Client Resources

If you’re an employer, navigating the labor market can be challenging. But at Johnson Search Group, we are here to simplify things. Here is a collection of hiring process recommendations, overviews of the current landscape of the labor market, industry news, and much more. At Johnson Search Group, we work hard, we work together, and we work for you.

How To Avoid the Great Resignation

How To Avoid the Great Resignation

If you are an employer, you may have had some trouble recently trying to keep employees around. In fact, in the United States, 4 million people quit their jobs in April 2021. However, this is not surprising considering what the COVID-19 pandemic has done to change our work lives. Retaining your employees is more complicated than ever in today’s competitive job market. This phenomenon has been coined the “Great Resignation,” where currently employed job seekers are leaving their jobs in a drive to pursue new opportunities. So, what can your company do to prevent your best employees from jumping ship for greener pastures? Here are three helpful tips to boost your employee retention rates and offer an overall better experience for your staff.

Competitive pay

Any future or current employee is always looking to make money for a variety of reasons. Offering competitive pay is an attractive way to retain your employees (and attract new job seekers too). If you are not offering compensation packages similar to other companies in your industry or area, you will likely fall victim to the Great Resignation. Take some time to review your employees’ salaries and ensure they are competitive, or you will probably see more staff members begin to jump shop to your competition.

Flexible work environments

There is no doubt that COVID-19 has forced employees across every industry to work in flexible environments. However, this shift in the way we operate is not going anywhere. More and more employees desire the additional flexibility in their work lives to continue. This could include having the option to work from home or even work in a hybrid environment. To support this, 39% of people of respondents in a recent survey would consider quitting their jobs if they were not offered the flexibility to work remotely. It’s more important than ever to find compromises that allow employees the flexibility to work remotely in some capacity.

Keeping employee’s well-being in mind

Speaking of well-being, did you know that 44% of employees feel more burned out now than they did almost a year ago? This is due to many factors, but the most notable are stress and just having too much on one’s plate. Within your company, it is a great idea to keep your employee’s well-being in mind by fostering a work environment that supports physical, mental, and emotional health needs. To avoid resignations, it’s essential to regularly check in with your employees to see how your team can support your employees.

Need more resources to avoid the Great Resignation?

There are so many creative solutions to avoid the Great Resignation from happening to your company. In today’s market, it is vital to support your staff physically and mentally to improve your retention rates as well as attract job seekers. These tips are just a few overarching ideas for creating a better working relationship with your employees. To get even more inspiration to improve your employee experience, check out more of our client resources!

The Perks and Incentives Job Seekers Actually Want

The Perks and Incentives Job Seekers Actually Want

Most of us have probably driven by a local business and have seen a help wanted sign with a sign-on or retention bonus. But in the post-pandemic market, the service industry is not the only one offering new perks, incentives, and even cash bonuses to attract new talent. However, as companies resort to creative means to entice new candidates (and retain their current employees), what perks and incentives do job seekers actually want?

Work flexibility

In the heat of the pandemic, many office-based workers grew accustomed to their newfound flexibility. Millions of workers began working from home and enjoying a little more freedom in their workdays. As we continue to recover from COVID-19, job seekers are looking for opportunities that continue to offer this flexibility. According to a recent poll from LinkedIn Senior Editor Andrew Seamen, 78% of participants believe flexible work options are the most desirable perk and incentives. So, flexible work options can be a hybrid work schedule or even supporting a remote workforce entirely. Either way, most job seekers are looking for new employers that will offer flexible working conditions.

Healthcare benefits

It’s no surprise that more people are more concerned with the healthcare coverage a prospective employer offers. According to LinkedIn’s Workforce Confidence Index, 41% of respondents report that healthcare and benefits are more important than salary. A few years prior to the pandemic, healthcare coverage did not even hit the top five list of things more important than salary. Therefore, to attract the best candidates on the market and keep your current employees satisfied, your company should review your healthcare coverage and ensure it’s competitive. In today’s market, it’s essential to put your employees’ needs first and understand what healthcare benefits they need.

Relocation assistance

Relocation assistance is something that can vary by industry or even from company to company. Some companies simply offer a lump sum of money to assist with the relocation expenses. Other employers have a more detailed relocation package to reimburse new employees. It can be expensive to relocate across the state or even the entire country. So, your candidates will be much more likely to accept your offer if they get some relocation assistance. These relocation reimbursements can include temporary housing, moving company expenses, packing services, home-selling assistance, and additional support. With millions of Americans relocating during the pandemic, you can make your offers more competitive and cast a much larger candidate net if you offer relocation assistance.

You don’t have to go through this alone

These are three perks and incentives that job seekers are looking for in today’s market. The pandemic has shifted job seekers’ priorities, and employers need to follow suit. If you need assistance attracting top talent in today’s competitive market, you are definitely not alone. But that doesn’t mean you have to combat this hiring blunder without enlisting the help of a professional. If you need help sourcing candidates in this competitive labor market, reach out to us today. Our recruiting team here at JSG is ready to help you navigate these challenging times.

Relocating Candidates in the Post-Pandemic Market

Relocating Candidates in the Post-Pandemic Market

In the world of direct-hire staffing, relocating candidates is a common obstacle we all face. For the most part, candidates aren’t eager to relocate, and employers never prefer to relocate candidates if at all possible. Still, relocating candidates is a necessary part of staffing and recruiting. It’s an obstacle all candidates, clients, and recruiters face when building solid teams and workforces. Relocation is nearly inevitable when taking on some job requisites. For example, when recruiting at remote locations or looking for a particular skillset. Relocating candidates is an endeavor I have been very successful in and an area I take pride in my recruiting abilities. Recently I lost one… Not to say I haven’t before, because I definitely have, but it had been a while. I wanted to take a few moments to share why relocating candidates in the post-pandemic labor market is more challenging.

Interviewing and hiring strategies evolved

Throughout the majority of 2020, many of my senior-level positions came to a screeching halt due to the pandemic. As a result, most of my positions requiring a relocation were put on hold or eliminated for the time being as traveling became more complex. As the year progressed and hiring and interviewing practices evolved, these job openings started to come back. But candidates were uncertain about pursuing new opportunities requiring relocation due to the uncertainty of the job market. When working with candidates during this time, companies and recruiters had to be extra vigilant, detail-oriented, and safety-minded in helping to facilitate these relocations. I still successfully filled these job orders, but it became increasingly challenging working with a much smaller talent pool.

Candidates are going fast

With the competitiveness of the job market and one of the most competitive housing markets in decades, we see different obstacles facing relocation opportunities. Companies are hiring across the board, and we are experiencing a massive uptick in hiring with all our clients. Candidates are ready to make a move and are going fast. Many of my candidates are interviewing with multiple companies, creating a great sense of urgency with employers. If your hiring process is too slow, you will surely miss out.

And with a competitive housing market, you have to be three steps ahead to get the right candidate to relocate. While this is a daunting task, one thing remains true: you must be transparent with candidates on all relocation details as soon as you they enter the interviewing process. Your candidates have to understand everything from the housing market, cost of living, schools in the area, moving expenses, onboarding, and countless other details. As long as everyone is on the same page, we at JSG have still successfully relocated candidates in this market.

We can assist with relocating candidates

As I learned early this month, you can’t win them all; however, with the right relocation strategy, recruiting firms like Johnson Search Group can help bring you the right candidate regardless of the current hiring obstacles. Reach out to us today, and let’s work together to solve your hiring dilemmas!

How to Attract and Retain Candidates in Today’s Chaotic Market

How to Attract and Retain Candidates in Today’s Chaotic Market

It’s no secret that COVID-19 has changed the landscape for many organizations over the past year. Throughout the last 18+ months, employers transitioned to a remote workforce, laid off or furloughed staff, and some even were forced to close their doors for good. Now that many areas are beginning to reopen, the job market is hot, people are hiring, and candidates are starting to make career changes.

People are quitting their jobs at record rates

According to JOLTS Report, 4 million quit their jobs in April with a renewed confidence in their career prospects. As the labor market continues to strengthen become competitive again, employed job seekers feel good about pursuing other opportunities. The industries where workers are quitting their jobs at record rates are retail trade; professional and business services; and transportation, warehousing, and utilities.”

Employers are struggling to retain their staff

April showed a record 9.3 million job openings – which means employers will need to work harder to retain their current employees. Employees are beginning to see that they have the upper hand; they continue to have negotiating power while they’re in the process of getting a new job. Also, the best candidates on the market are seeing an increase in counteroffers and retaining bonuses.

Not only are candidates quitting their jobs to go to other companies, but many people have had to become creative to generate income. Side hustles have been on the rise over the last couple of years, with more than 2 million people entering the freelance game in 2020.

What can your team do to attract candidates?

My clients have recently had to become creative in how they attract and retain talent. Retention bonuses, especially within mortgage positions, have increased significantly. Companies are also starting to offer sign-on bonuses to attract new talent.

If you’re having trouble attracting or retaining talent in today’s job market, reach out to me. I’ve helped several of my clients come up with solutions to fill positions and retain their best workers. We talk to candidates all day, every day, asking them the questions of what it would take for them to consider a career change. Partner with us, and let’s work together to create a plan that will help you attract and retain candidates, even in today’s chaotic market.

Hiring In A Post-COVID Market

Hiring In A Post-COVID Market

With the COVID-19 pandemic finally curtailing and economies opening back up, what does hiring look like for you as a company?

It would be easy to say that it looks like it did before the pandemic, but we all know it doesn’t. Hiring looks different for the first time in many years. It was a candidate-driven market when COVID first hit, whereas it is somewhat of a hybrid today. In some areas of the country, there are many more jobs than candidates, and job seekers are in the driver’s seat. However, in many markets, we are seeing the opposite. There are only a handful of jobs and many candidates.

The Current Hiring Market

COVID unemployment benefits are discouraging many job seekers from re-entering the labor force. This has been an issue for many companies and will continue to be so for those hit hardest by the pandemic.

Elsewhere, jobs far outweighed the candidates before COVID, and now the problem has only multiplied. Companies must be willing to cut short-term profits to get the right employees in place to meet their long-term goals. Otherwise, they are essentially the proverbial “dog chasing its tail.” They will never get enough employees to grow to meet goals and forecasts. To accomplish hiring goals, companies must figure out a way to attract candidates. Implement remote hiring, expand PTO offerings or other fun perks like free lunch and snacks.

I am working with a couple of banks currently that are hiring higher-level positions. Those institutions are struggling to find people who are willing to move from the comfort of their current role to an unknown new company. This also requires some fancy footwork to incentivize candidates to make a move. We see some companies opening up jobs to different skill sets and even lowering hiring standards to get someone in the door. However, that is a short-term fix while not truly addressing the problem. How do you get people to want to move to your institution without giving away the farm or lowering our standards too low, thus creating an inferior product/service?

How To Attract These Candidates

The answer to both questions is to find a great recruiting firm to partner with. A stable partner has been through .com bubbles, housing crises, recessions, downturns, chaotic political spectacles, and crazy great hiring times. Johnson Search Group is that firm. We can assist you with finding the best talent for all your jobs. Be it temporary or contract help or permanent, full-time roles, we have you covered. We can help you find the best talent because we are the best search firm for your company.  Contact us today to get started!

4 Ways to Establish A Competitive Compensation

4 Ways to Establish A Competitive Compensation

It’s no secret that compensation is one of the most important factors to consider when looking for a new job. Employers must also ensure that they’re remaining competitive within the market to attract great talent and retain their current employees. Here are four ways employers can establish a competitive compensation in today’s market. 

Understand the market

Whether you’re a candidate searching for a new opportunity or are looking to add staff to your organization, you’ll want to make sure that you understand what the market is paying in your industry. There are websites that offer insights into salaries for certain positions. The Bureau of Labor Statistics or Glassdoor are great tools to use. These sites can help your company determine if your compensation is competitive or missing the mark.

Offering other benefits

Employers can also offer a robust benefits package to attract and retain talent. Additional bonuses, paying for healthcare premiums, 401k match, and remote work flexibility are great ways to stay competitive. Benefits remain an essential factor when candidates are considering a new opportunity. So, if you cannot come up on the salary range, there are other benefits you can offer to remain competitive.

Benchmark salaries

According to Salary.com, benchmarking “is a process by which compensation professionals match internal jobs and their descriptions to similar jobs and descriptions in a salary survey or other source of market pay data, in order to identify the market pay rate for each position.” Benchmarking once a year will ensure that you’re remaining competitive to not only retain your current employees but attracting new talent as well. Your compensation packages may be competitive this year, but regular benchmarking is a safe way to remain competitive.

Understanding the value of the position

My clients are consistently looking for mortgage operations folks to join their team in today’s market because the mortgage market is hot. Companies have had to offer additional incentives, higher salaries, and other benefits to attract these candidates. Since the need is so high, employers need to stand out when looking for a candidate in high demand. Properly valuing workers in high demand is also crucial for your current employees, or they will seek out other opportunities.

Recruiters can help you be competitive

As I’ve mentioned, there are several ways companies can remain competitive in the market when it comes to compensation. A great place to start would be to speak to a recruiter in your industry. We speak to candidates all day long about their compensation requirements, and we’re consistently doing market research on our industries. At JSG, we take the time to understand market trends and the needs of our clients. If you need help to establish a competitive compensation package for your candidates, reach out to us today!

How To Secure Top Talent In Today's Market

How To Secure Top Talent In Today’s Market

How quickly are you able to make an offer to a qualified candidate? If your answer is anything less and just a few days, then you are probably missing out on great talent. A candidate-driven market where candidates have their choice between multiple offers is competitive. It’s not always whoever offers the best benefits package gets the hire. The most desirable candidates are only available for a limited amount of time already. And in the current market, those candidates are getting swooped up particularly fast. But don’t worry, there are ways to snag these qualified candidates. Here’s an easy way to secure top talent in today’s market.

Stop Playing Hard To Get

One way to ensure you end up hiring the best talent is to let a candidate know when you like them. The days of playing “hard to get” are over. Be upfront and honest about your process and intentions and set accurate timeframe expectations. Then, follow through and follow up with whatever expectations you set (or better yet, beat them). Candidates want to work for employers they trust. They value companies that immediately show that they will stay true to their word. It’s important to remember that candidates are interviewing you and your institution just as much as you are interviewing them! When multiple offers come into play, it really can be the small details that make a huge difference. Sticking to your word and treating candidates with respect is a fantastic way to set yourself apart as someone who leads with honesty and integrity right from the get-go.

If you have had any issues with losing out on great talent, whatever the reason may have been, give me a call. Let’s talk about ways we can work together to get the best talent on your team.

Landing and Retaining Talent in A Competitive Market

Landing and Retaining Talent in A Competitive Market

The job market in the mining, manufacturing, heavy industrial fields is as competitive as ever. With our economy opening back up and companies ramping up production, we find ourselves in a very competitive job market. Being able to land and retain talent becomes increasingly more important – people are ready to make a move! So, how can your organization win in this market? Thankfully, I have been able to help companies who need assistance landing and retaining talent in this competitive market.

Why are your employees looking elsewhere?

Most importantly is retaining the talent you currently have. As you know, it is significantly more cost-effective to retain talent rather than hiring and training new employees. There are countless reasons your employees may be looking for new opportunities. The best way to counteract that is to have a talent retention program and listen to your employees’ concerns and needs. While there are countless reasons why your employees may have one foot out the door, here are some of the common responses when I ask them why they are on the market:

  • Lack of upward mobility
  • Below average compensation or benefits program
  • Poor leadership and culture
  • Not a challenging, looking for something new and exciting

While some of these fixes are easier than others, these are the most common reasons I am hearing.

Competing for top talent

With things returning to normal, landing new candidates is becoming incredibly important. Your hiring team must understand that you’re competing for these candidates with other employers; some of these companies may even be your direct competitors. Having an effective, transparent, and streamlined hiring process is an easy way to get candidates onboarded quickly. The longer it takes for you to interview and make an offer to a candidate, the greater the chance of the candidate pursuing other opportunities in the meantime. Like we always say in the recruiting world, “time kills all deals.” Also, having programs in place to provide upward mobility, raises, and career growth can be incredibly attractive to landing prospective employees who want to stick around.

Working with a recruiting agency in a competitive market

As everyone is busy trying to get fully staffed up, working with a recruiting agency that can streamline the process for you can be incredibly effective. If you are not using recruiters and just hoping for the ideal candidate to seek out your organization and apply through your online portal, you will miss out on quality candidates. Letting an agency like Johnson Search Group source these candidates, vet and screen them, and streamline them directly to your hiring team is an efficient way to fill those critical roles. So, reach out to us today, and we are happy to help!

Five Trends That Are Making Hiring Difficult

Five Trends That Are Making Hiring Difficult

As a recruiter, I get a front-row seat to the hiring market. This allows me to gain perspective from both candidates and the hiring companies. Undoubtedly, the landscape has changed. It has been interesting to watch the dynamics between companies and candidates unfold. In recent years, we have discussed that we were experiencing a “candidate-driven market,” but from my viewpoint, that phrase now has a new meaning. Candidates are in the driver’s seat, and here are five trends that are making hiring difficult.

Security

I think every hiring manager and human resource professional can remember looking through resumes in the not-so-distant past and seeing applicants with multiple positions in their work history and only one or two years with each employer. Switching from employer to employer is a strategy often attributed to Millennials looking to gain experience and lucrative opportunities. This strategy was commonly known as job-hopping, but not any longer! Older Millennials (born between 1981 and 1996) are bucking past trends, including postponing marriage, homeownership, and family and diving into all three with gusto. With newfound responsibility – priorities change. This paradigm shift has propelled job security as a top priority. Thus, many of these candidates are reluctant to change, especially if they are happy with their current employer.

No desire to relocate

The past year and a half have been interesting, to say the least. For the first half of 2020, hiring pretty much screeched to a halt as employers and candidates alike tried to understand and navigate the new landscape of the job market. By the second half of the year, people were starting to figure it out. Maybe not seeing the value in the past, companies quickly embraced virtual interviewing, and candidates happily jumped in with them. With interviewing back in full swing and opportunities flowing, one thing stands out: relocation has become a challenge for many organizations. Candidates are digging in their heels and are not wanting to relocate. They have a house, kids in school, and spouses with their own careers; it is a long list, and each factor ties into job security.

Job Title

While for many, security is the priority, there is still a substantial population of candidates looking for perceived prestige and respect in the form of a title. Companies got smart a long time ago and realized that they just need to provide title upgrades to keep good employees. A managerial title often overrode the lust for more money. This tradeoff has backfired a bit. The title “Manager” has become diluted to the employer, but not the employee. These candidates are now wanting to advance in their careers and are very selective about the type of opportunity they will pursue. They do not want to make a lateral move. With so many positions including the word “Manager” out there, getting to the next level is a waiting game. As a result, it has become challenging for employers looking to hire lower-level leadership.

Money

“Show me the money!” was a statement made famous in the movie Jerry Maguire. This statement is true today with candidates. I am seeing a big disconnect between companies and candidates when it comes to money. Some large organizations realized earlier that along with a job title – money can keep employees happy, and with security so crucial for many, it has worked. They don’t call them the “Golden Handcuffs” for nothing. This appetite for larger salaries has caused a disconnect in the market. Smaller organizations who deal in commodities with lower or fluctuating value have a hard time competing for top talent. I am finding that the candidate they want would have to make a lateral financial move to take the position. Throw relocation into the mix, and it is a recipe that falls flat for employers.

Multiple offers

You found that candidate who is in the money and willing to relocate! Congratulations! You get them into the interviewing process. However, due to calendar delays with the hiring team, it has been a month and a half since the candidate first applied. Talent who is willing to relocate, take a lateral move, or miraculously are in your salary range is no longer on the market long. It is almost a guarantee that they have multiple companies vying for them. In today’s market, companies are hurting themselves with long interviewing processes.

There is a fine line between companies taking time to ensure that a candidate is the right fit and acting quickly enough to get them on your team (and off the market). All it takes is one day for that perfect candidate to accept another offer. Companies with an inefficient hiring process will have a tough time filling their positions.

Need help overcoming these hiring trends?

With so many hurdles to overcome, consulting a staffing firm, such as Johnson Search Group, is a smart move. With over 35 years of experience, our team has become trusted partners. We help organizations across North America find those perfect candidates in today’s competitive market. So, give us a call, and let us go to work for you!

Hiring Heats Up Across The U.S.

Hiring Heats Up Across the U.S.

As we edge closer to the summer months, our clients are kicking their hiring efforts into high gear! With candidates receiving multiple competing offers and some industries even experiencing an all-out talent shortage, companies are struggling to hire the talent they need to ramp up production. Today, we’re breaking down our team’s hiring activities in our core industries and discussing the greatest hiring needs across the U.S. 

Maintenance, IT, & Communications In Mining  

As mining and manufacturing companies work to get back to pre-pandemic levels, Maintenance is the largest area of need. We caught up with Mining Team Lead Alex Price, and he shared the following firsthand insights into the hottest areas of mining right now: “Across the board with our mining and industrial clients, we are seeing the continued push for maintenance professionals at all levels. My team and I are actively filling anything from entry-level skilled trades to management-level maintenance professionals. Also, as the mining industry continues to modernize, we are receiving more job orders in the IT and Communications space. Therefore, this new emphasis on efficiency improvements has hiring managers searching high and low for IT and Communication professionals.” 

IT & Digital Expertise in Banking  

Banking Team Lead Krista Portolesi shared some insights into the competitive world of digital banking. “Lately, there has been a significant increase in the demand for IT positions, specifically related to digital banking experience, as a result of the pandemic. Within the last few weeks, I have had two product-related positions, specifically dealing with oversight over multi-channel projects as it relates to digital banking and consumer experience. In fact, according to the Financial Brand, ‘almost 80% of respondents to their survey of top financial institutions stated that Covid-19 uncovered shortcomings in their institution’s digital capabilities. In most cases, these challenges were attributed to legacy infrastructure and data fragmentation.’” As a result, hiring in these areas has spiked significantly.  

Finance in Healthcare  

It’s no surprise that healthcare institutions are juggling a lot right now. And according to Healthcare Recruiter Stephanie Brown, one of the most extensive areas of need is the financial sector. “Financials in healthcare are booming because they are looking quite a bit different in 2021 and moving forward. The increasing demand for skilled Revenue Cycle candidates is crazy all across the board! Hospitals need to be on top of their profits right now and are looking for new talent to accomplish that. Additionally, they are hiring now, searching for new ways of sourcing talent quickly. Collaborative leaders are what my clients are requesting, that’s for sure.”  

We are ready to work for you 

So, these are just a few of our specialized industries that are competing for top talent right now. If you find your team struggling to hire the talent you need, contact us today! Or, if you are a candidate ready to take the next step in your career, join our Talent Network to be alerted to new opportunities in your location and area of expertise.