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What Does the Recruiter Want to See on Your LinkedIn Profile?

March 29th, 2017

Social networking is no longer a way to express each and every thought without any consequence. Even more so, is the importance of using each social platform differently. What you post on Instagram, Facebook, or Twitter will most likely differ from what you should post on LinkedIn.

If LinkedIn is a way to connect with others for networking and searching for a job, you have to think about how a recruiter would read your profile. So, what does a recruiter want to see on a profile of a person they want to hire?

4 Things a Recruiter Wants to See on Your LinkedIn Profile

Different Information from Your Resume

Your resume is quick and concise. It almost acts as an “at-a-glance” look at your employment history. With your LinkedIn profile, you can tell more of a story. It’s by no means an autobiography, but you should go into some details of skills, accomplishments, and responsibilities. You can talk about how you worked with coworkers, and different clients or companies that you’ve worked with at each position.

You can also discuss training you have beyond higher education, volunteer and outreach efforts.

Quantifiable Data or Examples

Within your job experiences and responsibilities, it’s a good idea to give examples of your work and even quantifiable data. By what percentage did you increase sales? How many new clients did you bring to the company? This information is very intriguing to recruiters and provides some more depth to your accomplishments. They’ll want to ask you more about it in an interview.

Connection or Activity with Others

Obviously, recruiters want to see that you are connected to people. But don’t go overboard and think that the more connections you have the better that seems. Too many connections can sometimes raid a red flag that you’re just collecting connections instead of actually engaging with (or knowing) them. Similar to other social platforms, the more you engage with your connections, that will be reciprocated and your profile becomes robust with genuine connections and networking efforts.

Writing Blogs & Sharing Content

Sharing content, or producing your own blogs is definitely something that gets recruiters excited. Content should be relevant to your industry or general business and leadership. Absolutely keep it professional. When sharing other’s content, be sure to add something to it. Do you agree or disagree with the article? Do you see these trends in your local area? Don’t just reblog for the sake of reblogging.

Work with a Top Staffing Agency in Westchester

Whether you’re looking for a job, need help making your resume stand out or want to gain confidence for an interview, contact Concorde Personnel for guidance. We are the top staffing agency in Westchester and are ready to help with any aspect of your job search!

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The Best Employees All Have This

February 22nd, 2017

Enthusiastic and dedicated employees are key to a vibrant, successful company. These employees add incredible value to the company, outside of their experience and skill set.

Look Beyond Experience

It’s true, you need qualified employees who can do the jobs you hire them to do; you can’t spend all hours of the day training or educating your employees. However, you absolutely should hire a candidate who has enthusiasm, dedication, and love for their work. These qualities aren’t easily taught but a few holes in knowledge or experience can be filled in time and simple mentoring. Because they have drive, they are more likely to pay attention to detail, ensuring their work is done well and not just done.

Through Thick & Thin

When employees love their job and are enthusiastic about their work, they are able to overcome challenging times in the company. Long hours or difficult days don’t dampen their spirits. If they feel excited about their work, they won’t just “punch a clock.” Motivated employees will also lift up other employees with their energy and enthusiasm.

How to Encourage Enthusiastic Employees

There are three things you can do to help spot the employees who love their job and maybe even help your other employees increase their enthusiasm for the job.

  1. Schedule team lunches. Regularly scheduled team lunches are a great way to bring your employees together to have laid-back brainstorming or conversation. These lunches should be mandatory but without an intense agenda. Topics to can include upcoming initiatives or related to team performance. Team lunches are great for bonding in addition to increasing employee morale and enthusiasm for the success of the company.
  2. Communicate strategic initiatives while being a team player. When employees have some understanding of where the company is headed, it can help them find excitement – even in the sometimes boring day-to-day tasks. A good leader will also be a hard worker, not just at giving out action items. Your employees will feel more motivated to help you succeed when they feel you are truly a part of the team, working hard to meet goals or deadlines.
  3. Help employees create a work-life balance. As you encourage your employees to get involved in higher-level projects, it’s also important to help them avoid burnout. Be on the lookout for ways you can help support your employees, especially if they are going through a hard time. By doing this, your employees will feel appreciated which can help improve morale and productivity and also increase their enthusiasm for the company.

Partner with a Top Staffing Agency in Westchester

If you are looking to add great employees to join your team, contact Concorde Personnel today to work with a top staffing agency in Westchester!

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Want to Hire More Rock Stars this Year? 4 Tips to Help

January 17th, 2017

As the new year approaches, you may be thinking about bringing new talent to your team. But you just don’t want new hires, you want star employees – ones that will propel your entire company towards success. With some guidance and a little extra effort put into your interviewing process, you can find those rock star candidates.

Follow these 4 Tips to Find the Best

Finding star candidates takes more than just posting an open position on popular job sites. It takes looking within your company for inspiration and guidance and even adding an extra step to the traditional interviewing process.

If you’re ready to hire rock star employees to kick off 2017, look at these tips to help you find them!

  1. Get Input from Your Team. Start with getting feedback from your current employees. Ask them for input regarding the responsibilities of the position and the experience they think the new hires should have. Gathering input from your team from the start can help you hire a star employee while truly filling a need of the company.
  2. Ask Role-Specific Questions. When you are interviewing the candidates, ask specific questions about the roles you need them to fulfill. You should also ask them to describe specific examples in their previous job experiences that demonstrate their abilities to fulfill the needs of the position.
  3. Give an Assignment or Test. Growing in popularity is another step to the interviewing process – giving an assignment to demonstrate qualifications and skills in a realistic scenario. After narrowing down some candidates, giving a test to a select few can help you find the rock star you’re looking for.
  4. Don’t Underestimate a Star’s Value or Needs. If you’re looking for the best, you must understand that you also might have competition. A rock star candidate might be looking at other job opportunities. You will need to be fair and competitive in both the salary/compensation and also other benefits like a 401K plan, health insurance, and even vacation/PTO days.

Begin Your Search for the Best

If you’re ready to find rock star employees to join your company in 2017, contact Concorde Personnel. Our great team of recruiters is ready to find the top talent to help your organization!

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How to Move from a Temp Employee to a Permanent Hire in 2017

January 3rd, 2017

Are you looking to find a great job in 2017? The only thing better than kicking off the new year with a new job is beginning the new year with a job that has the promise to turn into a solid career. When you’re looking for a job, you should consider a temp-to-hire position.

What is Temp-to-Hire?

A temp-to-hire position is a hiring practice that allows companies to make educated hiring decisions. Companies offer potential employees a “trial” period before bringing them on full-time. It’s a similar idea to “try before you buy.” During this time period, the company is able to assess and evaluate job performance.

This temp-to-hire opportunity is also beneficial to you, the prospective employee. You’re able to see the workings of the company and the culture first-hand. Just as they are evaluating your performance, you can also consider how you fit within the company.

How to Find & Convert a Temp-to-Hire Position

Working with a staffing agency is your best way to find temp-to-hire opportunities. They have a pool of client companies who are looking to fill those positions and can help you find a match that is promising for your skills and career goals.

Once you land a temp-to-hire position, it’s time to work hard and prove that you are the right addition to the company. You will be evaluated closely, basically auditioning, for the job. Be yourself of course, and don’t create a false image, but absolutely do your best. Just as you want to excel and perform your best at a permanent job, this is no different. Get to know the team you’re working with, ask questions, collaborate, and meet your deadlines.

Find Your Temp-to-Hire Position

Does the temp-to-hire opportunity sound good to you? If you want to get started on the process to finding the right temp-to-hire position for you, contact Concorde Personnel.

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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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Shut Down the Negative Job Hopper Perception in Your Next Interview

November 21st, 2016

Since your first job in high school, you’ve been told that it’s best to spend some time at the same company for a while because it looks good on your resume. While we may still be hearing that advice, and even thinking it ourselves, the career path is different for everyone and so-called “job hopping” is becoming more regular.

A Negative Perception

There is a negative perception connected to job hopping. Among other reasons, three main concerns are:

  • Commitment Issues
  • Impatience
  • Doesn’t Play Well with Others

While it’s easy to see why these could be concerns of your hiring managers and interviewers, you can help them see that there can be other, respectable, reasons why job hopping occurs.

Shut Down Negative Perceptions

When you interview for a job, the hiring manager may not bring up these concerns specifically, but you can still shut down the unspoken perceptions by communicating the strengths that you’ve gained along the way as a job hopper.

  • Adaptable

Each time you start a new job, you are starting over. These transitions aren’t a piece of cake and it’s important to communicate your adaptability in the workplace. New systems, procedures, new people – you’re good at adapting to the new environment and finding your place at the company.

  • Thrives with Challenges

Job hopping really isn’t a bad thing when in fact you’re doing it to stay challenged and to meet each challenge head-on. You absolutely want to dispel thoughts that the reason you’re job hopping is because you felt challenged at previous jobs and you weren’t comfortable rolling with change at the office – whether it be new systems, new bosses, or new team members to work with. Instead, gently assure your interviewer that you want to stay challenged in the workplace, continuing to grow as a professional.

  • Passion for Fulfilling Work

Some hiring managers may see a job hopper as someone who doesn’t easily get along with others, someone who isn’t a team player. In your interview, be sure to speak to examples of your ability to work as a member of the team. If your motivation at work lies beyond your coworkers, explain that as well. Your career is about doing fulfilling work to the best of your abilities, and making friends along the way is an added bonus, but not a reason to stay in a particular position, just to log hours there.

Interviewing and Job Hunting Advice

For more interviewing insights and job hunting advice, or to find amazing job opportunities, contact Concorde Group, a leading staffing agency in Westchester, NY.

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4 Ways Job Seekers Are Finding Your Jobs

October 12th, 2016

Are you looking to list a job opening for your company? It’s no longer sufficient to just post it on your website. With a diverse job market, you need to post your job openings and seek out the best candidate in a variety ways.

What are four platforms to use when posting your job?

1. Company Website

Tried and true, make sure to post job openings on the career section of your company website. If job seekers are visiting your website, they should be able to easily find open positions at your company. Make the call to actions on your site easily seen and appealing. Don’t rely on the website visitor to find your job board. Make it simple to find and easy to use.

2. Social Media

The potential hires that make up the current job market are on social media. In addition to your other social media posts, you should post your job openings on the social platforms where you are active. Facebook, LinkedIn, Instagram, and Twitter are all great social media sites to use when posting your job openings. Think about the type of job opening and consider your audience. Facebook can be better for administrative and clerical jobs while LinkedIn is a great place for management-level positions.

3. Referrals

You have colleagues, clients, and networking friends who know you well. Use those relationships to put out feelers for good candidates. Your connections won’t want to give you any employees who could let you down, so they’ll send you the best they know!

4. Staffing Companies/Recruiters

Another great resource for finding top candidates is using a local staffing company. They have a steady stream of people who need help finding a job and will have a vast network created. Plus, since they get to know their job seekers and what position will suit them best, they’ll send you candidates that are a good match for the opening you have.

Finding the right fit for a job position is an important part of building a successful company. When it comes to posting your job openings, make sure to be thorough and utilize the four ideas above. It might take more time in the beginning, but you’ll have a better pool of candidates to choose from and therefore, you’ll be able to hire the person best for the job. Creating a process for posting in multiple locations will make it easier and more efficient to locate the right candidate for your job.

Work with a Leader in Staffing in White Plains

For more information on how to hire the best candidates, or to find out how to get your positions posted with a professional staffing company, contact Concorde Personnel. As a leader in Westchester staffing, we have great job candidates ready to join your company and help you grow!

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Why Teach Current Employees New Skills?

April 16th, 2015

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Employee training is a time and labor-intensive process that can have a number of attendant costs. For that reason, it’s tempting to put new hires through an initial training process but leave everyone else on your workforce to go about business as usual. After all, it they’re getting their work done, why do they need more training?

As pervasive as this attitude is, it’s almost always a shortsighted and incorrect one. The simple fact is that prioritizing ongoing, strategic training with your existing workforce has significant benefits that serve the aims of your business for years to come. Learn about a few, and decide if it’s time to rethink the way you handle training.

Increase Employee Loyalty and Morale

There is a common fear that if employers train their workforce in new skills, then employees will simply leverage those skills to find a better position elsewhere. However, this cynical attitude rarely reflects the realities of the workplace. In fact, employees that receive more training tend to be more loyal to their employers because they feel valued and respected by the companies they work for. This strategy creates a feeling of shared objectives that has a powerful effect on productivity, efficiency, and morale enterprise wide.

Introduce Flexibility into Your Workforce

Hiring managers across industries are struggling to close skills gaps within their ranks and find qualified candidates to fill in their vacancies. The obvious but often overlooked solution is to cross-train your employees. Not only does your workforce become more dynamic and innovative when your team members aren’t confined to discreet roles, but your projects don’t have to grind to a halt when someone leaves. Another employee with overlapping skills can pick up the slack until you find a qualified replacement. This strategy also makes it easier to promote from within, enabling you to refocus recruitment efforts on easy-to-fill entry-level positions.

Work with a Broader Pool of Talent

Recruiters typically look for a candidate who ticks every box on the job description. That ends up disqualifying a lot of talented applicants simply because they don’t posses every single one of the required skills at the time of application. Organizations that prioritize training and professional development are able to be more creatively selective because they know they can mold promising talent into the professionals they require. This expedites the recruitment process while enhancing the overall quality of the workforce.

Building dynamic teams is a complicated process, and ongoing training is only part of the strategy. Find resources to help you meet your other recruitment and retention challenges by working with The Concorde Group.

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Responding to Negativity in the Workplace – Team Management Tips

May 13th, 2013

Despite the best efforts of a company’s leaders, bad attitudes can creep into any workplace. Negativity at work can produce some unpleasant side effects, such as lack of teamwork and overall low productivity. When not kept in check, a negative workplace can become a breeding ground for conflicts that can cause the business to lose out on important objectives. It’s not a good place to be.

Yet, when negativity rears its ugly head, what can your HR team to do address it? Clearly, there needs to be some kind of response that can turn things around for the better.

Here are some suggestions for dealing with and responding to negativity in the workplace.

  1. Acknowledge it immediately.  As soon as you notice employees who are grumbling, coming into work late, or just not being as productive as they once were – take the time to have a meeting with your management team to find out why. There may be some things going on you are not aware of. Don’t ignore workplace negativity, because it will not go away on its own.
  2. Focus on the individual first. Oftentimes, workplace negativity can originate with one or a few employees. When left unchecked, this attitude can invade other work teams, making entire departments negative. Find out if there is a source to the discontent and try to work directly with the individual(s) who are acting out in this manner. Sometimes, just a small change can alleviate issues and restore the workplace to being positive.
  3. Open up communication channels. An effective way to respond to workplace negativity is to openly speak about this topic at staff meetings, then offer an open door to anyone who needs to talk, vent, or just share in a safe space. The human resource department can be a good sounding board for any issues, most of which can be resolved by acting as a good will ambassador for your company.
  4. Create a positive culture. How positive is your company in general? If you cannot answer this question confidently, then perhaps it’s time to take things up a notch by creating a positive corporate culture. Start out by looking for ways to provide more incentives for employees. Schedule some fun corporate events that can boost morale. Get buy in from your corporate leadership by connecting them with the employees in meaningful ways.

Yes, negativity happens for a variety of reasons, but if you deal with it quickly and effectively, it is easier to manage. Take the time to get to the root of any employee complaints, learn to be a better listener, and use the above tips for chasing negative thoughts and behaviors out of the workplace.

If you are looking for human resource staffing services in the White Plains, NY area, contact the staffing experts at Concorde Personnel today.

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