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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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Which Jobs Provide an Option for Work-Life Balance?

December 20th, 2016

If you’re looking for a job that allows you to exercise the sought-after work-life balance, here is a list of the top 10 jobs you should consider. The jobs are categorized but are in no particular rank.

The first category is made up of jobs that are more technical, solitaire jobs. Yes, you’ll have to work with people, but most interaction will be with software systems, computers, and there’s a greater possibility to work remotely.

Research Engineer – Research engineers apply their expertise and knowledge to technical projects, finding innovative, cost-effective means to improve research, techniques, procedures, and/or products and technologies.

Devops Engineer – DevOps (a compound of development and operations) emphasizes the collaboration and communication of both software developers and other information-technology (IT) professionals while automating the process of software delivery and infrastructure changes.

Mobile Application Developer – Mobile application developer is a person who creates, tests, and programs mobile applications for end-users.

User Interface Designer – User interface (UI) designers are responsible for how the product is laid out. They are in charge of designing each screen or page of user interaction and ensures that the UI visually communicates the path that a UX (user experience) designer has laid out.

Data Scientist – A Data scientist is someone who makes value out of data. Responsibilities typically include creating various machine learning-based tools or processes within the company, such as recommendation engines or automated lead scoring systems. People within this role should also be able to perform statistical analysis.

The second category of jobs includes positions that would require more person-to-person collaboration, working with a team, and would require more time in an office or in meetings.

Technical Account Manager – Technical account managers are the people responsible for managing all the technical aspects of a company’s relationship with its clients. Their job description involves them working closely with the business and sales account management team in order to win new business and increase sales.

Recruiting Coordinator – Recruiting coordinators are responsible for attracting candidates, evaluating resumes, scheduling and conducting interviews and managing the hiring paperwork. They have a thorough knowledge of HR best practices and have innovative ideas.

Strategy Manager – A strategic manager helps top leadership establish and prioritize business objectives that align the company with opportunities and protect it from unwarranted risks. These managers use analytical and problem-solving skills to build roadmaps to lead the company toward gaining a sustainable competitive advantage.

User Experience Designer – User experience (UX) designers have a very good understanding of technology, business goals, and psychology. Their main task is to conduct user research, interviews, and surveys, and then use the gathered information to create sitemaps, wireframes, and prototypes.

Corporate Recruiter – The corporate recruiter is responsible for more than just finding great talent to fill one position; they must also write job descriptions, screen resumes, interview candidates, extend job offers, implement onboarding strategies and keep accurate records of all candidates and new hires.

Land the Premier Work-Life Balance Job for You

To find one of these jobs or another fantastic job opportunity, contact Concorde Personnel. We’ve been helping people find their dream job for 30 years!

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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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A Diverse, Welcoming Workplace Leads to More Success

February 10th, 2016

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Diversity is more than just a buzzword. In all things, and especially in the character of your workforce, diversity is an asset that has a measurable impact on productivity, efficiency, and innovation. Just consider a Forbes survey of 321 companies with at least $500 million in revenue in which 85 percent of respondents agreed that diversity in the workforce is an essential consideration. So why does diversity lead directly to more success? Just consider these overarching benefits:

  • Rely on Multiple Skill Sets – A person’s skills extend beyond their schooling and career history. They also relate directly to the person’s background. Homogeneous workforces tend to have identical and overlapping skills, which is great in some situations but not in all of them. A diverse workforce, by contrast, is made up of professionals who each have something unique to offer. When you need to meet a new challenge, that multiplicity of skills proves to be an immediate asset.
  • Improve Your Recruitment Efforts – Today’s’ employees, especially those from younger generations, are motivated by more than just salary and benefits. They are eager to work for companies that share their beliefs/values and commit to a mission they want to be a part of. A diverse workforce can help retain vibrant talent – both minority and otherwise – and encourage that talent to stay with your organization for longer. Rather than adding an extra wrinkle to your recruitment process, diversifying could be the solution to many of your recruitment woes.
  • Build More Vibrant Teams – No one likes to feel like an outsider. But if your organization is only slightly diverse and has a large majority of a certain demographic of employee, it’s likely that someone feels left out. Making it a priority to build difference and variety into your workforce can lead ultimately to stronger, more cohesive teams. Everyone, regardless of demographic, feels like an important participant and learns to work more effectively with people unlike themselves.
  • Attract a Diverse Customer Base – Much like 21st century employees, 21st century consumers want to patronize businesses they believe in. If your company has a reputation as an all-white boys club, you’re likely losing a lot of minority business. Making a real investment in diversity and making that investment part of your public face can help to change the perception of your company and attract huge new swaths of business.

Understanding the benefits of diversity is easy. Actually diversifying your workforce is much harder. As you work to recruit a different kind of employee, rely on the resources of a staffing firm with a diverse pool of candidates already established. Contact The Concorde Group to find your next great hire from our recruiters in Westchester and throughout Connecticut.

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