Client Resources

At JSG, we want to be your hiring partner.

Our Account Executives work hard every day to bring top talent to your company.

The process starts here, where we share hiring insights, recruiting trends, & more to help your team stay top of market.

team player

Team: How to be a Great Leader and Team Player

team player

When you’re in a leadership role, it’s important to lead by example. And there is a BIG difference between being a boss and being a leader who cares about their employees. In other words, being a team player is one of the most important things you need to be if you want to lead your team to great success.

Here are some tips that will remind you why (and how) being a team player will make you a great leader.

Build your team up

As a leader in any type of company, your priority is your team. Whether you have 1 or 100 team members, you’re there to build them up and help them be as successful as possible. And this can be a daunting task. It’s a lot of pressure knowing you’re the one person who will be responsible for the failure. However, when things are good, your department’s success is often pushed back to your team members when earned. It sometimes can be a thankless job but building up your team will help you realize that’s the true gift.

Lead by example

If you’re wanting to be a team player and a great leader you need to lead by example. As a person in leadership/management, you’re looked up to. What you do and the importance you put on being a good example will, in turn, help your employee’s do the same. If they see your passion and want for success because you are doing it they are likely to follow that example.

Positive reinforcement over negative

Many studies have shown how important it is to show positive reinforcement in the workplace. It reminds people that good deeds equate to acknowledgment and that mess-ups, all though will receive reprimand won’t define them and their career. Positive reinforcement over negative only brings more positivity into a work environment which is important. You never know how these little things can add up big time for your employees.

Hold your team accountable

As someone in a leadership role, to be a team player you not only have to hold yourself accountable, but you also need to hold your team accountable. Goals that are set at the beginning of the year are important. And if forgotten about or they are not being pushed, it can leave your team feeling unaccomplished and that they left opportunity on the table. By holding them accountable every single day, they are reminded about their commitments and the importance of them. When you set goals, they are there to push you but overall, they are there to be accomplished. But without accountability, we get lazy and you’re the forefront of keeping your team from doing that!

Give credit to your team

Always give credit where credit is due. As a team player, that is one thing they will always do. Even if they did a lot of the work themselves, they go over and beyond to give others the credit. And if you do this as a leader, you will not only have a team that will support and follow you, you’ll have a team that respects and trusts your decisions. And quite honestly, that is irreplaceable in the working environment.

Being a leader and team player go hand and hand. Supporting more than yourself in your career will get you so much farther and your employees will probably agree!


3 Ways to Relieve Stress at Work


Everyone faces challenges in their careers, but how you respond to these challenges can vary from person to person. Are you someone who finds themselves becoming overwhelmed or stressed out when a project isn’t living up to predictions? Are you constantly worried about something – maybe you feel like you can’t keep up in your job?

Regardless of what it is, it’s important to remember that stress is a regular part of life. However, how you deal with that stress is different from person to person, and some strategies yield better results than others.

Take Care of Yourself

Physical and mental health are interconnected, meaning if you don’t properly take care of your physical needs, your mental state can suffer. This means eating healthy foods, regularly exercising, and getting the required amount of sleep doesn’t just make you feel better, but also translates to better results in the workplace. If you are constantly sick or lack energy, you can start to feel this compounding on any stress you already had.

Ensuring you have a good work-life balance is key when it comes to reducing stress, so make sure you are investing an adequate amount of time in all aspects of your life, not just in your career.


No one is an expert on everything. It’s essential to play to your strengths. While it may feel like being involved with everything is advantageous for your career, the consequences can be detrimental. Some may say that the idea of decisions being made without their involvement leads to more stress. But studies have shown that struggling with a task in the workplace is a stress trigger and that delegating is an effective tactic against it.

Essentially, utilizing a team that focuses on everyone’s strengths will create better results, both fiscally and mentally.

Control What You Can Control

Is your workplace stress caused by procrastination? Are you stressed out because you have so much work you don’t know where to start? If this is your situation, the most effective way to destress is to simply get started. We wrote an article about combating procrastination that outlined some tips on motivating yourself to get started.

Regardless of what tactic you utilize, as you begin to accomplish tasks, you will find your stresses lessening. And you’ll ask yourself why you didn’t make a change sooner.


Why You’ll LOVE Working with a Recruiter


The job market is tight, there’s simply no denying that. The unemployment rate is currently 4.0 percent. The Bureau of Labor Statistics just released a report that there were 1.2 million fewer hires than job openings. It’s a candidate-driven market and candidates are the ones in control.

If you’re passively looking for a job, you’ll love working with a recruiter. Many people are under the impression that working with a recruiter is only beneficial for employers. However, there are tons of perks to working with a recruiter to find your next career opportunity. Here’s why you’ll be head over heels with working with one.

Hiring managers are busy

Even though the market is tight and hiring managers are in need of talented candidates, they are busy. Many organizations are struggling to fill open positions because they are too busy picking up the slack of their understaffed departments. With this tight of a job market, employees are leaving without so much as a moment’s notice.

Hiring managers are forced to continue doing their jobs and pick up some of the responsibilities of missing team members. If you are simply applying for jobs on a company’s job board, your resume will likely go unnoticed for some time.

Recruiters have all the connections

Have you ever applied for a job and thought “will anyone even review my resume?” Sadly, it does happen. By working with a recruiter, you’ll have a professional working by your side to ensure your resume gets on the top of a hiring manager’s desk. And who doesn’t love the sound of that!?

Recruiters here at JSG have great relationships with our clients. We don’t just send a resume to our hiring managers and wait for them to call you. We have strong communication with each of our clients and can help you get your foot in the door instead of waiting helplessly for a response.

Recruiters are Match Makers for your next career opportunity

Speaking of matches… Recruiters act as a (professional) matchmaker. Recruiters, especially the ones at Johnson Search Group, don’t just try to pair you with a job that isn’t a great fit for you or our client. We care about your career and want to match you with a company and a position that’s right for you.

We take your background, skills, and experiences to find you a perfect opportunity that will make both you and your new employer happy. It’s a match made in heaven.

If you’re interested in taking your career in a different direction, check out our jobs board.

Partner with a recruiter

And if you’re a hiring manager or in human resources, I am sure you are feeling the stress from the lack of candidates hitting your desk. In this market, employers have to shift their efforts to passive candidates to fill their critical roles. But attracting candidates that are already employed can be difficult.

What’s to LOVE about working with a recruiter?

By partnering with a JSG recruiter, “you get an industry specialist to comb the earth to find the talent you need for your open roles. You don’t have to be alone any longer, says Tracey Smith, our Healthcare Division Manager. “You have someone else doing all the legwork to make your new team members fall in love with your community and your organization.”

Dana Belstler, our Mining & Heavy Industrial Division Manager, says there’s a lot to love working with a trusted recruiting partner. “Having good communication, accessibility, and receiving great candidates compliments our process and helps fill positions quickly.”

Our recruiters at JSG are industry experts. We know our industries inside and out. When working with Johnson Search Group, you’re “working with a recruiter that completely understands the hurdles of recruiting in your industry,” says Tracy Isakson, our Banking Division Manager. “The roles we work on are hard enough to fill, you need someone who completely understands the nuances of the industry as well as how to attract the best talent to your job and to your community.”

If you need help finding candidates that you’ll fall in love with, let’s work together.

Tailor your Resume

Resume: How to Tailor Your Resume to Each Job

Tailor your Resume

When it comes to writing a resume, it can sometimes feel cumbersome but, it gives every person we hand it to a first impression of who we are as a future employee. A resume is not something you want to rush to do; it’s certainly not something that is cookie cutter and can be done once and used forever. In this blog, I’ll discuss how to tailor your resume for every job you apply to, so you not only get in for an interview but hopefully get the job as well.

Be Specific

When you tailor a resume for the specific job you’re applying for, it’s imperative to ensure that you’re specific in what you’re looking for. Whether that is calling out the name of the position you want in your resume objective or why you’re the perfect fit, this will make your resume stand out. Again, it shows them that you’ve specifically created this resume just for this position and illustrates your interest. Being specific is the one sure way to tailor your resume and help you get the job.

Use Keywords from the job description

Any job description is your best friend when it comes to making a resume specific. Every job description has the keywords and skills they are looking for in a great candidate. So, if you have what they’re looking for and you use those words and skills in your resume, you can almost guarantee you will get through an ATS system and land on a hiring manager’s desk. Which let’s be honest, that’s the biggest hurdle when applying for positions you want.

Tailor your work history

When you’ve decided to apply for a new job, your work history is everything. It can get your foot in the door or illustrate that you may not have enough experience. So, to ensure you show the correct experience, make sure to tailor your work history to the job you’re applying for. The way to do this is by only adding relevant positions that pertain to the experience they want you to have. Pointing out how your jobs are connected and how it makes you a perfect fit for this new position will be a big win on your resume.

If you’re well into your career, you no longer need to add that pizza delivery postion you had for a summer during college. Only include positions that are relevant to the job you’re applyif for if you truly want to stand out.

Quantify your achievements

You want to include your achievements on your resume. However, it’s important to only include achievements that are essential to the position. These accomplishments should support your experience and match up well with the job description. And you need to ensure to quantify these skills. Putting how many of these projects you completed or how much money you saved your department makes your achievements stand out to hiring managers.


Simple designs on resumes make it easy to read. It’s good to be creative and maybe adding some color can make it pop. But doing your best to not make it “too much” is necessary. You must remember that a resume should be easy to skim through and find your experience and skills quickly. This way, hiring managers don’t lose interest or get lost reading your resume.

Tailoring your resume for the specific job you’re applying for is critical to you successfully landing a job interview. Good luck and happy hunting!


Candidate Ghostbusting  


Have you ever been in contact with someone, whether over email or over the phone, that seemed to suddenly fall off the face of the earth? A conversation that could have spanned days abruptly ends unannounced and unresolved. This situation becomes even more frustrating when the person who went dark was a potential candidate.

Managers all over the country are dealing with ghosting from candidates or employees, who no-show at interviews or their first day of work in favor of other career opportunities. The Washington Post published an article on the matter last month, sharing a 10-20 percent increase in ghosting over the past year. Clearly, this is a problem affecting all kinds of businesses, all around the country. So why has ghosting become so common, and what can employers do to not get left in the dark?

Quick Response Time

Currently, there are more jobs available than there are people unemployed in the United States. This surplus of opportunities gives candidates the edge when job searching. With so many options, it’s important to act quickly to stand out and attract potential hires. If a candidate ghosts you, chances are they given another offer and accepted it. They may have the attention of so many organizations, their ghosting may not even be intentional.

On top of acting quickly, discuss the timeline from interview to hire with the candidate. And stick to it. If you let them know you’ll be reaching out in three days, respond in three days. A clear timeframe decreases your chances of this happening and potentially anxious candidate will really appreciate that.

Never Forget

Unfortunately, if you continue to reach out to someone you interviewed only to receive no response, it’s time to accept that you have been ghosted. This is unfortunate for several reasons. You have invested time into a candidate that will not be joining your team, leaving you with a still-vacant position. Which reminds you time is precious. and if you don’t spend it more productively, attending to other needs in the company, working on other positions, or finding a candidate who’s the right fit, you’ll struggle.

While we can’t change the outcome, we can still learn from it. With employers reporting increased rates of ghosting, there are bound to be repeat offenders. Keep a record of any candidates or employees that disappear without a conversation. While their resume may not cross your desk again, other managers in the company may not be aware of a person’s reputation for ghosting. By flagging a name for ghosting, you could be saving someone else time, which saves the company money.


What Kind of Help Do You Need


You’ve decided to hire a recruiting firm that can get it done for your organization. However, when do you pull the trigger to seek assistance from a professional? Do you try for months to fill the roles yourself, and eventually, call a recruiter only after you’ve exhausted all your efforts? Are you going to wait until you see the strain taking effect on the rest of your staff and now you have multiple positions open? Do you think that candidates just haven’t seen the posting?

They do and have seen the posting for months. It sends them red flags as to why the position is still open. The reality is most of the candidates you’d want to hire are never going to be hitting the job boards. From past experiences, they believe their resume will just sit on someone’s desk in HR. Maybe the resume gets stuck in a keyword checking system, or candidates are worried that HR will call their current employer for a reference. And the best candidates for your open positions are not even actively looking for a new position. These are the type of candidates a great recruiting firm, like Johnson Search Group, has in their network.

You get what you pay for

Obviously, the fee using a recruiter is an important part of the equation. If your organization has service agreements with recruiting firms for a lower fee percentage, or you require a vendor’s list for recruiters, but they are not filling your critical roles, why would you expect to get better service for the same price? The reason the other firms are likely not filling your position or presenting resumes may be that they are just incapable, or they are filling your competitor’s roles instead, as they have a better agreement with them.

Ever heard the expression “you get what you pay for?” And isn’t the definition of insanity doing the same thing over and over and expecting different results? I am not saying go crazy, and there are things like budgets to consider, but have you considered the cost of vacancy for each day an open role remains unfilled?

The strain on your staff

Are you relying on someone else in your organization who has their own desk to run, to get your needs met? I can’t tell you how many hiring managers I’ve talked to that tell me to call HR when I have the perfect candidate they’re looking for.

Why would I want to do that? HR will just assume it’s a salesperson the hiring manager wants to pass off. If you want to see a candidate, let your HR department know that you want to work with a professional that can bring you the candidates you need.

You need a specialist who knows the criticality of your unfilled positions; a recruiter that specializes in your industry. Plus, one that has a great process, and can bring you qualified, pre-screened candidates who will actually start. Acceptance ratios, fill rates, references from candidates about their experiences… these are all things to focus on, not just the fee.

Think about it like going to prom. Would you go to an assembly line haircut company to get a memorable hairstyle? Just like with a critical role, wouldn’t you want to go to a specialist who will give you exactly what you want?

If you want to work with a recruiter that specializes in your industry, let’s have a conversation.

hiring process

Your Hiring Process is Everything

hiring process

I recently had a conversation with a healthcare organization who is looking to fill a critical role. We were talking about the needs of the organization and what the impact would be if the position isn’t filled. The conversation was going along just fine until I asked how long it would take to make an offer after a successful interview. The hiring manager stated that once they were to identify a talent pool of four or five finalists, they would make an offer to the most qualified.

While this may sound like an ideal option for hiring the best candidate, it is not a reality in the current labor market. Basically, I ended the conversation with, I am not the recruiter for you.

A winning hiring process

In the world of attempting to secure top talent, your hiring process is literally everything. A winning process consists of the following:

Reviewing and responding to a resume within 48 business hours. This is vital, as the race to the finish line of getting a candidate to sign on the dotted line of an offer is very competitive.

Secondly, the response if you like the candidate’s background, is to schedule an interview, with the first phone interview taking place in the next few days. If that is not possible, I highly recommend finding a way to make it possible!

After a successful phone interview, schedule the next interview. If it’s a second phone interview, the same maximum of two or three days applies. Whatever the next interview step is, making those arrangements within the next 24 business hours is critical. It shows the candidate you are excited about them and gets time removed from their calendars when they could be interviewing elsewhere.

The final interview should be scheduled immediately and should take place no later than one to two weeks out, depending on travel. However, if it’s a local candidate, schedule it no later than one week out. If you can, schedule a Skype interview and if it is mutually agreeable with the candidate, make your offer! Essentially, the more efficient your hiring process is, the easier it will be for you to attract great candidates.

Urgency is essential

Make your offer within 48 business hours of the interview. If you need to do background, reference checks, etc. make the offer subject to successful background, references, etc. I cannot stress strongly enough, if you like the candidate, do not wait. If they would be a good fit for your team and the skill set you are looking for, don’t wait!

Do not wait to see if there is possibly a better candidate out there; do not wait for a few days or weeks in case you get lucky and someone applies directly so you don’t have to pay a recruiting fee; and the numerous other reasons and excuses that are possible. And for heaven’s sake, the excuse that HR is too busy to complete the compensation and offer letter just does not fly.

Your Human Resources department wants this role filled as well, as it takes one more thing off their plate. It just takes a bit of communication to your HR department that this is a candidate they need to expedite.

The final step in selecting the best recruiting firm. And here’s some things to consider when seeking the help of a professional.

job market

2019 Job Market Outlook with SVP Perry Paden

job market

Job growth in 2018 ended on a high note with U.S. employers adding a whopping 312,000 jobs in the month of December. Over the last three months (after adjustments), employers have generated an average of 254,000 jobs per month. The 4th Quarter of 2018 ended strongly, and all indications look like 2019 is poised for another big year of job growth.

We sat down with Perry Paden, Senior Vice President of Johnson Search Group, and discussed how the job market is looking in 2019.

2019 Job Market Outlook with Perry Paden

The jobs report for December 2018 just released showing signs of strong growth for the job market. Do you think the job market will continue to strengthen in 2019?

2018 was a fantastic year for job growth and economists expect the labor market’s historically tight trend to continue throughout 2019. In fact, economists project the job market to reach highs not seen since before the Great Recession.

If we maintain 2 to 3 percent of growth throughout 2019, the U.S. has the opportunity to have an even stronger year in 2019. Moreover, the unemployment rate remained steady in 2018 and economists are predicting that the unemployment rate will decline below 3.5 percent. As a result, employers will continue to face hardships when it comes to attracting (and retaining) top talent.

The Healthcare, Mining, and Banking industries experienced tremendous growth throughout 2018. Will we see this growth continue in 2019?

The three industries Johnson Search Group operates in (Mining, Healthcare, and Banking) illustrated strong growth throughout the entire year of 2018.

Mining and Heavy Industrial

One of the biggest trends in the Mining industry is the aging workforce. As we see more and more workers retire, employers will continue to face difficulties finding qualified workers for open positions.

Job growth in the Mining industry started out strong and slowed down a bit towards the 4th Quarter. However, over the year, the Mining industry added 62,000 jobs.


We will start to see more opportunities as healthcare organizations continue to incorporate artificial intelligence into everyday working lives.

Healthcare job growth was outstanding in 2018. Last year, the Healthcare industry added 346,000 jobs compared to the 284,000 jobs in 2017. The Healthcare industry is continuing to expand and will look to continue this trend in 2019.


Despite the fluctuating stock market over the last month or so, the Banking/Financial industry continued to add jobs in December. Throughout 2018, the Finance and Banking Industry grew by 110,000 jobs.


Does Experience and Knowledge Outweigh Passion and Dedication?


When it comes to landing the best candidates on the market, the first thing that comes to mind is… Are they qualified? Do they check all the boxes? Do they have these many years of experience? These things are important, but does it mean just because someone meets all your requirements, are they going to be the best person for the job? Not necessarily.

Everything looks good on paper

You get this resume and from the looks of it, they have EVERYTHING you’re looking for. They check “all the boxes” in your mind and you cannot wait to interview them. I mean, you get really excited, this person is “THE ONE”! You call them up and they do not answer, so you leave a message letting them know who you are, how impressed you are with their resume, and to call you back because you want to interview them. A day goes by and they haven’t returned your call; two days go by and still nothing… the third day they FINALLY call you back. You start to get excited again because you remember all their experience and qualification.

You start talking to them and asking your usual questions. They answer them with flying colors, they really seem to know the industry, they have years of experience in this particular field, they check ALL the boxes. You hang up the phone and are really perplexed, with all the experience and knowledge they have, why are you no longer that excited about them? You decide to have an onsite interview because remember they are the perfect candidate on paper. They arrive onsite and you notice they are lacking something. You soon realize the experience and knowledge they have just might not be enough.

It’s not always about experience

Now let’s take someone fresh out of college; they chose their profession for a reason. They worked extremely hard, learned a lot, and are excited to finally begin their journey in the business world. They send out their resumes and get passed up due to lack of experience and knowledge. Someone decides to take a chance on them and schedules an interview. The company does not have high expectations, but when they show up, they have “it.”

You can hear the passion and excitement in the way they answer the questions; there is nothing holding them back and they want to prove to everyone that they are going to be great! You realize there may be a little more training you will have to do, but sometimes it is worth it. These individuals are hungry. They are eager to learn and get to work. Their passion drives them. The last thing they want to do is let you or themselves down.

Find the diamond in the rough

I am not saying experience and knowledge is not a great attribute to have but make sure you do not miss the opportunity for your diamond in the rough by overlooking the inexperienced. If you do not a take a chance, someone else will, and you will likely be missing out on a great candidate!

Merry Christmas

Dear Santa, Our Recruiters Have Some Requests

Merry Christmas

Dear Santa,

It’s been almost a year since we last sent you our Christmas list here at Johnson Search Group. And we were so pleased with what you brought us last year that we had to write another list this year!

This year, we were able to place tons of candidates with great companies and continue to grow Johnson Search Group. We broke records, started new marketing campaigns, and added a few new faces to our growing team. 2018 was filled with great ups and some downs, but as we get closer to the holiday’s, we’re getting very excited to see what you bring us. Because to be honest, we’ve been even better this year! So, if you’re able to bring us some Christmas cheer, here is our list.

Perry Paden, Senior Vice President of Johnson Search Group

Dear Santa,

There is one thing I would like you to bring to our office this Christmas. If you can bring everyone the realization that they can reach their full potential in 2019 that would be fantastic!

Mining’s Christmas List

Dana Belstler, Manager:

Dear Santa,

This year for Christmas I would like to ask for a prosperous year for all! Especially, all of us here at Johnson Search Group who I see every day working hard to hit their goals, and help their clients find the perfect candidates. I’d also like to continue meeting and working with the great people in the Mining industry!

Ken Heller, Account Executive:

Has it been a year already? Wow. First, let me thank you for kindly bringing me what I asked for last year. Over the last 12 months, I’ve been able to build some fantastic relationships with Mining industry leaders that I value greatly. This year, I’d simply ask to grow those relationships and add new ones.

Merry Christmas!

Alex Price, Team Lead – Mining:

Dear Santa,

For Christmas this year I want a new client with a lightning fast hiring process and the Seahawks to win the Superbowl. If you can bring me this, I promise to be so good in 2019!

Thanks, Santa!

Nick Crider, Account Executive:

Dear Santa,

For Christmas this year, since I really was so good, I would like the perfect candidates for all my job orders in order to win an awesome trip for reaching my annual goal! Also, a great head coach for my Green Bay Packers would be ideal (because they need to start winning some games)!

Thanks, Buddy!

Jeremy Johnson, Account Executive:

A bigger toolbox for the garage. If they make one with a fingerprint so all my tools are always right where I left them, that would be great! I’m kind of leaning toward a framed in piece down the center aisle that the drawers can open to either side. So, if you can swing that Santa, I’d really appreciate it! From a work standpoint, I’d like to have the chance to make impacting hires. Seeing people I placed getting active online and enjoying their new career is always rewarding.

Banking’s Christmas List

Tracy Isakson, Manager

Dear Santa,

I would really like two things for Christmas: the US banking market to continue to do well and banks to continue to hire (especially my candidates). If you can do this for me, I would truly be filled with joy! Have a great Christmas, Santa.

Krista Portolesi, Account Executive

For Christmas this year, I would like to help a new financial institution by placing top talent in their organization, a full night sleep, rock-hard abs, and a new immune system that works. All jokes aside, I hope each and every person I’ve spoken to this year has a great Holiday with their loved ones. Cheers to 2019! And thanks for everything, Santa!

Healthcare’s Christmas List

Tracey Smith, Manager

Dear Santa,

If you could provide two more hours each day, my clients would be forever grateful! With the current employment market, our hiring managers keep telling me if they had two more hours in each day, they would be able to work in the time to interview more of my candidates. I always try to provide everything my clients want, even if it means working miracles. And I know you do that! Thanks for your help, Santa.

Michelle Smith, Account Executive

Dear Santa,

If you could send me new clients that would be happy to have great candidates I am currently working with, I would be ecstatic to help add to their teams! Oh, and if you could maybe fit a new horse in your Santa bag, I would greatly appreciate that! Thanks, Santa!

RaChelle Pederson, Account Executive

Dear Santa,

Since I have been a perfect angel all year, I would greatly appreciate it if everyone I contact would be excited to hear from me and realize the value I bring to their company. I also wish that each one had a job order they wanted me to fill immediately and understand the heart and dedication I put into placing quality candidates for their organization. I do not want to be greedy, but I would loooooooove when given job orders, that the perfect resume would pop up in my email instantly! However, what I wish for the most is everyone will have their best Christmas ever!

Merry Christmas from Johnson Search Group!

Santa, we know some of these may be hard to fit in your bag, (especially, the Seahawks winning the Superbowl…) But! You haven’t failed us yet, and with us all working so hard this year, we know you won’t leave us hanging. We hope you have a Merry Christmas and we can’t wait to see all the amazing goodies you bring us and everyone else this year!