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Stay Connected to Your Job Networks Without Being a Pest

February 15th, 2016

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Networking is a crucial component to getting a job. Hands down, who you know is going to make a difference in if you get the job, or not. Sometimes, even the most determined HR executive is going to choose someone they know over someone with a stellar resume. However, there is a fine line to cross. Asking friends and family, or other connections, for a job on a regular basis gets annoying. How can you stay in the back of their mind without pushing yourself on them?

Use the Right Networking Tools the Right Way

When networking, stay connected using the right tools and methods. You can do so without overwhelming your network. Here are a few key ways to keep the connection without burning the bridge.

  • Take a few minutes out of your day to use social media. Using websites like Facebook and Twitter keep your name and information in from of those you want it to be in front of. However, you are not pushing yourself on that recruiter. He or she keeps your name in mind but your message does not have to be an asking-for-a-job message.
  • Be social without just throwing your name around. Sometimes you will need to put yourself out there. You will want to schedule a meeting with a top recruiter or HR manager to discuss options and let them know you are looking for a position. What you do not want to do is to push the envelope too often.  Going out to lunch once every few months is enough.
  • Talk to those who like you. There is no benefit to talking, working with or trying to network with people who do not like you for some reason. They are unlikely to hand over your name in a discussion with an employer. Rather, spend your time building networks with those who do like you.
  • Become a resource for the other person. In other words, you will want to ensure you are offering them something. You may become their go-to person for industry news, for example. They learn something or better themselves by talking to you. You become valuable and they keep you in mind because of it.
  • Do ensure you are not overdoing it by watching the way the person reacts to you. If you notice, he or she stops responding to you or is not willing to meet your eye-to-eye, take the cue.

Networking is a critical component to building a successful career. Those who are looking for a job may easily overdo it, though. This happens when people get into positions where they simply need a job. However, pull it back and use networking effectively. It will make a significant difference in how successful you are with finding a job as well. Get your name out there and keep it in the back of the mind of the right person and you will land the right job if it is out there.

For more support with your job search, be sure to check out the resources at Concorde Personnel today! We welcome your comments below.

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5 Smart Ways to Boost Your Earnings Potential

October 30th, 2015

Westchester Staffing Company

Everybody can use a little extra cash in their pocket. If you want to make more money or feel that you should be making more there are ways to achieve this goal. People can take advantage of self- improvement and making the most out of their positions to increase their earnings potential. Workers can position themselves for better pay and increase their value to their employer. Here are some ways to start boosting your income.

Recognize Your Worth 

One way to explore earnings potential is to see how much room you have to improve in this area. Research similar positions to the one you hold with other companies. See what they make in comparison to you.  The key is to quantify your worth in dollars and cents that your employer can understand.  A company’s first concern is bringing in revenue. The second is saving money. Show tour employer how you can contribute to this with accomplishments for the benefit of the organization. .

Be Open to Learning

Due to the tough economy, many companies are being forced to do more with less.  They need people who can multi-task with different skill sets.  Education is one way to increase your skills and command more income. Areas of training should be where companies have the most need.  There are also specialized areas that employers have problems filling positions on a regular basis. By mastering these fields, employees can enhance their  position with the company.

Develop Skills

Another method to increase your earning potential is to work part-time in a new trade, otherwise known as “moonlighting”. This can enhance your present work skills or give you the opportunity to learn a new career. You could start by finding a position similar to what you work in now, giving you more experience. There is also the option of working in a completely different area and learning something new. You can also easily work remotely doing flexible freelance work .

Develop a Career Track

If you feel you have not been given the right opportunities to advance in your organization, discuss this with superiors. Try to determine if there are certain skills holding you back. Always be open to improving skills and experience. Take advantage of in-house training. Volunteering to improve some areas is also an option.  Many companies work with outside community agencies sponsoring additional learning programs. Work with these relationships to enhance skills.

Start a Blog

There are now millions of blogs out in cyberspace. Free blog platforms like Blogger and WordPress make it easy to start one. This helps to create an online presence that future employers can review. It also provides the opportunity to make extra money. People can monetize a blog by placing ads and affiliate banners on them. Certain restrictions may apply depending on the platform used.

Taking advantage of ways to increasing earning potential can be a learning process. Identifying what an organization needs and being in a position to provide it can bring in a better salary.

 

Want to learn how to fully maximize all your career skills, and become a highly sought after professional (and well paid) in your field? Consider all the advantages of working with a staffing company like Concorde Personnel today!

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Hiring Candidates Who are Unemployed vs. Employed but Looking

August 5th, 2015

August 18th

Despite the increase in the unemployment rate in the USA, it’s still a challenge for hiring managers to find qualified candidates for skilled assignments. Today, most recruiters are faced with selecting candidates from a pool of either unemployed people or those who are employed but casually looking for better career opportunities. Unfortunately, there still exists a general stigma associated with being unemployed. As if somehow unemployed candidates are somehow “flawed” or less worthy of consideration, they oftentimes get ignored.

While it can be easy to fall into the trap of only choosing candidates who are currently employed over unemployed candidates, this is not a productive way to find the best candidates. Unemployed candidates can and should be considered equally with those who are currently employed and looking for work. In the future, due to changes in hiring laws, recruiters will have no choice but to disregard the employment status of candidates. The Equal Employment Opportunity Commission (EEOC) is backing a bill in Congress that will make it illegal for companies to willfully discriminate against candidates who are unemployed.

Here’s a breakdown of unemployed vs. employed but looking candidates, with the benefits and disadvantages of hiring each.

Unemployed Candidates make up more than half of the candidate pool, and are made up of professionals who have varying degrees of work experience, education and training. From entry level to advanced level candidates, you are likely to find unemployed candidates who are proactively seeking suitable employment. While you are going to have some candidates that have outdated or non-marketable skills, many are back in school trying to learn new trades. With some 48% of all unemployed candidates out of work for six months or more, you’ll most likely find those who are willing to accept less glamorous assignments than passive candidates will accept. In addition, unemployed candidates are usually ready to start work immediately, and also very trainable in new roles.

Employed but Looking Candidates have many appealing factors, such as up-to-date work skills, high levels of education and training, and stable employment histories. However, people who are employed and looking are only interested in one thing – finding a better job. If you don’t have a mid to upper level assignment available, you will basically waste your time with passive candidates. If you have an assignment that needs specialized skills, then an employed but looking candidate is going to be a great resource. When talking with passive candidates, also consider that you will need plenty of time to find a candidate because he or she will need to give a resignation notice to the current employer before being available to accept your assignment; a process that can require several weeks.

As you search for people to fill key assignments for your clients or your company, be sure to give unemployed candidates more than just a first glance. You’ll find seasoned professionals with great qualities, who are just “between jobs” looking for an opportunity to shine in a new role.

Want assistance with finding great candidates for assignments at your organization? Please be sure to contact The Concorde Group  for responsive staffing support!

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Don’t Be Scared! 6 Ways To Conduct Yourself in a Job Interview

October 30th, 2014

Very few things produce more anxiety than a job interview. There is a lot riding on your performance, a lot of unknowns going in, and a lot of scrutiny being focused directly at you. But if you know how to conduct yourself, and you make some preparations in advance, you can walk through the door with a level of confidence that really helps cut through the nerves. Follow these tips for any job interview you go on.

Arrive Early

Make sure you know the location of the job interview, have directions to get there, and plan on arriving about 10 minutes early. This helps you calm down a little before you meet with your interviewer, and also helps you avoid being late.

Turn Your Cell Phone Off

Do this before you even enter the building. And don’t just set it to vibrate, turn it off entirely. You need focus in a job interview, and nothing is more embarrassing than a ringing phone, or more distracting than a buzz in your pocket.

Dress Professionally but Appropriately

You should go to any job interview dressed in professional attire, but don’t overdue it. It is just as bad to wear too much perfume or to come dressed in an outlandish suit as it is to show up looking disheveled. Be sure to look yourself over head to toe in a mirror to be sure you aren’t missing any details.

Bring the Essentials but Nothing More

It is appropriate to bring an extra copy of your resume and possibly some supporting documents if you need to prove you have certifications or training. Bring these in a folder or briefcase, and don’t bring anything else. Walking in with an oversized bag, a cup of coffee, a tablet computer, and a mouth full of gum makes you appear disorganized and unprepared.

Speak Confidently, Clearly, and Succinctly

If you are nervous, this can be a challenge, so try practicing before hand. There are a number of common interview questions that you can prepare answers for in advance, just make sure you don’t sound scripted. In all of your responses, deliver the information directly, act like you believe in what you are saying, and avoid being rambling or long winded.

Make Eye Contact and Smile

A job interview is designed to evaluate your personality as much as your credentials. Frame yourself as a person that is good to be around by making eye contact – but not constant eye contact – and smiling when appropriate.

Exit Gracefully

At the end of the interview, express your interest in the position, thank the interviewer for his time, shake hands if offered, and make a quick exit. There is nothing to be gained from trying to linger or engage the interviewer in chit chat.

If you take these steps, you can make the focus on the interview about your skills, experience, education, and potential – exactly what a job interview is supposed to be about. Find more tips and tricks to help job seekers by consulting with The Concorde Group.

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6 Ways to Integrate New Hires Into Your Team

October 20th, 2014

portrait-of-smiling-woman-in-creative-office

In the past, it might have been enough to show a new hire to his desk, hand him an orientation package, and wish him luck. But as the field of human resources has evolved, it has become clear that this kind of hands-off approach does a disservice to both the new hire, because it takes them longer to get up to speed and feel comfortable, and the employer, because they have to wait longer for new hires to contribute and may face higher turnover rates. Luckily, effective strategies have been devised to help you onboard new team members faster.

Give Them the Big Picture Perspective

Your new hire has a specific responsibility meant to serve a much larger goal. Make sure they know what that larger goal is and you frame their position in a much more accessible way. This is also a great way to help introduce new hires to your company culture.

Make Your Expectations Clear – And Give Feedback

One of the largest sources of anxiety in a new workplace is that you are not working as hard, or as effectively as you are expected to. Make sure your new hires know exactly what is expected of them using clear metrics, and offer constructive, supportive, and ongoing feedback.

Affirm Their Value

You hired this person for a reason. Make sure they know what it is, and find ways to remind them from time to time. If a new hire feel like they are in a unique position to make a contribution starting from day one, they will feel much more confident about joining a new team.

Assign an Employee Mentor

There is nothing like having a coworker to show you the ropes. Pair up all your new hires with someone that you think they will connect with, and make sure both parties unederstand how important the relationship is. Then, if the new hire has questions, concerns, or simply needs to vent, they always have someone to turn to.

Don’t Withhold Information

You told your new hire about their day to day responsibilities, but did you also let them know about casual Fridays, the company softball league, or the great deli around the corner? Lay all this information out upfront, and your new hire will feel like a part of the office sooner.

Keep Your Orientation Brief

The orientation process tends to be overly long and packed with lots of non-essential information. When a new hire is stuck in a conference room watching videos and working through packets, it keeps them from diving into their responsibilities and meeting their coworkers. Keep the orientation process short and efficient to that new hires can settle into their real workplace sooner.

Finally, remember that you can’t make judgments about an employee’s future based on their performance over the first few weeks, so be supportive when mistakes and issues inevitably arise. For more tips on strategic staffing, work with the team at The Concorde Group.

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Ways to Select Attitude Over Job Skills During Candidate Interviews

May 20th, 2012

When it comes to crafting an effective set of questions to ask your next interviewee, throw out those that do not provide you with a lot of information about a person’s attitude. Most of the interview questions that people use today contain a great deal of information related to an individual’s past or his or her training. While this is basic information, it does not warrant a question during an interview. That information is gathered from the application and narrowed down during the selection process.

Interview for attitude instead.

Attitude Is Not a Teachable Quality

It is possible to teach others how to act and how to perform a specific set of skills. However, the attitude a person has is far more important and it is not something you can teach within the workplace. That is why it is so important for you to hire with attitude in mind – you will not be able to change a person’s attitude if you bring them in, so they need to come in with the right attitude in the first place. There are various factors to consider when it comes to selecting the right attitude in a candidate.

  • Choose the type of attitude right for your business environment. Note that most business environments require a number of different types of attitude. Creative types are just as important as those who need no motivation.
  • A team player attitude is always important. Individuals brought into the business need to be able to work with existing team members as well as management. They should be willing to work with people that are different from them.

Aside from these factors, it is also important to ensure your interview questions allow for this attitude to present itself. It is important to ask questions that can provide a response about a person’s behavior or attitude, and not just fact-driven questions. Offer unique questions you’ve created that help to uncover the ideas and thoughts of others. Ask questions about difficult situations and how they’ve handled them. Investigate the ways that people interact in various planned scenarios. Ask them how they would handle various problems. A few specific questions might be:

  • Please give me an example of a time you were told to do something that was not correct. What did you do in that instance?
  • Tell me about a time when you had to learn how to do something without any training. What was that like?
  • Have you ever been caught between two employees about a disagreement? What did you do or not do?

By asking questions like these, you allow a person’s attitude and frame of mind to come clear. This can help you to determine if that person is right for the job. Leave out the skills and job history information from the interview. You can verify that yourself. You can train someone to do a task. What you cannot do is change their attitude and make them a team player.

Be sure to read our previous post concerning the choosing of candidates for each assignment of your company, for more information on this process:

Uncover a Candidate’s Ethical Standards from an Interview

 

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What Should You Know About the NLRB

April 18th, 2012

Acting as an independent agent of the government of the United States, the National Labor Relations Board (NLRB) has the task of conducting certain functions involved in labor union relations. These functions include representing, investigating, and remedying labor practices deemed to be unfair.  Unfair labor practices that the NLRB investigates aren’t only for union-related situations though. The NLRB also remedies unfair labor practices with respect to protected concerted activity.

All-in-all, the NLRB has a governing board of five people, as well as General Counsel. These individuals are appointed by the President, but they also receive consent from the Senate. Board members have a five year appointment, while General Counsel members have a four-year term. The General Counsel plays a key role as prosecutor, while the Board plays the role of the appellate judicial body.

Functions of the National Labor Relations Board from an HR Perspective

Human Resource managers should be well-aware of the functions and benefits of the National Labor Relations Board.  Overall, the NLRB protects the rights of employers of the private sector. It also helps improve both working conditions and wages. For this reason alone, it serves an important function, purpose, and benefit.

Specific functions the NLRB is tasked with include the following:

Responds to Unfair Labor Relations Practices

A very important function of the NRLB is their responsibility to respond to complaints of unfair labor practices. When hearing complaints relating to unfair practices in labor, it provides orderly and organized processing for both protecting and implementing the rights of all workforce parties. These include not only employees and union workers, but employers as well. The NLRB has a vested interest and power in safeguarding the rights of employees who may want to organize and team together in a union as a representation agent in bargaining.

Any employee, employer, or union member who thinks their rights – pertaining to alleged unfair labor practices – under the National Labor Relations Act, have been violated, are welcome to file charges at their nearest NLRB office.  Keep in mind that whenever a charge is decided to have merit, the NLRB prefers parties to settle the grievance outside of the courtroom whenever possible, rather than seeking litigation.

Conducts Elections

Conducting and overseeing elections is another important role of the NLRB. To determine whether a majority interest of employees want to form a union, the NLRB receives thousands of filed petitions in regional offices by employers, unions, and employees, and then determines if the number of signed petitions is adequate.

The National Labor Relations Board is a long-standing agency that has been protecting the rights of employers, employees, and unions since it was formed in 1935.

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Temp Jobs on the Upswing This Year

March 16th, 2012

The powers that be may have declared the recession officially over, but that doesn’t mean employers are ready to make the commitment to hire full time staff members to replace those who have quit, retired, been laid off, or have been fired due to the recession with full time staff members. Employers are loosening their belts a little bit, so to speak, by hiring temp workers.

In fact, temp work is on the rise in a really big way. It’s another sign that while hope springs eternal, confidence hasn’t yet returned to Main Street USA – at least not where job creation and benefits packages are concerned.

Where are the Best Places to Find Temp Jobs?

It’s the areas that were least hard hit by the recovery, Texas in particular, that seem to be leading the way in the hiring of temp employees. The Midwest, where industrial jobs are the life blood of the economy though have not really enjoyed quite the same strong surge in temp employee demand as other areas but it’s seeing some signs of life too. Even areas like Detroit that were hit brutally hard by the recession are beginning to see temp jobs come rolling in.

The Northeastern states have also shown a great demand for temp employees in recent months. That leaves the West Coast somewhere in the middle of the weaker Midwest and the Booming Southwest – or at least the state of Texas.

The truly odd thing for many people is the fact that the greatest demand for temporary staff and employees is greatest in states that were the least hard hit by the depression. In other words, there are more calls going out for temp agency placements in the states that have the lowest unemployment numbers.

What Skills are in Greatest Demand?

Unfortunately, there seems to be a serious disconnect between the temp jobs that are “in demand” and the talented individuals needed to fill those jobs. High demand fields for temp workers in the current economy include fields such as sales professionals, healthcare technicians, IT professionals, engineers, and even truck drivers.. Bilingual or multi-lingual temps are also in high demand especially those who are fluent in English as well as Spanish, Japanese, or Chinese.

Many people are surprised to learn that there are shortages of people applying for temp jobs in these industries – especially in light of the current economic situation. The problem for some people is that there’s still a lot of uncertainty about temporary jobs. They’re holding out hope and looking for something that promises more permanence. That could work to their detriment if companies don’t find some real incentive, real fast, to begin hiring full time employees once again. Of course, the out of work public is also not getting out there and applying for the jobs that match their skills and that is something we hope to see change in 2012 too.

 

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Tips for Writing Your 2012 Marketing Plan

March 6th, 2012

If you haven’t written your 2012 marketing plan already, it’s time you get started so you can attract great candidates this year. Small business owners, especially, need to have their plans ready to go as early in the year as possible – if not before the year begins. Business plans are your guide for taking your business to new heights in the coming year and to help you overcome consistent problems from the previous year.

Here are a few tips that should help you create a winning marketing plan for your business in 2012.

Grip it and Rip It!

Your business needs a business plan. It can’t really have a successful year without one. The problem is that business owners get so caught up in trying to make it perfect that they never get it done. Sometimes you just have to bite the bullet and get started. However, if you keep the following tips in mind you’ll find that the marketing plan for 2012 almost writes itself.

Remember the Good, the Bad, and the Ugly from Last Year

Every year is a learning experience for your business. Or, rather, it should be. There is a lot you can learn from the previous year.

What did you do that worked well for you? Where did you get the best return on investment for your advertising dollars? What kinds of trends are you seeing in the response of customers to particular types of advertising?

Did you reach your goals for the previous year? Were there any aspects of your goals that were difficult to achieve? How about impossible to achieve? Were there mitigating factors? What steps can you take to avoid those same problems in the coming year? What changes you can make in order to be more effective in the coming year?

These are all questions you need to answer as part of your marketing plan for the coming year. Eliminate the problems that plague your business or find new approaches to handle them. Accentuate the plans you’ve made that are working and decide whether or not you can expand upon them and their effectiveness.

Be Clear About Your Goals and How You Plan to Reach Them

It’s not enough to have a general marketing plan of selling more and spending less. Every business could have a similar plan if that were the case. The problem with that line of thought is that it isn’t enough.

You need to be specific about your marketing plan for 2012. Ask and answer questions in the planning process. How much do you want to increase profits this year? How do you plan to do that? Are you going to boost sales on existing problems by narrowing your advertising focus? Are you going to introduce new products? Are you going to jazz up your existing products? What can you do to increase those profits?

The faster you get your marketing plan for 2012 created, the sooner you can start putting that plan into action and enjoy the results that are sure to roll right in.

 

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Do You Have Enough Experience for That Job?

February 28th, 2012

June 29

Job candidates today need to evaluate each application individually and, so it becomes critical to put job titles to the side. Do you really have the necessary experience for the job you plan to apply for? A common misconception is that a job title at one company means the same thing at another business. You may be upper management at one company and just a mid-level manager at another position. The question is, how can you know if you are qualified to apply for the job then?

When searching for a job, do not just consider the job title. Look further at the information provided to find out if you are truly qualified. In some situations, you may be surprised to find that you have experience and training that qualifies you for a higher tiered position than you have applied to in the past.

First Consider Entry Level Positions

Although entry level seems like a degrading term, it does not have to be. In fact, individuals who have less than five years of experience in their field may fall into this position. You can apply for these positions. To land these positions, ensure you have great communication and make eye contact with the hiring manager. You want to show you are genuinely interested in the company and working there.

Mid-level Is Common

A mid-level position can be ideal for those who have more than five years of experience and show some type of manager-level skill or training. Here, hiring managers will expect you to have the ability to direct others, lead teams, manage projects on your own and handle budgets well. These employers do not want to hire people they have to train to do the job. To land this position, be sure to display your skills and your ability to do the job on hand. Use your experience as a tool to help you to excel.

Executive Position? Don’t Forget Them

Do not overlook the executive position you see a job ad for in the classifieds. You may still qualify for it. However, realize that your senior level position at a previous company does not automatically help you to qualify at this company. To apply for and land this position, you will need to display the job you have done at previous companies. Be sure you tailor these resumes and cover letters to the position listed.  You will need to explain convey your qualifications in detail.

When applying for a job, read the actual ad thoroughly. Do not look at the time – they are misleading. Rather, put more time into examining the actual description of the required experience and training. Apply based on how well your skills meet the needs of the job not what your tied was. In some cases, companies will be looking at the skills listed on your resume, not what the title is anyway. Apply for jobs when you are confident you have the ability to meet the requirements of the position.

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