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.

What Record-Breaking Quit Rates Mean For Your Hiring Strategy

What Record-Breaking Quit Rates Mean For Your Hiring Strategy

Following another record-breaking month for quit rates, many employers are left scratching their heads. The Bureau of Labor Statistics reported that 3% of Americans quit their jobs in September. Meanwhile, job openings decreased ever-so-slightly to 10.4 million. So, what does this mean for your hiring strategy? You have two goals: retain the talent you already have, and hire the talent you need. Here’s how you can combat the record-breaking quit rates with a winning hiring strategy.

Focus On Pay And Benefits

Your competitors are just as desperate for talent as you are, and they are willing to pay for it. As they increase salaries and offer more enticing benefits packages, workers are lured in. As we head into 2022, take a look at your budget. Move things around to focus on pay and benefits. Pay current employees what they’re worth, and make candidates your best offer right off the bat. As a result, you will see an increase in your retention rates and hiring success.

Consider COVID

A major contributing factor to the rising quit rate is the spike in delta-variant COVID cases, leading to employee childcare and safety challenges. Employers who make schedule flexibility, remote work options, and increased safety protocols a priority will win out over their competition. To retain your current team, check in with them often regarding their needs. Ask questions about mental health, physical health, and any obstacles that they are facing. We are still very much entrenched in “unprecedented times,” and little check-ins will go a long way with your current employees.

Hire Quickly

In this market, candidates are juggling multiple offers at once. As a result, you need to be prepared to hire quickly. Don’t shy away from extending an offer during an interview (even if it’s over video or the phone!) Candidates will not be on the market long, so if you find someone you like, don’t wait!

Add The Human Element Back To Your Hiring Strategy

Right now, during “The Great Resignation,” people are just looking for an employer that treats them like people. As simplistic as that sounds, it’s the heart of a great employer. Partner with a recruiter like Johnson Search Group, and we’ll put the human element into your hiring strategy, so you can focus on cultivating a great team.

3 Ways to Combat the Great Resignation

3 Ways to Combat the Great Resignation

With the end of the year quickly approaching, many job seekers are taking advantage of the plethora of job openings and looking to make a move. If you are searching for a new job, the world is your oyster! Now is an excellent time to reshape your career by moving to a new industry or securing a pay bump. However, if you are a hiring manager, you are probably at your wit’s end. From making counteroffers to completely redesigning office spaces, companies are going all out to lure new candidates. But are these drastic measures enough to be competitive in today’s wild labor market? Here are a few steps you can take to combat the Great Resignation.

Streamline your hiring process

It’s a candidate-driven market, and that means job seekers are in the driver’s seat. The best candidates on the market will not wait around while you drag your feet. In today’s market, candidates have several opportunities in play and are entertaining multiple offers. If your hiring process is lagging, the candidates you think are on the hook will flop off at the last second. To combat this, you must simplify your hiring process. Take a 1,000-foot view of your process and eliminate any unnecessary steps. Can you forgo an onsite interview for a video call? Are there parts of your application process that are redundant and making people fall off? Put yourself in the candidates’ shoes and see what your team can do to improve the experience of your process.

Create competitive offers

Another easy way to combat the Great Resignation is by presenting your candidates with competitive offers. Since the best job seekers have multiple things in play, now is not the time to lowball your candidates. If you want to onboard them before another employer snatches them up, build a competitive offer from the very beginning. To beat the competition, you must meet (or exceed) your candidate’s compensation expectations. Also, it’s essential to review your team’s current compensation packages and ensure they are up to par. If you notice a spike in resignations, it may be time to overhaul your salary and benefits packages to avoid costly turnovers.

Focus on career development

During the pandemic, many people reevaluated their career goals and took the plunge to shift directions. It’s impossible to retain every employee after such a life-shattering event. Still, your team can take steps to help employees make lateral moves to satisfy their new career ambitions. Whether that’s employees switching to another department or tackling additional responsibilities, it’s imperative to support these transitions.

Your team can also offer training and other resources to help your employees hone new skills. Supporting new training programs will make your employees feel valued while helping them develop valuable skill sets. Investing in your current employees is one of the best ways to combat the great resignation and attract new employees in a competitive labor market.

Want to be a little more proactive?

The best offense is a great defense in this tight labor market. If your team is ready to tackle the Great Resignation head-on, partner with a recruiting firm! Whether it’s a temporary staffing need or a critical direct-hire role, JSG can help your company find the talent you need. Reach out to us today to learn more about how we can be your best ally in this market.

Employers Are Getting Creative to Attract Candidates

Employers Are Getting Creative to Attract Candidates

It’s no surprise that companies across the globe are struggling to attract (and retain) talent. Candidates are backing out of job offers days before their start date, while others fail to show up without so much as a word. As a result, employers are getting creative to attract candidates in this tight labor market.

Employers are offering plush amenities to lure talent back to the office

Companies are rethinking the designs of their office space to make it more attractive to improve retention rates and attract new candidates. Some employers are going all out, including offering fancy lounges, coffee shops, state-of-the-art ventilation systems, and cafeterias with free food. These companies are pulling out the red carpet in hopes of making the office so nice that there are no excuses not to show up. However, are these fancy amenities enough to interest workers to return to the office or attract new talent? Some are arguing this is no different from the stereotypes that Millennial-aged workers want foosball tables and happy hours; in reality, they care more about fair compensation, healthy company culture, and employers who listen to their employees.

Time will tell if this creative office redesign helps attract candidates in this tight market.

Overhauling PTO policies

With more people working from home than ever before, workers aren’t using their sick days the same way. For most, sick days are utilized when you’re feeling unwell and to prevent the spreading of illnesses to your co-workers. But with remote work the new norm for many workers, people can continue to work while feeling under the weather. However, this is causing more employees to experience burnout and longer recovery times as workers fail to use their sick time to rest. This leads to “presenteeism” — showing up for work when you’re not feeling up to it and not doing your best job.

To combat this epidemic, more companies are overhauling their time off policies. Instead of vacation days and sick time, companies are offering PTO policies where employees have a “bucket” of paid time off they can use as they please. JSG recently made this transition to better suit our employees in the post-pandemic market, and it’s getting excellent feedback. But overhauling your PTO policies isn’t enough. Your leadership teams must encourage your staff to use this time. This transition will not benefit your staff if they don’t feel comfortable using the time off that they have earned.

Partnering with a staffing professional

New office designs and PTO restructuring may help you attract candidates in this competitive market. But if you are looking to make an immediate impact on your hiring strategy, try partnering with a recruiting professional. Firms like Johnson Search Group have a vast talent pipeline with passive candidates ready to make a career move. We ensure the candidates we represent fit your culture, your community, and the role. Our extensive vetting process ensures your new hires will show up on the first day and be ready to make an impact on your organization. Are you ready to get the talent you have been searching hard to attract? Reach out to our recruiting team today!

Should You Make A Counteroffer After An Employee Resignation?

Should You Make A Counteroffer After An Employee Resignation?

We keep hearing about the Great Resignation, where employees are flocking in droves to new opportunities, resulting in businesses losing staff in record numbers. Some of these employees are looking for something new in the wake of the pandemic. Others have been passively searching for months and now feel confident enough to pull the trigger. So, as more employees announce their resignations, it can be tempting to counteroffer to hold onto your valued staff members. However, is this the best solution to your staffing crisis?

Counteroffers can be a quick fix

There can be a slew of reasons why your staff members are looking for greener pastures, but more often than not, money is at the root of it. Sometimes the easiest way to get a raise is to make a career transition, especially in today’s candidate-driven market. Employers desperate for talent are offering highly competitive compensation plans to entice job seekers to make a move. So, when one of your top employees turns in their resignation letter, a counteroffer may seem like your best method of attack. A counteroffer can help retain talent during a time when it’s challenging to attract new employees. Also, it eliminates the expensive costs and time required to recruit new candidates.

However, presenting a counteroffer is often only a quick fix and can generate other issues for your company.

The problems with countering a resignation

Counteroffering when an employee tries to resign can be like putting a bandage on a flesh wound. It might keep this employee happy and engaged for a bit, but how long until they start looking again? Can you ever fully trust them and have faith that they are committed to the team? The extra money or benefits might entice them to stay for a time, but the reasons they started looking in the first place will likely resurface.

Additionally, counteroffering with a pay bump can cause a ripple effect with the rest of your staff. If someone gets wind that another employee got a pay raise because they tried to move on, they will likely take the same route. As more employees approach you seeking a raise, you will have to continue to hand out more money, which makes this counteroffer more expensive than you initially thought. This slippery slope will only increase your pay disparity throughout your organization and contribute to pay inequality amongst your staff.

Defense is the best offense

The more efficient way to avoid this predicament is to create a strong defense. Instead of acting reactively, it’s time to be more proactive. Offer your team competitive salaries, benefits, and room for growth. Check in with your employees often and ask them for feedback, which will foster a more attractive employee experience and culture. Also, offering flexibility, healthy work-life balances, and encouraging your staff to come forward with suggestions will improve your employee retention and help you attract even more talent.

how to overcome the spooky hiring market in Q4

How To Overcome The Spooky Hiring Market In Q4

There’s no denying that the hiring market for the past two years has been a rollercoaster. And according to recent surveys, hiring is projected to be at an all-time high during the 4th quarter of 2021. In addition to the usual retail hiring fervor surrounding the holiday season, white-collar and blue-collar jobs also anticipate payroll growth. These include information (+62%), financial services (+56%), construction (+56%), and professional and business services (+54%). As a result, hiring will continue to be ultra-competitive. However, you shouldn’t let that spook you. It’s a great time to hire in preparation for 2022. Here are a few strategies you can deploy to overcome the spooky hiring market in Q4.

Revive Your Job Description Spells

If you’ve been using the same spellbook for job descriptions for centuries (or even just a few months), it’s time to switch it up! Bring your job descriptions back to life by going back to the basics. Include your absolute candidate must-haves and a high-level overview of the job. Then, sprinkle in some reasons why your company is a great place to work. Finally, to make the ultimate impact, note the salary range for the position. This comprehensive version of a job description will save time for both you and applicants.

Avoid Ghosting Candidates

In a competitive hiring market, every applicant is valuable. In the final quarter of the year, you can expect that applicants will be entertaining multiple offers at once. Thus, it’s important to maintain good relationships throughout the hiring process. Now is the time to establish a communication plan for candidates who have applied, interviewed, and had offers made. It will be advantageous to have a backup candidate (and a backup for the backup!)

Never Trick Or Treat (For Candidates) Alone

You were probably told never to trick or treat alone while hunting for candy when you were younger. Well, the same applies to the candidate hunt. You’re more likely to snag top-quality candidates when you partner with a hiring expert. Just think of us as the older kid who knows where all king-size candy bar houses are. Our proprietary network is filled with passive candidates just waiting to be connected with a great company like yours.

If you’re ready to overcome your fears and take on the hiring market in Q4, it’s a perfect time. Contact JSG today to discuss how we can work hand-in-hand to secure the talent you need before the new year.

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How to Build a Successful Hybrid Workplace

How to Build a Successful Hybrid Workplace

After the initial shockwave generated by the pandemic, many companies are going hybrid – a mix of working from home and working from the office. This concept is new for many employers, and companies are scratching their heads on the best route to provide a healthy employee experience. Here are some tips to help build a successful hybrid workplace for your team and foster an attractive company culture.

Empower your employees (and listen!)

Every company’s hybrid workplace situation will look different depending on your team, location, industry, and many other factors. Some initiatives will work well, while others may crash and burn. Supporting a hybrid team will take some experimenting, and most importantly, communication. Communicate with your team often and empower them to provide feedback. What works for one team member may not work for another. It will take lots of discussions, tweaking, and testing to find a good balance for your hybrid workplace.

Review your company policies

As your company starts to shape your hybrid workplace, now is the time to review your company policies. Your pre-pandemic policies may not be suitable for your employees’ needs today, and it’s essential to review them and update them accordingly. A big policy update is likely your PTO structure. Many companies are using the pandemic to review their PTO policies and make them more appropriate for today’s needs. Other things to look at are safety protocols, mental health check-ins, and increased flexibility. These policy changes will keep your employees happy and help attract new job seekers during this competitive market.

Give team what they can’t get at home

When building your hybrid workplace, it’s important to understand that you must provide your employees what they cannot get at home. LinkedIn’s Brett Hautop, VP of Workplace, described this well when he said, “Many people don’t want to feel like they’re leaving the house just to go sit at another desk.” What is the point of bringing people into the office? What advantages can the office deliver to your employees that they can’t get in the comfort of their homes? For most, this is in-person collaboration. Some companies, like LinkedIn, are redesigning their workplaces to offer more collaborative environments – something most employees can’t get at home. As a result, they are removing desks and repurposing furniture to build spaces better suited for a hybrid environment.

This is just an example of what your team can do to foster collaboration while physically in the office. The whole point of a hybrid schedule should be giving your employees the best of both words and capitalizing on what they can do well at home and what is better suited for the office.

What Employees Want in A Hybrid Work Environment

What Employees Want in A Hybrid Work Environment

Today, we face a completely different work culture than what we are usually used to due to the COVID-19 pandemic. One of these work culture shifts includes having the option at some places to work from home or in a hybrid environment. 46% of employees are likely to make a career transition to find an opportunity that supports remote work. To combat this, more employers are cultivating a hybrid work environment. Because of this trend, it is essential to understand how to successfully implement a hybrid workforce to keep your employees engaged and productive. Here are three things employees want in their hybrid work environment as we continue to navigate the evolution of work cultures. 

Having Trust

Regardless of your work environment or industry, there must be a significant amount of trust between your staff and management. However, having faith in your employees plays an even more substantial role in a hybrid work environment. Thus, leadership teams will have to embrace flexibility with their employees. Not everyone’s working situation will be identical; some of your staff will be working different hours or be coming and going from the office. As a result, it’s easy to micromanage your team to ensure everyone is getting their work done. Micromanagement is one of the biggest turnoffs for hybrid workers and can ultimately lead to burnout. Instead of breathing down the necks of your staff, managers can outline goals and expectations so everyone is on the same page.

Addressing Remote Work Challenges

When transitioning to a hybrid work environment, many employees fear missing out on things around the office. Work from home FOMO is challenging to overcome, but it’s essential to take the time to understand some of these challenges and develop strategies to resolve them. One of these challenges is your staff feeling isolated. Many employees will miss out on in-person interactions, contributing to your team not feeling engaged with their jobs. Employers can organize remote social interaction to help their employees feel engaged and connected when working hybrid schedules to combat this. These events can take various forms, such as virtual happy hour, team trivia, or friendly competitions.

Open Communication

To ensure your hybrid work environment is thriving for all parties, you must have open and honest communication. These conversations will stem down from your leadership team. 45% of remote workers feel disconnected from their employer because of a lack of communication. Your leadership team must have open communication with your staff (and do it often!). Your company can send out newsletters to keep your staff up to date on company changes, regular check-ins, and opportunities for your employees to provide feedback. Hybrid working environments are new to the majority of employers. Therefore, your company should be implementing changes regularly to make them more productive and healthier for your staff.

Need more help navigating this labor market?

Those are three ways your team can provide a more attractive hybrid working environment for your employees. At JSG, we understand that hybrid working is becoming a staple for employers across the world. If your team is looking for more ways to attract and retain your staff during this difficult time, take a look at our blog! We have tons of resources to help your team offer a better atmosphere for your employees in this competitive market.

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!

Or if you are struggling to attract candidates that won’t jump ship, it may be time to consult a recruiter. Our recruiters will work with your hiring team to identify candidates that will be a strong fit for both the role and your company culture. If you want to learn more about partnering with JSG, reach out to us today!

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!