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Feeling Job Burnout? Identify it and Take Action

December 6th, 2019

Have you ever experienced burnout? You’re motivated, taking on projects, firing on all cylinders, saying yes to helping with extra projects, maybe even working overtime to pay off extra on bills, and then, all of a sudden, you crash.

Everything hits you like a ton of bricks. You feel exhausted, stressed, and suddenly unmotivated to do anything. This is burnout. It crushes momentum, can undo your positive morale and productivity, but it’s also avoidable.

5 Tips to Avoid Burnout at Work

The holiday season is joyful, yet it’s also stressful for nearly everyone. During this time of year, it can increase your chances of experiencing job burnout. Since your best work will happen when you avoid burnout, follow these tips to stay on top of your performance.

Get Enough Sleep

Sleep is so essential for your overall health and also your professional performance. If you are on track to burnout, you may begin to experience insomnia or trouble sleeping. Do your best to get back on a healthy sleep schedule so you can perform your best at work and stay healthy.

It is also important to note that chronic lack of sleep can lead to severe mental and physical health issues. It can also be dangerous to drive or do your work with machinery while suffering from sleep deprivation.

Exercise & Stay Active

Staying active is another way to avoid burnout. Exercise is vital for both your physical and mental health. It decreases stress, improves work performance, will help you sleep better, and gives you more energy. Taking care of yourself will help you perform your best at work without experiencing physical or emotional exhaustion and avoid burnout.

Socialize Outside of Work

Making connections and nurturing relationships outside of the workplace is very important. Socializing outside of the office is emotionally fulfilling and for many, is energizing. Plus, when you get together with people other than your coworkers, you will talk about other topics so you can be connected to more than just work-related matters.

Don’t Be Afraid to Say No

It’s also important to remember that it is OK to say no sometimes. While it is good to help out a boss or coworker from time to time, if you never say no, you will not only experience burnout, but you may also be turning in subpar work; therefore, you won’t be doing anyone any favors. It is actually responsible to say no when you are already quite busy with work. 

Take the Next Step

If you feel like you’re ready to take the next step in your career to find more success, contact Concorde Personnel.

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The Job Market is Tight. What Does the Passive Talent Want the Switch Jobs (Then Stay There!)

February 7th, 2019

The job market is incredibly tight, which can make finding qualified and driven workers tough. If you’re not finding recruiting success with the methods you’ve been doing, then it’s time to take a new approach.

3 Ways to Catch the Attention of Passive Talent

If you’re having a hard time finding workers in the tight job market or keeping new hires, consider these three suggestions.

Create an Online Persona that is Exciting

Recruiting talent is not just about a job posting. Take time to enhance your online presence and create a persona that is exciting for active or passive talent. First and foremost, invest in your own website. It’s important that your website is inviting as well as informative. Your employee bios should be friendly and professional.

You also need to do your best to carry out that image or persona to your social media pages as well. Everything from Facebook to LinkedIn should be considered a place to attract prospective or passive talent.

Personalize the Recruiting, Interview, and Onboarding Processes

Stand out from other hiring companies and personalize your processes. Everything from early recruitment emails to onboarding your new hire should be personalized. This is often overlooked, especially in the recruiting process, but can make a major difference when trying to attract new talent and also make your new hires feel confident and comfortable.

Simple gestures like using the candidate’s name in emails or during the interview are very effective. During the onboarding process, be sure to tailor the experience to what will be most valuable to your new hire. Also, feel free to engage in harmless chatting during lunch in their first week. Getting to know your new hire, even if it’s just what sports they like to watch, will help ease some nerves and make them feel welcome and excited to be at your company.

Provide Continuous Feedback – Even for Small Milestones

Be available to answer any questions for your new hire. Let them know right away that they can always come to you for clarification. You should also provide continuous feedback so that your new hire can be successful early on. It’s also important that you recognize small achievements, especially in the beginning.

These strategies can be attractive reasons for passive talent to switch their jobs – and stay for the long haul.

Attract Strong Talent for Your Company

To attract the right talent to help your company succeed, contact Concorde Personnel and work with a top staffing agency in Westchester.

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Can You Become an Agile Manager?

June 27th, 2017

Today’s business world requires those in leadership positions to be able to react and adapt to changes. Managers must be quick yet strategic to respond to everything from industry trends to employees’ needs, and budgetary restrictions. A sure way to become the best manager you can be is to be agile.

What does it take to be agile?

A relatively new set of managerial qualities is getting attention in the office place and that is the ability to be agile during both the ups and downs of daily operations.

Some characteristics of an agile manager are the ability to stay flexible, grow from mistakes, and rise to any (reasonable) challenge. While these qualities may sound quite easy, you become a better agile manager with practice and experience.

How can you be an agile manager?

After understanding some of the characteristics of an agile manager, here are some specific ways you can put into practice the agile management style.

Constant & Instant Feedback

An agile manager needs to provide frequent feedback to their team members. It can be words of encouragement or constructive critiques, but employees, especially Millennials, thrive off of feedback to help them do their best.

Talk About Current Projects & Upcoming Needs

Similar to hearing feedback, employees want to know the status of the projects they’re working on. Open communication is an extremely important practice of an agile manager. Not only do employees appreciate being in-the-know, but it also makes them feel more valued and boosts morale and productivity.

In addition to the status of current projects, when it’s possible, an agile leader lets their employees know about upcoming needs and expectations. Responsible employees thrive off of schedules or plans and this is a way to help them feel prepared for what responsibilities lie ahead.

Know How to Adjust Expectations

An agile manager would understand that sometimes they make mistakes, and it’s prudent to give themselves some feedback. Throughout projects, it might become clear that original expectations or deadlines weren’t feasible, or can’t be met anymore. When this happens, the leader who is agile will be able to adjust expectations, keep morale high, and get good work done.

Looking for More?

Are you interested in learning more about agile management techniques? Contact Concorde Personnel to work with a top staffing agency in Stamford.

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How to Find What Your “Passion” Is

January 26th, 2015

August 23rd

You have probably been told since you were very young that you need to find out what your “passion” is and then make it the focus of your life, especially your working life. And if you are like most people, you are still searching for the answer, and fairly convinced it has nothing to do with your current job.

It’s a big question, and the answer is undeniably elusive, but you should never give up trying to find it. Below are some practical strategies that can help you get a deeper, truer sense of what you’re meant to do with your life.

Don’t be Afraid to Quit

For most people, finding their passion is a process of trial and error. That’s why it’s so important to know when something is just not the right fit, and be willing to leave it behind. It’s rare to hear someone encouraging quitting, but the longer you do something you don’t feel passionate about, the more you’re stuck doing it. Remember that you can’t find out what you truly want to do if all your time, energy, creativity, and focus is being sapped away by something you hate. Once you leave that dead end behind, there is nothing left to do but find a different, better path to follow.

Scrutinize Your Curiosity

What would you do if you had a billion dollars? Answering this question helps you think about what you would do with your life if you took away all limits. And it’s only by thinking in these terms that you can figure out what you are genuinely curious about. Setting aside all fears, hesitations, restrictions and expectations reveals your true interests, the things you would ideally dedicate your life to if you could. They may not be as unattainable as you realize.

Make Money a Secondary Concern

You might be rolling your eyes, but the simple fact is that finding and pursuing your passion often requires sacrifice. And if you are concerned first and foremost with making the most amount of money, you are severely limiting your options, and probably doomed to end up on a path you don’t want to follow. If you put those instincts on hold for a while, you are more likely to uncover your true passion and turn that into a lucrative and personally satisfying endeavor down the road.

Invest yourself in these strategies and you are well on your way to discovering your passion. Once you know where you’d rather be, it’s time to turn the dream into a reality with the premier boutique staffing firm in Westchester County. Find resources to help make you more agile and mobile in your professional life by relying on the team at The Concorde Group.

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5 Good Interview Questions to Ask Job Candidates

December 30th, 2014

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Interviews give you a limited amount of time to gather a huge amount of information about a job seeker. And, in most cases, you will only have the impression from one interview to help you differentiate a large pool of candidates. That’s why it’s so important to pick your questions carefully, strategically, and for maximum effect. Here are a few questions that work in any job interview setting:

How can You Make a Contribution to this Company?

Ultimately, you’re not just trying to fill a vacancy, you’re trying to improve the way your company does business. This question clearly asks the candidate to define the skills/experiences/qualities that will most benefit your mission.

Why Do You Think You’re a Good Fit for this Company?

You will probably interview at least several candidates that have similar skills and experiences. Use this question to help differentiate them. Look for candidates that have studied your company, made an effort to understand your present and future needs, and done everything possible to align their professional credentials with what they know about your operation.

Where do You See Yourself in Five or Ten Years?

This question helps you judge how committed a candidate will be to your company. Someone with lofty goals might be more tempted to jump ship or leave to seek out more education, but don’t penalize candidates that vocalize their ambition. The best candidates are the ones you can imagine hiring for this position, and then promoting to something higher.

Tell Me about an Unexpected Situation You Adapted to.

The unexpected is inevitable, but, unfortunately, flexibility and adaptability are not skills that are easy to measure. Asking candidates to give you an anecdote helps you judge what kind of pressures they have worked under in the past and whether they have the professional agility to continue thriving when the job description suddenly evolves.

What is Your Ideal Working Environment?

When vetting candidates, it’s important to consider how they will fit into your existing company culture. This question helps you create a prediction. If the work environment the candidate describes sounds like the one already in your office, it’s a good sign. Just be sure to consider all the factors – coworkers, boss, workspace, office atmosphere etc.

These are some good general questions, but be sure to ask more specific questions based on information from the candidate’s resume. Also, it helps to create a simple form or checklist to record candidate’s answers to make it easy for you to do side-by-side comparisons later. Find more resources to help you build a strategic workforce by working with Concorde Staffing Group.

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5 Ways To Improve Your Resume To Make it Great

July 30th, 2014

Put yourself in the shoes of a hiring manager. You announce a job opening and all of a sudden your office is flooded with hundreds of resumes. It’s your job to read through each one, but they are all so bland, similar, and underwhelming that they start to run together. By the end, you can’t say for sure if the right candidate is anywhere in the pile.

If you are looking for a job, your resume is how you introduce yourself. Unfortunately, most resumes make a bad first impression. You might be the perfect person for the job, but if your resume doesn’t scream that out, there is no way for a hiring manager to pick you out of the crowd. Make sure you don’t get overlooked by including these to improve your resume every time you send out.

Be Concise

This tip is more important than any other, and it’s really more about what you shouldn’t include. The average resume only gets scanned for 30 seconds. If you can’t present the most impressive and relevant details about yourself in that amount of time, you are wasting an opportunity. Revise your resume over and over until it includes only the most essential details, and make sure that it is formatted in a way that is easy to scan and digest.

Career Objective

Why are you applying for this job? What is the number one thing that makes you qualified? What do you have to contribute specifically? A career objective summarizes all of this into a single sentence that you include at the top of your resume. Be creative, honest, and personal, and you can grab a hiring manager’s attention from the very start.

Skills and Capabilities

Too many job seekers make education and job experience the focus of their resume rather than skills and capabilities. Hiring managers don’t care what you’ve done in the past, they care what you can do in the future. Listing your experience points the focus backward. Listing your skills and capabilities points it forward.

Provable Accomplishments

All hiring managers are looking for recruits that can see a project through to the end and rise above expectations. Include any notable professional success on your resume, and be sure that they are tied to clear and verifiable metrics.

Reference Section

All resumes should have a section for references, but instead of writing out names and phone numbers, simply write “references available upon request.” Hiring managers want to know they can contact personal and professional references, but including the contact information on your resume is an unnecessary waste of space.

Even if you follow all these tips, crafting a great resume isn’t easy. It takes a lot of time, thought, revision, and frustration. But simply making the effort immediately sets you apart from a majority of other job seekers. Work with the team at The Concorde Group, and find more valuable job-seeking resources.

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Flexible Companies Improve Morale – Building a Strategy for Success

February 11th, 2013

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Flexible workplaces have come a long way since being merely a perk to being a business building strategy. In April of 2012, the Society of Human Resources Managers (SHRM) and the Families and Work Institute conducted an extensive survey of businesses around the nation who were providing a variety of flexible work options to employees, called the 2012 National Study of Employers.

From flexible scheduling to the opportunity to work remotely at least part of the week, this survey found that a large number of companies are focused on helping employees restore a sense of work-life balance — an integral part of their overall satisfaction and productivity. The most effective workplaces, where employees reported being actively engaged in their jobs as a result of flexible work environments, were found to experience:

  • Higher overall levels of job satisfaction and sense of accomplishment.
  • More loyalty to their employer and the company objectives.
  • Less negative spill-over emotions from work to home life.
  • Better physical and mental well-being and lower levels of stress.
  • Greater engagement with their role and assignments, leading to more productivity.
  • Ability to take time off (temporary staff coverage) to cope with life’s responsibilities.

Cost savings of flexible work arrangements

In a case study of BDO, as featured in Forbes Magazine, an international accounting and financial advisory firm, that offers flexible options and benefits to its employees, the numbers speak for themselves. When they decided to open up an office in Austin, Texas, they chose to allow employees to work remotely, saving them $1.6 million in overhead. They also repeated this experience with an office expansion in New York City, reducing their office needs by another $1 million per year.

It should be obvious then, that offering employees more flexibility in the workplace can produce positive results for any employer. This in turn leads to better employee morale, greater retention, more innovation, and a healthier workforce. A vital part of this strategy is allowing full time employees the ability to take time off as needed for personal and health reasons. Having a temporary staffing agency, like Concorde Group, on board to call on for contract workers can help your employees to do this without stress. You’ll also be able to find suitable remote employees this way, as more companies are moving to this model to cut costs and provide flexible work options.

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Leveraging Technology to Find the Best Candidates

July 22nd, 2011

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Today’s innovations make it possible for hiring managers to streamline hiring practices by embracing technology to find quality candidates. In sharp contrast to the old ways of recruiting candidates from newspaper advertisements and paper application forms, recruiters have a full toolbox of technology at their disposal. Read on to learn more about how your company can harness the power of technology to source great candidates.

Develop a web-based career center. Every company has the ability to design a fully online job portal, built into the corporate website. By adding a career section, information about the company’s hiring process can be described so that job seekers can determine their suitability for placement early on. Additionally, the career portal can include access to an online application form, and lists of open positions. When used effectively, an online career center can eliminate candidates who do not take the time to complete the online application, yet be convenient to attract quality candidates to fill specific roles.

Take advantage of online networking. A great way to find the best candidates are to participate in networking communities found online. This can range from social media channels like Facebook, LinkedIn and Twitter, to actual niche communities where experienced professionals may hang out. Use social media by posting updated job listings with links to the career center, asking for candidate referrals, or sourcing candidates by descriptive job keywords. LinkedIn and some online forums allow advertising of job postings for little to no fee. Just be careful to not dig too deeply into candidates’ personal profiles when using this method.

Give online resumes a closer look. One of the possible pitfalls of career related technology is the emergence of resume analyzing software and resume directories. Oftentimes, this technology can eliminate an otherwise fantastic candidate, due to errors in the programming or the way the pre-formatted resume looks when it is retrieved. As hiring professionals, it is easy to skim through resumes that do not look good on first glance. When utilizing technology such as this, be sure to give online resumes a better look over to discover excellent candidates who may otherwise be missed.

Focus efforts on high-yield recruiting portals. The best place to find quality candidates are generally within your company’s resume database, as well as online career websites. Search through previous applicants to find candidates who closely match your objectives, and take the time to contact them despite how old their applications may be. You may find a few candidates still seeking great assignments from your internal resume list. This method will likely result in a higher yield of qualified candidates than just posting random help wanted ads on advertising sites.

Need more help with your recruiting efforts? Visit The Concorde Personnel Employer’s Portal for more helpful tips and contact us for additional support!

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