done with emails, so what could replace it?

As technology is always evolving, some companies and innovators are looking at how developments like smart software could provide better solutions for the workplace. While email does a lot for workers now, it has limitations and there are people out there trying to solve these issues. One area of the office that is already using smart software is the human resources department. These interactive options save a lot of time and money for companies as they are implemented and can show some promising hopes for the next advancement in communication beyond office emails.

When will email be outdated in the workplace?

There’s no specific date when a new technological development could take over email. Just as office emails took some time to become a staple, any new development will take some time to gain adoption and then popularity.

One thing to consider is the new generation of professionals entering the workforce. Generation Z has grown up with smartphones, tablets, and social software that allows for real-time interaction and feedback. Email is slow, sloppy, and archaic to this generation. Much of this generation (and previous graduates) say they would consider leaving a job if the company didn’t provide the technology to best complete their tasks and responsibilities. These professionals see technological adoption as a way to measure a company’s competency. While there is no solution in the near and absolute future, there is absolutely a reason to be watchful and excited about new workplace communication developments.

Want to know more?

Whether you want to know more about the smart software already in place, or about office management best practices, or if you’re looking to find new employees for your team, contact Concorde Personnel.

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What Should You Include on an Admin Assistant Resume?

April 25th, 2017

The role of the administrative professional is often not thought about by those who aren’t in that position. However, working in that position, you understand that you are the heart of the organization, keeping everything else running smoothly by how well you complete your tasks and do your job – all while keeping your cool.

Your resume needs to reflect just how much a company relies on your skills.

If you’re looking for a job as an administrative assistant, freshen up your resume and be sure to include these very important points that help communicate your integral role at the company.

Ability to Handle Multiple Projects

As an administrative professional, you are never working on just one assignment. You juggle many responsibilities that spread across a variety of departments and topics. Be sure to communicate this in your resume.

Example: “Assisted in office management duties ranging from welcoming guests, coordinating meetings and travel arrangements of associates, implemented filing system, to name a few.”

Data on the Impact you Made

When possible, provide some numbers and data that support the influence you had on the company. These are good at jumping off the page, but they also provide some initial proof to your accomplishments.

Example: “Coordinated a new project tracking system for administrative staff, increasing our efficiency and enabling us to do 15% more work each day.”

Skill Sets – Provide Samples if Needed

It’s important to list the skills you have. Microsoft Word is no longer compelling. Lead your skill section with compelling and differentiating skills that help you stand out among the other applicants. You can provide examples if needed, or even make a notation that you have examples to share during a future interview.

Example: “Software skills include: video and photo editing, Google Docs, Microsoft Office. Examples available. Job skills include event planning, multi-line phones, switchboards, database management, scheduling, presentations, purchasing, facilities management, etc.”

Communication Skills – Internally and Externally

As the hub of the office, you not only deal with potential clients and other constituents outside your company, but you p
lay a major role in keeping the company culture positive and cohesive. It’s absolutely important that you include this in your resume because it can sometimes be overlooked from other applicants. But this is a quality that is not easy to teach and sorely noticed when absent from a busy office.

Example: Resolved various employee-relations problems to the satisfaction of five department heads and 500 employees.”

Work With a Top Staffing Agency in White Plains

If you want more help on how to stand out in your resume and cover letter, or if you need help finding the job of your dreams, contact Concorde Personnel. Our team of recruiters at a top staffing agency in White Plains is ready to help!

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4 Ways to Motivate Temporary Employees

April 11th, 2017

Temporary employees are often experts in your area of industry and can provide immense benefits because of their knowledge and also flexibility within your company. For all the positive effects they have on your company, it can be difficult to figure out how to motivate these temporary or contracted employees.

By implementing these four suggestions, you are making an invaluable investment in these workers and their productivity at your company.

Get them onboarded and trained.

The onboarding process is never one that you should just throw together haphazardly – regardless if the employee is full-time or temporary. Making your employees feel welcome is crucial. It sets the tone for how valued they feel within your company and boosts motivation to do their very best work.

They should also receive thorough training, making them feel a part of the team and also ensuring that their work is done to expected standards.

Communicate their potential for the future.

If you begin to realize ways you might need your temporary employees in the future, be sure to tell them. This could help boost their morale, but it also helps you forecast your needs and how they can be met. Ultimately, open communication can help everyone be more productive.

Immerse them in the company.

Including your temporary employees in company events and culture is a sure way to make them feel welcome, valued, and motivated.

It’s also a good idea to pair up every temporary worker with a full-time employee is a great way to help your workforce feel cohesive and keep everyone involved in both big and small goals or tasks. You should choose full-time employees who are excellent trainers, who are organized, friendly and are closely related in departments so they can help monitor performance and also be a resource for questions for your temporary staffers.

Provide simple incentives.

Incentives like gift cards or small cash bonuses is a sure-fire way to motivate your temporary employees. Tie those incentives to performance goals or tasks, and you will see that they value the reward. An extra tip: find out what interests them as an incentive so your plan is effective.

Temporary Employees at Your Company

To learn more about how temporary employees can help your company, contact Concorde Personnel and work with a top temporary staffing agency in Westchester.

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If You Need to Remind Your Employees You’re the Boss, Then You’re Not a Leader

March 16th, 2017

Managers, directors, and executives might ask themselves what it means to be a good boss. However, the more beneficial reflection would be to question what makes a good leader.

Being a boss and being a leader aren’t entirely the same. Many people mistaken leadership as being bossy or controlling, when in fact, that behavior limits the potential of leading a team towards cohesive success. Whether your company operates with a traditional hierarchy structure or a lateral structure, leaders can emerge who are managers or even in other roles.

Main Differences Between Bosses & Leaders

Regardless of company structure, how you work with your employees, and your demeanor managing them, will affect whether they see you as the confident yet approachable leader or the micromanaging boss.

Take a look at these examples:

  • A boss uses for tasks, a leader wants to collaborate with coworkers.
  • A boss takes credit, where a leader likes to shine credit on others.
  • A boss gives orders, while a leader gives direction.
  • A boss micromanages, but a leader delegates, showing their trust and allowing their fellow employees grow in skill.
  • A boss can get caught up in the short term goals, but a leader is interested in long-term growth and success.

Ways to Be a Good Leader and Avoid Being Just a Boss

The nuances in the above examples make a huge difference when creating a positive work environment and being seen as a leader instead of a boss.

If you want to become a better leader, try to do more from the leader column, and you can take it slowly, to give yourself time to accept these changes. Remember, it might not be smooth sailing from day one, but the more you practice good leadership, the better your company will get used to it, and the more it can thrive.

Develop Leadership Skills with the Pros

If you are looking for great employees to add to your team, contact Concorde Personnel and work with a top staffing agency in Westchester.

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5 Podcasts to Help Develop Your Career

February 8th, 2017

One of the best things you can do for your career is continuing to learn. Develop and strengthen your skills and expand your knowledge. While job or industry-specific knowledge is helpful, even broadening your general business knowledge is beneficial to your career. A great way to continue your education is to listen to podcasts. Maybe you can listen while driving in the car, or even while you take your lunch break. Fitting these helpful and educational podcasts into your day certainly add up and will make a difference!

5 Podcasts to Develop Your Career

There are several podcasts out there, spanning a number of topics. It can be a little overwhelming to sift through, so here’s a list of five that are worth a listen.

  1. Career Tools – This podcast is produced by the Manager Tools organization. It covers a variety of topics including business travel, tracking results, calendar management, and keeping effective business relationships.
  2. HBR IdeaCast – Created and inspired by one of the most prestigious business publications, Harvard Business Review, this podcast is filled with great topics. While the publication has an expensive subscription, the podcast does not, making these high-level educational topics accessible to many!
  3. NPR’s Planet Money – If you ever thought economics and business were boring, you’ll change your mind after listening to this entertaining and educational podcast. The use of interviews and storytelling make basic economics and business topics interesting; so interesting that you’ll want to keep listening to one right after the next!
  4. TED Radio Hour – Are you a fan of TED Talks? This podcast is just as fascinating as the original series and includes a wide variety of topics. You’ll always have something fun to talk about with coworkers or at networking events.
  5. The Leadership Dojo – This podcast is geared towards building leadership skills and confidence, helping you boost your career and your personal life. All the tips and insight are from interviews with a wide range of pros: Olympic athletes, motivational CEOs, best-selling authors, and more.

Work with a Top Staffing Agency in Westchester

If you are looking to take the next step in your career, contact Concorde Personnel today and work with a leading staffing agency in Westchester. 

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What Do You Do with an Employee Having a Bad Annual Review?

December 6th, 2016

It goes without saying that annual reviews are a big deal. They are important for every team member involved in the company and will help unify the team in achieving their goals. Good reviews and bad reviews happen all the time, and it’s important to have a plan when you will be meeting with an employee who has a bad review. Remember, an employee with a bad annual review could be your next shining star with a little bit of mentoring and action steps from you!

What To Do in a Bad Annual Review

  • Tell them how to improve. Sounds quite simple, right? If you have a rubric, or standards to measure performance, you should be able to give them simple directions for how to improve their performance. You don’t want to turn into a micromanager, but you absolutely do want to give specific examples in your directions to help them improve. After all, if you can help them succeed at the job, the entire company benefits.
  • Create an achievable action plan. To take your suggestions for improvement to the next level, you and your employee should create a realistic action plan. Set them up for success with breaking their larger goals into smaller steps. This will help them build confidence along the way, while still meeting the goals and tasks necessary for their job.
  • Pair them with star employees. Often times, the best resources for your employees who are struggling are their colleagues. Consider the skills you want your employee to improve upon, and find an employee who could help teach them. Maybe they do a small training session, maybe they shadow them for a project or task. This is a great way to not only help your employee but also help your star employee with leadership and mentoring opportunities.
  • Have another review. When an employee has a bad annual review, don’t wait a whole year before meeting again. Often times, a review every six months is practiced, but you could also do a smaller review every quarter to monitor progress.

Do More

Your employees should be eager to improve regardless of whether they have a good annual review or a bad one. Be ready to coach them and make your company more successful by taking advantage of our many resources. Visit our website or contact Concorde Personnel learn more about motivating and managing employees.

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