Newsroom | Contact Us | July 27, 2021

Our Blog

How is Technology Bringing Change to HR Roles?

October 9th, 2019

For a few years, HR has seen a rise in data-driven technologies that have revolutionized the industry. While many companies have adapted to these changes, there’s even more development. 

With all of this technological development, there is a shift from manual to automation and companies must revamp their practices as well to stay competitive in hiring the best candidates. Thankfully, the automation practices don’t mean there are fewer positions for human resource professionals, just some new roles with different responsibilities.

3 HR Roles that Center Around Technology

A common concern with technological advancements is that people will lose their jobs. In the case of human resources, this really just means that roles will change to embrace technology. Here are a few new roles that technology has created.

Human Experience Strategist

This role is focused on the entire experience of an employee but focuses on treating the employee as a valued human being, not just a worker who has to deliver results. Instead of just creating umbrella programs that will accomodate all employees, this position will sculpt individual plans and programs for their employees to make sure each person feels valuable.

This role will also shift the question from “What are the roles and responsibilities to each job?” to “What is the value of each position?” 

AI Auditor

While AI has created a way to gather vast amounts of data, a company must utilize that information wisely to actually reap the benefits of it. An AI Auditor will leverage their data science skills to make sense of the data that is collected from various human resources software systems. The ability to work data and analytics is of high importance for human resources professionals. 

Some skills you will need to be successful as an AI Auditor is critical thinking and sound judgment for how to best utilize the data and technological advancements.

AI Bias Expert

Just because data can be collected, that doesn’t mean that all data is significant. It’s important that human resources professionals don’t rely on data just because there is data available. This is where the AI Bias Expert comes in.

In this position, a professional will verify data and will create algorithms for key HR functions, like recruiting, to make sure it is bias-free. It’s important that during these processes, the data is also ethically collected to avoid discrimination. As companies begin to rely more on technology to make their hiring and retention decisions, they must be able to demonstrate that they are also responsibly utilizing the data. 

Critical thinking, sound judgment, and the ability to keep up with technological advancements are all key skills for the AI Bias Expert.

Find Qualified Employees and Be Ready for the Future

To help get your company prepared for the future and find qualified employees to help you succeed, contact Concorde Personnel.



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.



Small Business Web Design Tips That Appeal to Customers and Attract Job Seekers

February 8th, 2016

July 21st HR Managers

Designing a website for your company is more than just creating one that attracts the right customers. It also has to take into consideration the job seekers you are hoping will apply. Candidates should benefit from visiting the site to learn about your corporate culture and any career opportunities available as well. It is possible to create a website that serves the needs of all of these potential visitors, but doing so requires more than just putting up your average three-page website.

Attracting Customers with a Website 

Most businesses need to use their website as a tool for attracting customers – this could be your first and primary tool. If this is important, use these tips:

  • Stand out with your design. Ensure your site is different from everyone else’s.
  • Use images and lots of them. You do not want the website to load slowly, but you do want to use images to attract customers.
  • Make sure the site is easy to navigate. One of the biggest drawbacks of a website can be making it hard to find products or services.

If your website has personality and properly markets your brand, it will do well with customers. This makes it easy to meet your business goals.

A Website Focusing on Job Seekers

A business website can also appeal to those who are looking for a job. If you are hiring and are seeking employees to fit key roles, or just want to make sure you are accessible when the very best applicant is looking, design your site with job seeker benefits. Here are some tips.

  • Do not just say you are hiring. Most applicants will not apply unless there is potential in getting hired. If your site does nothing more than say you are hiring, it is not doing enough.
  • Provide information about the positions available. You should list information about the skills, experience and even the pay for the potential employee.
  • Ensure there is a way for candidates to apply to you. Provide a specific email address. Some companies allow applicants to apply for positions on the site by submitting resumes.
  • Use a hiring page to convey your needs, but also to encourage those with skills to apply. You will want to ensure the best apply, not just anyone. A hiring page can provide all of the information an applicant needs to answer the question, “Should I apply?”
  • Use your company blog to discuss working aspects of your job. This is the ideal place to discuss what it is like to work with your company. It is also a good way to get traffic to your hiring page if you are looking for candidates.

For applicants, finding a hiring page that lists positions and hiring requirements is like getting all of the information they need to know if they should apply. Hands down, this is one of the most effective ways to ensuring you get the best applicants.

Your business website needs to meet the goals and needs of any person visiting it. Just as you do not want to lose that value customer who stops by, you also don’t want to lose the top notch employee who is looking for a position. Make it work for all.



Social Networking Duties – Divvying Up Your Social Media Plan for Effective Results

September 18th, 2015

Digital Marketing Staffing Westchester

One of the biggest potential responsibilities business owners today have to tackle is the one of social networking duties. Social media isn’t simply a means of getting new customers. It’s about networking, building relationships, and attracting talented people in your industry to come work for your company. But it’s also about building your brand and reputation on the World Wide Web. That’s why it’s important that you don’t trust these important responsibilities and duties to just anyone but only give them to people who have a vested interest in the future success of your business.

Create a Team Platform

Some businesses require multiple people to interact with others through their social media and networking accounts. There are several different platforms that allow businesses to assign certain social networking duties to multiple people who can either sign in with various profiles or however the particular platform allows. Hootsuite is one of the many platforms you might want to consider for creating and organizing your team social media platform.

Define Your Objectives

You have to know what you want to accomplish from your efforts. You need have an idea of why you’re diving into social media in the first place. Are you looking to broaden your customer base? Do you want to raise awareness about your company and/or products? Are you interested in recruiting new employees? Understanding what you want is the first part of the process. Then you can move on to the next stage.

Develop a Strategy

The last thing you want to do is mindlessly wade into the shark-infested water of social media. It can be a colossal failure for your company to do so. It’s not enough to simply have objectives or goals for your business. You need to develop a step by step process of how you propose to accomplish those objectives through social media. That is when you can begin divvying out responsibility to various employees of the company.

Divide Responsibility Appropriately

You now have your goals and expectations along with a roadmap for how to accomplish those. Now it’s time to put your talented staff to work implementing the fine plans you’ve made. How do you decide who goes where and who does what?

It’s always wise to divide the responsibilities according to the jobs that are done within the business. In other words, customer service and product information responsibilities are best handled by those who deal with customer service and product information in the company. Recruitment efforts are often best left in the capable hands of human resources employees that work within the company. This way no one is truly operating outside their comfort zones or skill sets when bringing social media into the mix.

The most effective social media efforts don’t seem forced and are appropriate to the business. Find your top talent in the field’s social media is addressing and put them to work creating the presence you want in your social media efforts. The one requirement, by far, is that the person be a genuine people person. Other than that, match strengths with strengths and see what happens.

Liked this post from Concorde Personnel? Be sure to review our previous articles on related topics and learn to be more effective with your social media efforts.

Want a Boost in Your Job Hunt? Start Blogging!

Is Your Networking Helping or Hurting?

Stay Connected to Your Job Networks Without Being a Pest


Be Ready to Accept Job Applications from Mobile Devices

August 12th, 2015

The differences separating computers from phones, tablets, and other types of mobile devices are murkier than ever these days. And many contemporary job seekers prefer using their mobile device to submit job applications. It’s worth your time and effort to make this possible, because you would hate to turn away a talented candidate simply because of the device they used to connect with your company. Use these tips to ensure you’re ready:

Standardize the Experience Between Desktop and Mobile Sites

Make sure your mobile site mimics your desktop site as closely as possible. That makes things easier for you from a design perspective, and helps eliminate a lot of common misunderstandings. Go a step further and make sure your mobile site is optimized for usability with easy navigation tools, clear menus, and a simple interface for submitting applications.

Streamline the Application Process

Users are becoming increasingly comfortable with using mobile devices as their primary portal to the Internet. That being said, the mobile Web is fundamentally different. Job seekers may be willing to work though a long and complex application process when they are sitting in front of a computer screen, but they will have a lot less patience when staring at a phone. Examine your application process carefully and eliminate any steps that are unnecessary, redundant, confusing, or overly complex. If you do this thoughtfully, you can simplify the process without compromising its quality.

Test Your Efforts Carefully and Consistently

As you work to improve your mobile site and application portal, test your efforts carefully. Have independent users run through the process, closely observe what works and what does not, and be willing to use these insights to revise your efforts. This should not be a one-time process either. Test your portal regularly, and realize that the mobile Web changes so frequently and so quickly that you will need to make updates regularly.

Is it really worth it to put so much emphasis on receiving job applications from mobile sites? Just consider the fact that 71 percent of job seekers aged 18-34 want to use a mobile device to apply for a job. And they already are. Mobile job searches were up 33 percent in 2013 and 50 percent in 2015. Go where the job seekers are, make it easy for them to reach out to you, and you can easily develop broader and deeper candidate pools that improve your recruiting efforts significantly. Learn more about connecting with the talent you need for Connecticut jobs by contacting The Concorde Group.

Concorde_InlineCTA_Need Temporary Help In Your Office_CTA3


Online Brand Management: Protect Your Company’s Identity

June 21st, 2014

July 27th HR Managers

Managing your brand is more important today in business than it’s been in quite a while. Once upon a time, businesses operated on a local scale. You only needed to protect your name or brand locally. You wanted the people in your community and neighborhood to respect your brand, but you weren’t overly concerned with how people around the world perceived your business operations, products, or practices.

That has changed in recent years, thanks to the Internet. It really is a small world these days – especially when it comes to building a better brand and protecting the image of your company. These tips will help you keep your brand, and corporate image, in high regard throughout the Internet community.

Monitor Your Brand Consistently

Regardless of the action you decide to take, you can’t put out fires that you don’t know exist. You must make a concentrated effort to find out what people in the Internet community are saying about your business and your brand. You can do this by searching for important keywords and phrases that relate to your business and brand (CEO names, brand names, trademarks, major products, etc.) and perform searches for all these keywords in Google.

You should also carefully monitor industry-related blogs, websites, Twitter feeds, Facebook pages, message boards, and major consumer websites to see if your name is getting “bad press” or if legitimate issues are out there that need to be addressed by your company. Find out where the problems are and work to solve the biggest of them on a case by case basis.

Promote a Positive Online Presence

Encourage consumers and employees who have positive experiences with your company to put out the good word about those experiences as well. This will help counterbalance any negative information making its way around the World Wide Web, while promoting your positive image a little bit closer to home.

Also invite people who have problems to bring them to your own virtual doorstep by commenting in your moderated blog or on your Facebook page. The buying public can see that you’re serious about solving problems and that you’re promoting an atmosphere of clarity with the way complaints are being handled by your business.

Hire Experts to Manage Your Social Media Needs

To many business owners and HR Managers Social Media is still a foreign subject. However, there are already those who are highly experienced in this media management platform. These are the people you need to bring into the fold to take care of building a better brand. This helps you stick with what you do best — creating new products and technologies that will take your business into the future.

The bottom line is that social media and the development of online corporate branding are here to stay. If you want your business to be a contender in the future, you need to begin, right now, with a concerted effort to build your brand on the World Wide Web and stay busy protecting that brand. These are just a few ways to get started.

Learn more about the corporate responsibility regarding social media and online brand management in our related post:

How to Create a Fair and Appropriate Social Media Policy



3 Tips on How to Use Social Media in Your Hiring Process

September 15th, 2013

June 9

Social media recruiting is on the rise as many hiring managers look to online networks to get in touch with quality candidates. There are millions of combined users on the top three social networks (Facebook, LinkedIn and Twitter). The Undercover Recruiter featured a video that highlights some facts about how many people actually participate in social networks. Interestingly enough, nearly 85 percent of technology professionals use Facebook and another 41 percent use Twitter. This equates to millions of technology pros who are accessible by social networks – and this is just one industry that recruiters can tap into!

It’s clear that recruiters need to learn how to connect with social media users who could be excellent recruits for company growth. Hiring managers also need to become familiar with the leading social networks in order to better engage with and recruit candidates, because they are uniquely suited to this purpose. Read on for some tips to use social media effectively in your recruitment and hiring process.

Set up a professionally branded social media profile that’s consistent across all social networks.  

Your first stop in being successful with social media recruitment strategy is to develop a branded social media profile for your company. Your brand gives others an idea what your business stands for, what your corporate culture is like, and the types of candidates who will fit in well with these factors. Your brand may include your company logo and message, links to your company career web page, and imagery that displays your company mission and values in a consistent manner across all the networks you participate in.

Post open assignments, industry updates, and relevant company content on a regular basis.  

As part of a strategic recruiting effort, you can use social media to post job openings or links to your job openings. Add frequent updates about your company achievements within the industry you operate. Upload interesting content to your social networks frequently. Use social media to engage in conversation with others to build a following of passive and active candidates. The idea is to stay in front of potential individuals who may decide to come on board at some point in the future.

Seek out potential candidates using built in social search functions and niche industry groups.

Perhaps one of the best ways to engage with more candidates is to proactively seek them out using the many tools found on social networks. All social media types have built-in searchability which enables recruiters to search for professionals by industry, title, name, and even location.  Become active in niche groups for your industry and job seekers, adding relevant content and links to job openings. Use hashtags (#) on Twitter when posting jobs for your niche industry. Use LinkedIn recruitment tools for candidates to apply using their profile information.

Social media recruiting can be a rewarding way to reach out to more candidates who may have what it takes to become part of your company. Remember to use this as just another resource in your tool bag as a recruiter. Use caution when engaging with others on social networks and respect their privacy. Work with a temporary staffing agency that has a strong social media presence and can support your recruitment needs. Overall, social recruiting can provide many benefits for your business when used in the right ways.

If you are looking for staffing agencies in Westchester NY, contact Concorde today.


What Do They Really Want? Understanding What Is Important to Job Seekers in a Position

October 19th, 2012

When hiring for a position, do you think about what your company has to offer or do you put more time and energy into determining what the candidate really wants? As an HR manager, the goal is to get the right people in the right positions. That way, you don’t have to find a replacement in a short time and productivity numbers go up. You look good. However, many times, employers and HR managers are focused on what they have to offer rather than one what the potential applicant really wants.

What Do They REALLY Want Then?

What is it that the best applicant for the job really wants? What can you say or do to draw them in? Some of the most important things candidates want when looking for a job may surprise you.

  1. They want a competitive salary. This is nothing new to any hiring manager. However, it is important to have a compensation strategy that awards talent and skill to not only pull in those key candidates but to keep them around long term. Be fair and be in the ballpark of your competing employers.
  2. They want benefits. People are thinking about their future and they need to know what you can offer them to plan for it. Find out what your employees want in benefits and then structure a plan to make it happen.
  3. They want the potential to move up in the company in the future. This is particularly important for those who are proven professionals in the field. They want to be able to do something more than what they are doing at their current position. They want diversity and opportunities to grow.
  4. They want to balance work and life easily. This may mean not putting in 60-hour workweeks any longer. They want to be able to be successful at home, too. Having more flexible work arrangements keeps employees happy.
  5. They want a thank you. Perhaps most commonly asked for, employees want employers to give them appreciation for the hard work they put into their jobs. Sometimes, even going above and beyond gets people nothing. To be different, have a plan in place to encourage appreciation.

Overall, employees want the opportunity to fit into a business and be a valued component of it. Is your job offering providing this opportunity to the candidate? If not, it may be time to take a harder look at what you have to offer your key candidates and applicants. Work with the seasoned staffing agents at Concorde Personnel in White Plains, New York for support in attracting the right candidates to your door.


How to Create a Fair and Appropriate Social Media Policy

May 7th, 2012

Having a social media policy is one of the most important things you can do for your business. In today’s everyone’s-connected lifestyle, it is important to consider your business. Not only will your employees talk about your business and management, but your company’s reputation is also on the line. For human resource and staffing needs, as well as your company’s branding goals, it is important to put in place a fair but effective social media policy. Today, it is not really something to put off, either.

What to Keep in Mind

Creating a social medial policy may not be as difficult as you think it is. In fact, there are numerous ways to keep your employees happy without putting your business on the line. Consider the following tips and guidelines for doing just that.

  • Teach employees about being responsible regarding what they include in any type of social media – whether it is published under the company’s name or in their own. Assure them that you expect employees to be responsible in their use of it.
  • If you are implementing a policy for social media used by your staff to help in building your brand or online traffic, be specific about the goals of this process. List the goals as well as what you want social media used for (and what it should not be used for) under the company’s name or on company time.
  • Determine the legal ramifications of implementing a social media policy that addresses the way managers or staff talk about each other or about the company. Laws in this area are changing rapidly but your local laws should be examined to determine if there are any repercussions to putting a policy into place.
  • When social media does become a problem, take steps to fix it. There is a fine line to walk about employee personal time and the relationship of the employer in it, but most employers expect employees to always treat each other with respect, even when not punched in (or even online.) Reintegrate this policy for social media applications.
  • State what could happen if there is a violation of the policy. It is important to establish the groundwork for what could happen to the employee if a violation does occur. Ensure this is in line with any other human resource policies you have.

Social media is not something to ban users from enjoying. Rather, if you establish open communication and ensure that employees are on the same page as your business policies, social media can be a great tool. Like any other social interaction among employees, managers or company associates, ensure that online websites do not deter the goals of your workplace.

For more HR policy tips, be sure to come back to Concorde Personnel for timely HR and career advice.


Free Mobile Job Apps That Will Make Your Job Search Easier

March 30th, 2012

Today’s job search experience is unlike any other in history. Despite the fact that there is strong competition for each and every job that’s available these days, there are technological edges you can employ that will help you get your resume seen by the right people for jobs that are ideally suited for your interests, talent, and experience. In fact, these free mobile apps can give you a huge edge over other job seekers competing for the same positions.

Here is a run-down of the top mobile apps that can help you find a job sooner.

Resume Bear

This free mobile app enables you to instantly upload and track your resume from your mobile device. More importantly, you can set it up so that you receive either an email or text message alert once your resume has been seen. The tracking abilities of this particular app make it a very attractive app for job seekers because you know who has seen your resume and how long it’s been in order to perform the proper follow-up process.


The job search process can leave you feeling more than a little dazed and frazzled. Sometimes it’s hard to keep track of all of your job search efforts. That’s why it’s important to utilize and app like Evernote that allows you to keep track of what you see, do, and experience wherever you happen to be. You can use this app from your home computer or any of your mobile devices so that you always have access to the important information and details of your job search activities. You can even arrange them by specific tags or keywords for faster access while searching on the go.

Simply Hired

This is a massive job search engine that allows users to search job boards, company sites, and various Internet sites for available jobs. It’s possible to search according to categories, keywords, and/or location of jobs. You can also search according to whether jobs are full or part-time, seasonal, or entry-level/internship positions. The mobile apps allow you to take the job search with you so that you’re not trapped to a computer at home.

SnapDat Digital Business Cards

This free app allows users to create and send digital “business cards” from their mobile devices. Most people only think of business cards after they have a job but during the job search these can be invaluable tools for networking and making important business connections that can turn into jobs or job recommendations in the future.

The world is changing as technology evolves and advances. Anyone who has been out of the job market for any length of time would do well to take notice of the latest technological tools, such as these mobile apps, that can assist in the search.

4 West Red Oak Lane, 3rd Floor  |  White Plains, NY 10604  |  P: 914-428-0700  |  Site Map

Employment Agency, Temporary Staffing Service, Permanent Recruitment, Staffing Solutions, Temp Agency, Job Placement Agencies, Staffing Agency, Temporary Staffing Solutions