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.


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.

We Simply Get People Hired

We Simply Get People Hired

When we talk about what we do as recruiters, we simply get people hired. The same way your cell phone is simply purchased and used to make a phone call. It’s a straightforward concept, but there’s a reason why only a handful of firms continue to emerge as the best of the best. According to the American Staffing Association, there are 20,000 staffing companies in the U.S. with combined 39,000 offices.

A lot is going on behind the scenes. When you partner with a recruiter at Johnson Search Group, you’re getting the technical expertise and refined processes tailored to fit your specific needs. We design our process to get you the skillset, attributes, and candidate experience to help you meet your hiring goals.

Take a look at the numbers

Over the last 35 years, JSG has consistently been named to several prestigious industry lists, including SIA’s Fastest Growing, Largest Firms (in the U.S. and Canada), and notably this year, the 13th Largest Engineering Staffing Firm in the U.S.

I work with a very passionate group. We are committed to doing what it takes to bring the talent our clients need. Currently, JSG has over 4,000 hires in the last year. However, we represent only 0.1% of the offices in the country; operating only around 40 of the 39,0000 staffing offices here in the states. These numbers show our dedication to staffing and recruiting only the best for our candidates and clients.

We work to provide quality over quantity

If you don’t want a better and faster hiring process, we might not be the best recruiting firm for you. Or if you are looking to comb through 100s of resumes on one position, again, we might not be the best fit.

We work diligently to do the work behind the scenes. We thoroughly vet candidates to fit your requirements and present to you the best possible talent on the market. So as far as it pertains to your next hire, if you partner with JSG, all you need to know is we simply get people hired.

We want to do the hard work so that you can meet your hiring and production goals. Reach out to one of our experts in your industry today; let’s work together to get your team the talent you need to head into 2020 confidently.

4th Quarter

4th Quarter Job Market Outlook

A recent LinkedIn survey revealed that October has the highest number of job openings on the LinkedIn platform. Moreover, the majority of hiring managers (89 percent) filled these roles in less than a month. So, as a hiring manager or human resources professional, how do these statistics affect you and your business? It means you have some competition! So, if you are one of the many companies having a difficult time filling your vacant roles, here’s how to navigate today’s job market as we enter the 4th Quarter.

Eliminate hiccups in your hiring process

In today’s labor market, it’s essential to have a streamlined hiring process. You simply cannot afford to take your time when making hiring decisions. In today’s world, candidates actively on the job market are juggling multiple interviews and potentially, several job offers. To ensure you aren’t missing out on strong candidates, schedule interviews quickly, have close communication with candidates, and send out official job offers immediately. Now is not the time to drag your feet and take your sweet time. If a great candidate interviews for an open position, extend an offer to them. Because if you don’t, another employer will, maybe even one of your competitors.

Utilize contract workers

Has your team ever used or considered hiring contract workers to fill your critical positions? Utilizing contractors is an excellent way to fill your critical positions quickly. When hiring contract workers, there are fewer obstacles to go through during the hiring process, and it gives you’re the opportunity to “try before you buy.” They help you keep production going while you continue to find a permanent person for the position. However, if the contractor works out well and is an excellent fit for your team, you have the opportunity to bring them aboard fulltime.

Plus, by using contractors, you avoid the costly cost of vacancies that can really hurt your company’s bottom line over time. This is especially true for all the employers out there with several job openings. So, by hiring contract workers, your team can keep your day-to-day operations running smoothly and avoid throwing thousands of dollars out the window due to the cost of vacancies.

Be active, not reactive

In today’s job market, you cannot be passively recruiting on your open roles. Unfortunately, with a 50-year low unemployment rate, you cannot post a job opening and sit back and relax. You must be actively recruiting on your roles if you need talent showing up at your door. It’s a candidate-driven market, and candidates can pick and choose which opportunities they pursue.

If your team simply doesn’t have the bandwidth to fill your open positions, partner with a recruiter that specializes in your industry. We have an experienced team of recruiters here at Johnson Search Group that are ready to find the candidates you need to keep production running strong in the Fourth Quarter. Ready to have a conversation about how we can help you compete throughout the month of October and beyond? Contact us today.

4th Quarter Job Market Outlook

4th Quarter Job Market Outlook
Job Offers

Why Candidates Keep Backing Out of Job Offers

Finding talent in today’s competitive labor market is one thing. Having that talent accept your offer and actually come on board? That’s another dilemma. Everything is going smoothly. You find a great candidate that matches your company culture and has all the experience your team needs. They accept your job offer, pass the pre-screening, and agree on a start date. But then, out of nowhere, they call you and say they’ve changed their mind, or they’ve accepted another offer. That is if you’re lucky enough to even receive a call.

In our candidate-driven market, your candidates have options and a lot of bargaining power. It can be frustrating at times for employers. If your company is tired of candidates backing out of your job offers, here are a few suggestions to ensure your new hires show up on the first day of work.

Move quickly and make strong job offers

We’ve said this many times before and we’ll continue to say it. Your hiring process must move fast. If you drag your feet when it comes to making an offer to a candidate, it’s going to cost your organization valuable time and money. According to a recent study, 44 percent of candidates back out of a job offer because they receive a better one. And another 27 percent of candidates back out because their current employers generate a strong counteroffer.

Therefore, the longer you take, the more likely a candidate will receive another offer from one of your competitors or will stick with their current place of employment. That also means you have to come in with an attractive offer from the get-go. If you lowball a candidate, they will likely keep looking elsewhere, even if they do accept your offer.

Get your offer in writing

If you intend to offer a candidate the position, do so quickly and in writing. Don’t just call up the candidate or email them and say you’d like to extend an offer. We’ve heard of and seen employers take DAYS to present an official offer letter. Again, the longer you wait, the more time your candidate has to change their mind or accept another offer. Our best piece of advice is having an offer letter ready to go just during the final interviewing stages. That way, if you find the candidate you’ve been searching for, you’ll be prepared to go right after the final interview. By presenting an official offer letter, it may put your candidates’ mind at ease, and they will be more likely to commit to your company.

Partner with a recruiter

If you are still struggling to keep candidates committed to your offer, we can help with that. At Johnson Search Group, we close the candidates we represent on money, availability, and location throughout the entire process. From day one, they know what to expect from you and are fully invested in your company. We build a strong relationship with both our clients and candidates, so everybody is always on the same page and in constant communication. Partner with one of our rockstar recruiters, and we will help you find candidates that are actually ready to come on board and make an impact on your team.