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.


price of talent acquisition

Is the Price of Talent Acquisition Increasing?

Have you or your department ever taken a few moments to understand the costs of your talent acquisition efforts? It may be more than you think. And those costs are likely going to increase in 2020. But where do you start analyzing these costs to see how much you’re spending to secure the talent your team needs to keep production running smoothly? Let’s take a closer look at the price of talent acquisition in 2020.

How to calculate the price of talent acquisition

Does your team truly understand the cost per hire? There are dozens of internal and external expenses that contribute to your talent acquisition efforts. In this tight talent market, it is becoming increasingly more difficult (and expensive) to hire top talent. Here are just a few of the many expenses your organization is paying to hire talent:

  • Numerous job boards (Glassdoor, LinkedIn, Indeed, CareerBuilder, just to name a few)
  • Paid social media advertisements
  • Application tracking system/database
  • The salary and time of your internal recruiting staff

This is not a comprehensive list of costs of talent acquisition. If you sit down and think about all the tools, resources, and manpower of your recruiting efforts, the costs really start to add up. In some industries, talent acquisition expenses are even higher due to the nature of today’s tight talent pool. For example, due to today’s tight labor market, many employers are struggling to fill skilled labor positions such as electricians and EHS positions. As a result, we sometimes hear that employers have these types of positions open for months!

These costs don’t even include your costs associated with production losses, paying overtime for other employees to pick up the slack, and even worse, turnover from overworked employees. In other words, hiring is becoming very expensive, and it may be time to partner with a recruiting firm to fill your roles quicker with an overall cheaper cost per hire.

Competition is heating up

The costs mentioned above are just typical talent acquisition costs. With a half-century low unemployment rate, employers must offer more competitive compensation packages to attract the best candidates. It’s a candidate-driven market, and job seekers are demanding more; they want higher salaries, better benefits, and even bonuses are just a few of the additional acquisition costs employers are facing. Over the last 12 months, average hourly wages have increased by 2.9 percent, showing steady growth throughout 2019. To be competitive when it comes to your hiring efforts, you must come in with strong offers, or your candidates will likely move onto other opportunities.

How to overcome these costs

There are several simple ways employers can overcome these growing talent acquisition costs. To start, are you or have you considered utilizing contractors? Hiring contractors is an efficient way to secure talent that your team needs fast! The onboarding time is typically quicker, the cost for employment is usually cheaper, and you will face fewer production shortfalls, saving your team time and money. There are fewer risks and costs with utilizing contract workers, and if they don’t fit the needs of your organization, you don’t need to extend their contract. But if they are an excellent fit for your team, you can bring them on board as a full-time employee. It’s a win-win!

Secondly, you can utilize a recruiting firm, like Johnson Search Group, to help you fill your critical roles quickly. We will work with you to understand your hiring needs and present you with candidates that are a perfect match for your organization. So, what are you waiting for? Let’s have a conversation today and see how Johnson Search Group can help your team save money while securing the talent you need.

contract staffing

Contract Staffing: The Benefits for Employers and Job Seekers

2019 was very much a candidate-driven market, and it’s no surprise that this remains true as we enter the new year. The unemployment rate is the lowest it’s been in 50 years, there are more job openings than there are people to fill them and, if you’re like most hiring managers today, you’ve felt the frustration and stress this can add to the workplace. While permanent, full-time roles are a majority of the job openings today, contract staffing can bring so many benefits to both job seekers and your teams. Here are some of those benefits and how your organization can capitalize on them in 2020.

Benefits to the client

Quick hiring process

If you’re looking to fill a position immediately, contract staffing is the way to go! Time to fill ratios for these positions is substantially lower than permanent roles. According to HireVue, the average time to fill a permanent position is 42 days. This is a huge problem because candidates are only on the job market for 17 days, so chances are you’re missing out on great talent!

“Try before you buy”

Hiring a contract worker is a great way to ensure the candidate has the right skill-set and fits well with your company culture. If the candidate isn’t working out, you can end the contract, or if they’re a great asset to the team, you can convert them into a permanent employee!

Cheaper than hiring a full-time employee (FTE)

As most employers are aware, employees are the most expensive asset to organizations with the highest risk. By hiring a contract worker, you reduce your costs associated with vacant positions, as well as the costs related to onboarding a permanent, full-time employee.

Staffing flexibility for projects and overflow

Hiring a contractor for a short-term project is a great way to get the work you need to be accomplished while not having to worry about headcount once the project is over. If you need workers with a unique skill-set or knowledge, this is a great way to tap that resource without having to invest in a full-time hire.

Benefits to the contractor

Contract workers can be a tremendous asset for your organization; however, contract assignments also benefit you as a job seeker. Here are a few reasons why a contract assignment is attractive to job seekers as well.

Quick hiring process

Yes, this is also a benefit to the temp employee. If you need a job immediately, contract positions are the way to go. You can typically start working as soon as you complete all necessary onboarding procedures. Essentially, you get to jump right into your next opportunity!

Try something new

This is an excellent way for a worker to see if the organization is a fit for them. In my experience, if candidates go in and do a great job for the organization they’re working for, they’ll often keep them on-board and convert them into FTE.

Adds diversity to your skill-set

Permanent positions, while great for the long-term, can hinder skill-set if you’re not continually taking on new challenges or responsibilities. Contract jobs are a great way to expand your skill-set and get exposure to other areas in the workforce. These skills can be great resume boosters and help make you a more valuable employee in the future.

Fills your income gap while searching for FT position

A contract job is a great way to earn income while you search for a full-time job. Searching for a full-time position can be a daunting task and usually takes much longer to get through the interviewing and onboarding process.

Want to discuss the possibility of contract staffing?

This isn’t an all-inclusive list for all of the benefits contract jobs have to offer. If you’re currently in need of a contract employee, contract job, or just would like to discuss the additional benefits of contract staffing, I can help! I have added contract employees to numerous banks and credit unions in the Pacific Northwest; I would love the opportunity to partner with more organizations and make an impact in 2020.

Mining and Heavy Industrial

2019 Recap: Mining and Heavy Industrial Recruiting Trends

We had another record-breaking year at Johnson Search Group in 2019, and we are excited to continue to help our clients fill their critical positions in 2020. When planning for the new year, I was reflecting on 2019 and noticed some common trends in the Mining and Heavy Industrial Industry: the tight job market, the gap in skilled trades, and the most popular jobs. These are popular trends from 2019 that I experienced and believe will continue to be prevalent in 2020.

Job Market

The unemployment rate staying under four percent throughout 2019 created a very tight and competitive job market. This directly affects companies and how they must go about landing top talent. Most candidates are not on the job market for long, and companies needed to adjust their hiring process to get the candidates they desire successfully.

This also results in candidates having the ability to be pickier when selecting the opportunities they pursue. Moreover, candidates can also demand more cards when negotiating their compensations and other benefits.

The skilled trade gap

This trend is probably the one that affected my recruiting efforts the most in 2019. So much so that I wrote a blog about this particular topic last August. Every client I work with has come to me in need of maintenance technicians, millwrights, mechanics, welders, etc. These are some of the hardest working and dedicated people I have had the pleasure to work with, and I was fortunate enough to provide new opportunities for a significant number of them last year. The hard part is, with the how in demand these skilled trade candidates are, you won’t find them unemployed. As an employer in need of these highly skilled professionals, you must be willing to provide better compensation and benefits to get them to move.

Most wanted mining and heavy industrial jobs

Throughout last year, many roles were in high demand all year long; however, there were three positions in Mining and Heavy Industrial Manufacturing that were hotter than the rest for my clients. EHS positions, Process Engineers, and I&E professionals were by far the most wanted candidates in 2019. And guess what? In the first two weeks of 2020, I am working on all three of these roles! I don’t see the demand for these positions slowing down in 2020. And with the push for Six Sigma and continuous improvement, I can see myself recruiting on Process Engineers all year long. And I can’t complain, I love filling these roles and working with that specific workforce.

Let’s work together to navigate today’s tight market

2019 was personally my most successful year, and I am looking forward to taking this momentum into the new year. If you are currently struggling to find the talent to help grow your organization or boost production, please get in contact with me ASAP so we can discuss working together.

improve your hiring process

Improve Your Hiring Process: Time Comes with A Price Tag

I couldn’t even imagine sitting in an office trying to juggle a million other tasks as a human resource manager or hiring manager, all while recruiting on critical roles at the same time. Recruiting takes time, lots of time, and pockets full of patience. It is certainly not an easy job, nor for those of the ‘faint of heart.’ The resumes, the people, the falling, and most of all, the getting back up.

Here at Johnson Search Group, we care about both our clients and candidates. Finding that perfect fit for you and your team is at the forefront of our mind as many of the positions we fill are critical to our clients. These roles, if left unfilled, often cost our clients a great deal of money. And besides the cost of vacancies, your current employees are probably working longer hours during the holiday season, and thus, are spending valuable time away from their loved ones.

Cost of vacancies can start to add up

This is why partnering with a recruiter makes sense. In the long run, it’s actually easier on the pocketbook, and I feel confident in saying that it’s better for your brain too. Let us handle the heavy lifting for you so you can focus on your normal day-to-day job responsibilities. We understand that you’re busy, so let’s team up to find the right people for your open positions. The sooner we get those vacant positions filled, the faster you can get your production back on track.

Let us save you time, money, and provide you with peace of mind. However, be aware that when we submit a candidate that is actively on the job market, you must quickly engage before some else does, and you miss out on a stellar candidate.

You have to improve your hiring process

Qualified candidates know their value. I was recently working with a candidate with a strong background in professional facilities management. I submitted them to one of my clients for a Facilities Director position, but he was also interviewing with several other organizations. My client took their time (a couple of weeks) to extend an invitation for an interview. Once they finally decided to pull the trigger and bring them onsite, my candidate declined because they already accepted another position. They even told me, “I had to move forward. I knew it wouldn’t take long for me to land something, and you have to admit, they didn’t move very fast for someone with my background.”

This is a very true statement. We have a saying in our industry: “time kills all deals.” So, for the sake of your team and budget, act fast before someone else picks up your perfect fit!

Partner with a recruiter

So please give me, Stephanie Brown a call to fill your critical roles by the end of the year. At Johnson Search Group, we pride ourselves on our clear, efficient communication with both our clients and candidates. We can partner together to get the people you and your team need so you can move into 2020 with a peace of mind. We’ll even help you find ways to help improve your hiring process. Even if you are working with a few different agencies, add Johnson Search Group to your list and watch as the qualified candidates flow into your organization. Let’s have a conversation today!

onboarding process

How To Streamline Your Onboarding Process

In today’s tight labor market, qualified candidates are often juggling multiple offers. And even the smallest things can end up being deal-breakers when it comes to securing the talent you need. This is why it’s so important to have a streamlined onboarding process! Here are a few things you can do to ensure your onboarding process is smooth, and your new employees can make an immediate impact on your team.

Get Started As Soon As Possible

As soon as you present an offer letter to a candidate, your onboarding process should begin. Have your new employee complete any necessary paperwork or complete any tests as quickly as possible. Procedures such as background checks and drug tests can take some time, so it’s essential to prioritize them. The sooner the onboarding process begins, the sooner your newest team member is cleared to start.

Set A Start Date

Get a start date set in stone with your new team member first thing! If they are currently employed, assist them with giving their notice. And be sure to follow up afterward to make sure everything went smoothly! When you set a firm start date, it makes it easier for both you and your new employee to commit to that date.

Keep Open Communication

On that note, maintain communication with any new employees before, during, and after their start date. The more information they have, the better. The last thing you want is for them to accept your offer and then feel left alone on an island! Once they’ve started, establish a check-in timeline. Be sure to check-in with your employees after their first day to answer any questions, and every-so-often after that just to see how things are going!

If you follow these guidelines for a streamlined onboarding process, you’ll ensure a smooth transition for your new employees. They’ll feel welcome and motivated to take your team to the next level. Are you feeling behind in your recruiting and onboarding process? Contact us for more information on how we can help!

choose between great candidates

How to Choose Between Great Candidates

With a quit rate of 2.3 percent, you may be receiving several great candidates for your roles. On the flip side, they’ll also be receiving multiple offers, so it’s essential that you hire quickly. But if you have two (or more) great candidates, how do you choose which one will be the next member of your team? Here are a few tips on how to choose between great candidates.

Consider the Future

When comparing candidate qualifications, it can be challenging to determine who would be a better fit. While one candidate may be strong in one area, the other may be strong in another. So instead of comparing apples to oranges, think about the future of your company and department. Envision how you want this role to evolve over time and contribute to long-term company goals. Does one candidate have skills that will be a better fit for future needs?

Compare Culture Fit

Culture fit is a huge component of hiring these days. When trying to decide who you should hire, try to picture how they will fit in with your entire team. Do they have a similar working style to other team members? Are their goals aligned with your company’s vision and mission? And if all else fails, are they someone you and your other team members would enjoy spending time around? Sometimes, these traits are significantly more valuable than minute differences in hard skills when trying to choose between two qualified candidates.

Discuss the Offer

One of the great things about working with Johnson Search Group to hire your next team member is that we close our candidates at every stage. So when you extend an offer to one of our candidates, you can rest assured that they will most likely accept! If you’re navigating the recruiting process on your own, don’t be afraid to ask your candidates questions to assess their commitment to the potential of working with your organization. For example, “Is there anything holding you back from accepting an offer from us if we were to extend one?” Getting answers like this from your candidates will help you understand which one is the right fit for your team.

Relocating

Why You Should Consider Relocating Candidates

Many employers are finding themselves falling victim to the skills shortage. According to the  U.S. Department of Labor, 75% of surveyed employers reported a shortage of skilled workers. If your company is struggling to hire the talent your team needs, we urge you to consider offering relocation benefits. Here are three reasons why relocating qualified candidates could be the right solution for your company’s hiring needs.

Relocation Increases Your Talent Pool

With the talent market as tight as it is, it can be challenging to find qualified candidates in your local market. By opening up your recruiting efforts, the world becomes your oyster! You can find candidates with just the right mix of experiences and skills. Candidates from other locations will also bring expertise from a wider variety of competitors, bringing fresh and new ideas to your team.

People Are Willing To Move

According to data from the Census Bureau, more than 35 million people move in the U.S. every year, and about 20% of those people move to further their careers. Millennials are particularly prone to relocation and are 50% more likely to move for a new job than non-millennials. And people are willing to move to all sorts of different locations. You would be surprised at the number of candidates we talk to that are looking for a change of scenery; whether that’s to a more rural location, a bustling city, or a cozy suburb.

Relocating Helps Your Local Community

Bringing new people to your community is a massive boost to your local economy. New candidates often need a place to live, a school for their kids, and a place for their spouse to work. They also bring an influx of cash, which goes to supporting your local businesses. Many of the job seekers we speak to our looking to move to a new community that they can make an impact on. Sometimes, your community can be your biggest selling feature you can use to attract candidates that you simply cannot find locally.

Need assistance in formulating a relocation recruiting strategy? Our recruiting team here at Johnson Search Group is ready to go to work for you and your team. We have coordinated relocations for thousands of candidates and are passionate about bringing you the talent you need. Contact us for more information!

Candidate-Driven Market

A Survival Kit for Hiring in this Candidate-Driven Market

Yes, by all measurements, it’s a candidate-driven market. With 7.1 million job openings and 3.5 million voluntary quits, candidates know they can be more selective than ever deciding where they want to work. As a result, hiring managers out there are feeling the pain. It can be challenging enough just to find the right person with the required skill set that will fit in well with the team, but then to lose out to a competitor’s offer or counter offer is extremely frustrating! But not all hope is lost. Whereas you can’t change the market, you absolutely can increase your chances of landing the top talent.

Tighten up your hiring process

Remember that time kills all deals, so if you’re looking to hire, get serious about it. If you see a candidate you’re interested in, take action immediately. Make sure everybody that needs to be involved fully understands the importance of moving swiftly and make the initial contact asap. Simplify your interviewing process and use technologies like Skype and FaceTime to eliminate delays due to availability.

Ask the right questions

In addition to skillsets, education, and experience, knowing what the candidate is looking for in their next career move is equally important. Thus, take the time in your initial conversation to find out what they’re looking for. It could be something related to the company, the position in question, or the community. Whatever it is, if your company can offer those things, make sure to take the opportunity to sell it.

Work with an industry-specific recruiter

Traditional recruiting methods will net you the same candidates every other company has access to. Expand your net and tap into a pool of candidates you didn’t even know were out there. We’re in the market every day, talking with candidates, getting referrals, building relationships, and promoting opportunities with great companies. We have a large number of passively looking candidates that are not visiting websites looking for opportunities and not on LinkedIn. Instead, they trust us exclusively to find them an incredible opportunity with a fabulous company. Reach out to us today to better navigate this candidate-driven market.

Johnson Search Group

Johnson Search Group: We’re More Than Just Recruiters

When you choose to work with Johnson Search Group, you’re not just hiring a recruiter; you’re hiring someone who cares and lives with passion and purpose. I can promise you that our entire team genuinely cares about each other, life in general, our clients and candidates, and most importantly, we have fun!

Here at Johnson Search Group, I believe everyone in my office is doing something they truly enjoy doing, and isn’t that the key to life? When hiring any one of us, you are going to get the best. You are going to get that smile over the phone and someone that genuinely cares about our clients and candidates. Recruiting, of course, is not for the faint of heart as it is like riding a roller coaster every day; the ups and downs, the free fall, and the waiting are the hardest parts.

My passion is Kansas

I am passionate about the healthcare industry, so that is why I am here. It’s not just a job; it’s my career, my focus, and to love what you do is a pretty cool thing. I specialize in recruiting in rural health in Kansas and helping with the critical needs of my clients. A hospital cannot afford to sit on an open position for months, as it ends up costing them way more money in the long run than when they simply hire me to help.

When you partner with a recruiter from Johnson Search Group, you are not only going to get great candidates in a short period of time, but you are going to get resumes from people ready to make their next move, which will save you TIME! Time is the most important gift you have in this life, and we all believe in using it wisely. So please rest assured, we shall not waste any of your precious time nor ours or our candidates’. We are also fully skilled and trained in the industry we specialize in, which means we are great at wading knee-deep through an inbox full of 104 resumes to find the most qualified so that you don’t have to. That translates to you having more time to run your facility efficiently.

Back to the basics

For me, I honestly smile when I pull a candidate out of metro Kansas and talk to them about the joys of “slowing it down” and moving into more rural areas throughout Kansas. I seek out those who connect over simplicity, “zest for life,” and perhaps a little “all those who wander are not lost,” connectivity. These are the candidates I love to introduce the joys of rural health to. Whatever it is, there is joy in the rolling hills, open space, and the sound of the wind. Peace of mind is worth all the money in the world, and we help people find it. Some would say we are bringing back sanity to this world.

Please rest assured that when you call me, Stephanie Brown, I will fill your positions with the most qualified people in the industry and get them excited to join your team before their resume ever hits your desk! Wouldn’t you like to have some time to enjoy your work and keep your team happy? Just remember when hiring one of us over here at Johnson Search Group, you are getting more than just a recruiter with money symbols in their eyes. You’re getting a pretty neat person on the other end that cares about you and your organization, and perhaps, a new friend in the bargain!

Why Should You Work With A Recruiter

Why Should You Work With A Recruiter?

If you are a human resources professional or a hiring manager, you probably get calls from recruiters regularly. Some of you may have used them in the past, while others have never even considered partnering with a recruiting firm to fill your critical positions. And if you fall in the latter of the two groups, have you ever taken a moment to ask yourself, “why should I work with a recruiter?” Well, if that’s you, here are a few reasons why you should consider partnering with a recruiter in today’s tight job market.

You probably don’t have enough time to recruit

If you are like most of the organizations we speak with, you are juggling a handful of open positions. Some of our clients have dozens of open positions, and thus, just don’t have enough hours in the day to recruit. We get it! If you’re in human resources, hiring is probably not your only (or even most important) task. And if you’re a hiring manager, you have your own job to worry about and cannot spend all day sifting through resumes.

If this sounds like your department, give a recruiting firm, like Johnson Search Group, a call. We will do the heavy lifting for you, so you don’t have to spend your entire day searching for candidates. In other words, we’ll find candidates that are not only interested in your position, but someone qualified and ready to make an impact on your organization.

We have a deep pipeline of candidates

We spend all day talking with candidates across the nation. Our candidates (in both big and small markets) are ready to move, and possess various backgrounds and skillsets to perfectly meet your hiring needs. Before we ever submit a candidate to your team, we vet them to ensure they are a good fit for the position and your culture. We interview them and ensure their resume matches their background and we’ll never submit a candidate that isn’t qualified for your role. We promise to never present candidates to you just to fill a vacant position. Our team doesn’t like wasting your time or ours. Therefore, you can count on us to submit candidates you will want to bring on board.

We will get your jobs more exposure

At Johnson Search Group, we work with companies of all different shapes and sizes. Some of the companies are mid-size, while others are fortune-500 companies. If your organization is on the smaller size, it can be challenging to compete with larger organizations in your market. (Especially with 7.1 million open positions across the nation!) However, when you partner with us, your footprint gets exponentially bigger. We have dozens of different recruiting tools, we post our jobs on multiple platforms, we make hundreds of phone calls each day, and we have a dedicated team of recruiters that specialize in your industry. What more could you ask for?

If you want to take your recruiting to the next level, reach out to one of our recruiters today. We are ready to get to work on your critical roles and fill your vacant positions to help your team end the Fourth Quarter on a strong note.