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.


How to Fill Your Easter Basket with Great Candidates


Today’s competitive job market is a lot like an Easter egg hunt. Many employers are on the hunt for fantastic candidates. And in this competitive market, it can be challenging to find the “golden egg” of a candidate. According to the latest JOLTS Report, there were 7.1 million job openings in the US in February. That’s a lot of job openings! But the tricky part here is that there are currently only 6.2 unemployed Americans. In other words, there are not enough eggs (candidates) to fill your basket.

No matter how hard employers search for qualified candidates to fill their open roles, they are coming up empty-handed. If you want to efficiently find great candidates to join your team, here’s how to ensure your search doesn’t result in an empty basket.

Stop hunting for golden egg candidates

Like with an Easter Egg hunt, there is often a golden egg; an egg that everyone is after because it’s filled with candy or has some grand prize in it. But in this market, employers cannot afford to be searching for that special egg. You can’t wait around for the “perfect” candidate to walk through your door.

If you find some good candidates that cross off most of the requirements on the job description, take a chance on them. If they have the right soft skills and a great attitude, you can easily teach them some of the hard skills that they may need to acquire.

Take a page out of Peter Cottontail’s book

There’s no time to casually stroll down the bunny trail. You have to swiftly hop down the trail to find the talent your team needs. In other words, you must move candidates along quickly. With more jobs than people to fill them, it’s a candidate’s market. Your team doesn’t have the ability to take your time throughout the hiring process.

Put together a competitive offer

In this market, you have to put together an attractive offer. You have to offer a competitive wage to ensure you keep your prospective candidates on the hook. According to the Bureau of Labor Statistics, hourly wages have increased 3.2 percent over the last 12 months, for a total hourly rate of $27.70. Wages have steadily been increasing the last year and if your company isn’t offering a strong compensation package, you may be missing out.

Now, we understand that you may have budgetary constraints when putting together offer letters. However, there are other things you can offer besides money to entice candidates. If you can’t offer more money, try offering better benefits, including more vacation days or better work flexibility. In fact, Millennials, the largest growing workforce population, are willing to take an annual pay cut of $7,600 for a more desirable work-life balance and better work culture. So, if offering more money is out of the question, there are other ways to gain the interest of candidates.

Don’t go hunting alone

In this market, it may be difficult to fill your basket with the candidates your team needs. But you don’t have to go hunting alone. Partner up with a professional! Johnson Search Group is here to assist you with your search. Team up with a recruiter who knows the ins and outs of your industry, your organization, and your community. Let’s work together. Happy hunting!

labor market remains candidate driven

The Labor Market Remains Candidate Driven

labor market remains candidate driven

Last week, the number of Americans who applied for unemployment benefits decreased, as 8,000 fewer Americans filed jobless claims in the first week of April than in the final week of March. Seasonally adjusted to 196,000, this figure for the week ending April 6th is the lowest figure since October 1969.

This sharp decline in jobless claims refutes economists’ predictions of slowing economic growth as businesses continue to create jobs and attract workers. It also brings the four-week average of weekly unemployment applications to 207,000 – the lowest figure reported since December 1969.

Following a disappointing February, the US Economy added 196,000 jobs in March. This brings the monthly average of jobs gains to 180,000 over the first quarter of 2019, with the unemployment rate remaining steady at 3.8 percent.

While forecasts for the rest of the year vary, most experts remain optimistic that the US economy will continue to grow in 2019. In this candidate-driven market, employers may be struggling to find or retain high-quality talent for their organizations. With so many opportunities, the best employees can be selective when choosing a career; they have the opportunity to focus on the areas that matter most to them.

The challenges of today’s labor market

Candidates continue to have their pick of job opportunities. In fact, there is more than one job for every available candidate, according to the latest JOLTS Report. In other words, employers do not have the luxury of taking their sweet time to make hiring decisions. We understand it’s difficult to make these tough decisions while trying to keep up with your everyday job duties. But fortunately for you, you and your team don’t have to climb this uphill battle alone.

The labor market remains candidate driven. If you are struggling to find and/or keep top performers, we understand your frustrations. Working with a recruiter, like one at Johnson Search Group, will help connect you with candidates ready to make an impact on your organization. Reach out to us today and let’s work together.

soft skills

In Today’s Job Market, Soft Skills Are Just as Valuable as Hard Skills

soft skills

Before you apply to a new job, you’re most likely thinking about the hard skills you have that make you qualified. In other words, the exact experience you’ve had that pertains to this certain position. But do you also think about your soft skills that make you even more valuable?

A job isn’t just about the schooling, experience, and the things you know how to do. It encompasses a lot more than that. Having good personal skills are what makes you a great employee. So, instead of just focusing on your hard skills while looking for a job, here’s how to also quantify your soft skills as being just as valuable.

Stress your soft skills

When it comes to interviews it’s important to remember both your hard skills and soft ones. They make you the employee you are, and companies want to know about them. If you only focus on one or the other, you’ll lose a tremendous opportunity to show your full value and what you can offer to their team.

Stressing your soft skills in today’s job market will help you get the job. Great talent is hard to find. If you have a solid foundation of the hard skills they need, and great soft skills that they want, they’ll want to grab you in a hurry before someone else does. It all comes down to selling yourself and your skills. All of your skills.

You may not have the experience, but you have the foundation

You may have applied for a position where you don’t have all the experience or the background in every part of the job description they’re looking for. But that doesn’t mean you’re not qualified!

Your soft skills can get you over that hurdle, to where the team you’re interviewing with doesn’t focus on your lack of hard skills but realizes your valuable soft skills. Anyone can learn a new skill, especially if they have skills in that field already. Teaching someone soft skills is almost impossible, and if you leverage that, you never know what might happen in your career!

Today’s job Market allows your soft skills to stand out

Companies are struggling to find great candidates to fill their critical roles because there is a talent shortage. The best candidates are the ones with jobs nowadays. Which means companies are having to reach out to those who already have good jobs to see if they’re willing to transition.

So, when they find a candidate who may not have all the experience they’re wanting but has great soft skills, they will jump! No one is wanting to miss out on a great candidate who will help their company grow for something that can be taught. And if you are an employer that does miss out on great candidates, you could suffer by leaving your critical roles vacant.

In the end, use your soft skills to your advantage. Focus on them and try to improve them just like you do with your hard skills. You’ll be surprised to see the impact not only on your current position but your future roles as well.

And remember, if you’re looking to partner with great recruiters, reach out to Johnson Search Group today!

labor market

2019 First Quarter Labor Market Roundup

labor market

In 2018, the labor market was intense, for both candidates and employers. Last year, the unemployment rate nearly fell to a 50-year low, more than 2 million jobs were added, and wages continued to grow month over month.

However, before we entered 2019, there was a lot of mixed projections for the labor market this year. Many people were feeling discouraged about what is yet to come. And some economists were even predicting a downturn or a possible recession.

But over the last three months, the labor market has continued to look strong! In the latest JOLTS Report, it was reported that there were 7.6 million job openings across the country, but there are only 6.2 million people unemployed. And in March, the average hourly wages rose $0.11 to $27.66. The unemployment rate is also back below 3.8%, another strong indication that the labor market is fierce.

We had the opportunity to sit down with the three divisional managers of Johnson Search Group and hear how the first quarter of 2019 was for the Healthcare, Mining, and Banking industries.

First Quarter Labor Market Roundup

Speed up your hiring process

Regardless of what industry you’re in, the biggest trend our teams are seeing is the need for employers to move quickly. Many employers are missing out on fantastic candidates because their hiring process is too slow. If you have an inefficient process, you may be getting edged out by your competition.

In fact, all three of our Division Managers have worked with clients this year who lost out on a candidate to their competitor because they didn’t move fast enough. In this candidate-driven market, employers don’t have the luxury to drag their feet with making hiring decisions. You need to streamline your processes because if you take too long to pull the trigger, your candidates will move onto the next offer.

Throughout the first quarter of 2019, the market was busy and it’s looking like it will be even more competitive than last year. If you need help identifying inadequacies in your hiring process, let’s work together to see how we can improve that.

It won’t be a candidate-driven market forever

The labor market is sure hot right now. But it’s not going to be that way forever. We understand that as a candidate, you may be entertaining multiple offers. You have many options at the tip of your fingers. We don’t see the market dying down anytime soon. But when it does, we caution you to remember that it’s a small world.

If you ghost an interview or completely fail to show up on your scheduled start day after going through the entire hiring process, it will catch up with you one day. Hiring managers and recruiters will remember you if you leave them hanging. And there may be a time in the future where you need to rely on them to help you find your next position.

If you need help finding your next career move, check out our job board. We have dozens of fantastic opportunities that may be perfect for you and your career.


There’s Still Time to Get Your Goals Back on Track


As we close the door on winter and look towards spring, where do you stand with what you wanted to accomplish in 2019? Whether this was a New Year’s Resolution or a sales projection, are you on track to accomplish what you set to do at the beginning of the year? How do you monitor this progress, and if you’re behind, how do you get back on track?


The most important way to track our goals is through benchmarking. Benchmarks are smaller goals on your path to your overall goal and are your best indicators of progress. They must be quantifiable and divided over multiple increments of time. For example, if you wanted to lose 60 pounds over the course of the year, you could set benchmarks of losing 5 pounds at the end of each month. Same goes for business. If you projected half a million dollars in sales for the year, one might benchmark sales of roughly $42,000 per month.

While it can seem repetitive to create smaller sets of goals for the larger task you wish to conquer, their ultimate purpose is to make goals easier to tackle. Sometimes the overall goal has numerous parts or is so big it’s difficult to assess any progress. By breaking them down into smaller, more manageable pieces, we can do a better job at assessing what to change.

Getting Back on Track

If you find yourself slipping on your path to accomplishing a goal, don’t worry. If making a significant change or taking on a challenge was easy, that would defeat the purpose of goals. Remind yourself that this is an ongoing, continuous process. Focus your attention on the next benchmark, whether that comes tomorrow, next week, or next month is specific to you.

If you become discouraged, remind yourself why you started, and don’t be afraid to adapt. It’s okay to expand on a goal, especially if over a long period of time. New information may become known or your outlook may shift midway through your journey. Just ensure you evaluate your original goal, why you set it, and that this new outlook doesn’t derail your original positive intentions.

hiring process

Take the Luck Out of Your Hiring Process

hiring process
Over the last three months, the U.S. has averaged job gains of 186,000. The unemployment rate also ticked down to 3.8% and the average hourly wages increased 11 cents, a 10-year high. Simply put, the job market is hot.

If you don’t have a streamlined hiring process, you and your team may be stuck looking for that lucky four-leaf clover of a candidate. However, with St. Patrick’s Day this weekend, we thought we’d help you take the luck out of your hiring process. Here are three steps to improve your process to find the candidates your team needs.

Time is of the essence

If you’re a hiring manager or HR professional in this labor market, you don’t have time to drag your feet. When you have a critical role that needs to be filled, you must act quickly! It’s a candidate-driven market. Do you know what that means? Candidates have options (and lots of them!).

The longer you take to move candidates through the hiring process, the greater the chance of you being ghosted by a candidate. Since candidates are entertaining multiple job opportunities, you have to move quickly. If you have steps in your process that eat up too much time, you may be missing out on stellar candidates. And if you extend an offer to a candidate, don’t make them wait two months for their start date. It doesn’t take much time for a candidate, even if they have accepted your offer, to find a better (and more time sensitive) down the road.

Stop waiting to find that “leprechaun”

If you find yourself being picky over candidates, you need to cut that out right now. If this is truly a critical role for you, you can’t sit there and wait for the magical leprechaun (or perfect candidate, in the recruiting world) to show up on your desk.

When you find someone who is qualified for the position, give them a callback. They may not have every single criterion on the job description. But if they can do the job, have a great attitude, and have the soft skills necessary to learn the ins and outs of the role, at least have a conversation with them. You may even be surprised! They may end up being that lucky charm you’ve been dreaming of!

Team up with a recruiter

If you’re still struggling to identify areas in your hiring process that need improvement, don’t panic. Trying to change your hiring process can seem daunting and it varies from company to company. But that doesn’t mean you have to go at it alone!

At Johnson Search Group, we’ll help find areas in your hiring process that could use some changes. We can suggest ways to speed up your process so you can avoid the unfortunate event of yet another candidate ghosting you at the last minute. We know you’re busy, so let us do the legwork. Partner with a recruiter and let’s work together to find that pot of gold on the other end of the rainbow.

HR Department

Is Your HR Department at Odds With Your Expectations?

HR Department

I recently had a conversation with a healthcare organization looking to fill a critical role. We were talking about the needs of the organization and what the impact would be if the position isn’t filled. The conversation was going along just fine until I asked how long it would take to make an offer after a successful interview.

The hiring manager stated that their Human Resource Department’s policy is that once the hiring manager interviews candidates and identifies a talent pool of three or four finalists, the HR Director would generate an offer to the most qualified. I had to tell them that this is likely why they continue to have so many open roles; this cannot be the reality in today’s current labor market. I ended the conversation with, “I am sorry, but I am not the recruiter for you.”

It’s a race to the finish line

The above example is an all too common story, especially for organizations that have a plethora of job openings. Today’s job market is the tightest it has been in over 50 years and is shaping up to get worse (or better if you are looking for a new job). As 2019 progresses, I believe it will literally seem like a race to get qualified candidates to sign on the dotted offer line.

We continue to hear hiring managers mention their crazy workload and that they just can’t seem to fill their roles. They repeatedly say that they have exhausted all their options, and just can’t figure out why. In most cases, like the first example, the reasons are internal.

The conundrum of HR

One common theme for many hiring managers is that their hands are tied in pulling the trigger on a hire due to the authority that many HR Departments wield. They often have to wait endlessly for offer letters or compensation calculations to come back. And during the wait, their candidate takes a job elsewhere or just bows out in frustration.

Another challenge is the assumption from many hiring managers that the primary function of HR is to find them talent. So, they assume their roles are being actively recruited on internally, and just can’t figure out why they haven’t seen any resumes. And as you can guess, the common theme here is simply lack of communication and a process that isn’t working.

Better understanding your HR Department

So, what is the solution? While I don’t profess to have all the answers, there are some basic thought processes that could help. First, find out what the responsibilities are of your Human Resource team. Recognizing that they are continually working on onboarding, schedules for new staff, background checks, scheduling drug screens, calling references, tracking changes in compensation, writing job descriptions, keeping track of job boards, website postings… well, you get the idea. Do their other responsibilities allow for the time necessary to get your candidates hired?

How effective is the recruiting and onboarding functionality of the department? Especially, when this one role that you’re trying to get filled is in competition with every other job opening and a full schedule for your HR staff to boot? Given this thought process, ask yourself and teams the following questions to analyze whether your process needs to be revised:

  • Do you know how your HR department functions?
  • Are they doing the best job they can?
  • What incentives does your HR department or internal recruiter have to fill your open roles?
  • And a two-part question: what are their priorities, and are they achieving the results they are primarily tasked with?

However, you cannot answer these questions without also asking the following questions:

  • What are the desired and expected outcomes of your HR department?
  • And more importantly, if you were to compare notes with your HR team, do you both have the same playbook?

Get help meeting those expectations

If you would like a review of your process, feel free to reach out to one of the experienced recruiters at Johnson Search Group. After all, we live by the motto ‘your success is our success.’

Basketball Isn’t the Only Thing Mad This March

March Madness

Whether you’re a candidate or client, you can relate the job search to the exciting 18-day roller coaster ride of March Madness. It’s inevitable that when you’re applying for a job, you’re trying to win each step or “game” of getting that offer letter.

The more games/steps in the job process you win, the closer you get to the championship round bracket! Companies and candidates are hoping they both can win in the end. And lucky for you, the only difference between March Madness and the craziness of this candidate-driven market is both parties can win at the end of the day! A candidate finds a job and a company finds a great employee. The main thing is though, you want to effectively navigate the madness of this job market so you can reach the championship round! And whether you’re a candidate or an employer, here’s how you can do it.

Make Job Descriptions Concise and Clear

As a company looking to hire a great new employee, one of the most important things you need to do is find them. The way you can do this is by making your job descriptions concise and clear. It will help you find those winning candidates through the madness of this job market. Make sure to focus on what they will do, the fun things about your company, and of course, the experience and skills they need to have.

Only apply for a job you really want

Being a candidate in this market can be overwhelming. Even though it’s good to see what other opportunities are out there, it’s stressful. There are so many jobs to choose from and it can be hard to narrow down what you’re truly looking for when you’re ready to move. But the first step is knowing what you’re looking for in a new job.

Are you wanting more freedom or maybe a company that has an amazing culture? Are you looking for more money or a different location? These all are questions you need to answer before applying. It will help you weed out the jobs you may like but wouldn’t be a great fit for you. Because let’s be honest, you’re moving because you want bigger and better. Don’t bog yourself down by applying for jobs you wouldn’t absolutely love!

And if you’re having a difficult time finding a job that’s a good fit, that’s where a recruiter, like one from JSG, comes into play. We’ll help you match your skills to a position that you will be successful in!

Make your hiring process quick

When it comes to this tight job market, you have to have a quick process! There are tons of different ways you can do that and sometimes relying on a recruiting firm, like Johnson Search Group, can be the biggest money saver and helping hand you could ask for. An efficient process will prevent your bracket of good candidates from busting and not leave them vulnerable to receiving other offers.

Prepare for interviews

As a candidate, you have to be prepared. Just because you may have a lot of job options, it doesn’t mean you want to slack on being ready for an interview. A company doesn’t have to hire you, even if they may need to. They still have a choice but so do you! So take this time to find out information about the company.

What are their reviews like? Do they have cool accolades? Are they involved in community service? All of these things will help you understand a little bit more about what this company does and how they treat their employees. And remember, in an interview, they aren’t just interviewing you, you’re interviewing them as well.

Find the Best Candidate

After you’ve gone through the madness of resume reviews, interviews, and on-site tours, you’ve probably had the opportunity to find a great candidate; the one you want to extend an offer to because you know they will truly be a great fit and add a great amount of value to your organization. This is the fun part; you’ve made it to the championship!

Find the Best Company

After going through the wringer, you’ve made it! You’re now onto the championship with a company you’ve found passion in. The ball is now in your court and if you say yes, you’re ending this game with a slam dunk!

Today’s job market is overwhelming not only for companies but also for candidates. If you’re struggling to find the right people or the right job opportunity, Johnson Search Group would love to give you an assist in hopes of finding you your perfect matchup!

Get an assist from JSG to help you navigate this crazy job market.

Being A Professional is Not Always Easy

bad news

As an executive recruiter, there are many aspects of my job I absolutely love. One of the things I love the most is knowing I have the privilege to deliver for a customer and change a candidate’s life with a new opportunity. However, with this job, there are certain responsibilities I have that are not very fun.

As a professional recruiter, it is part of my job to sometimes deliver bad news. It is important my customers and candidates know I am extremely invested in their success and that I am transparent in my communication.

Bad news is better than no news

In a dream world, I would fill every job order with a perfect candidate; every candidate would receive a job offer. But in reality, we all know this doesn’t happen. I’ve heard from customers and candidates on numerous occasions that it is common for recruiters to ‘ghost’ them instead of delivering the bad news. In my opinion, there is nothing worse than not knowing. I get it, nobody wants to make these calls, but as a professional, it has to be done.

On the customer side, it is all about building the relationship, sometimes through brutal honesty. Whether the job requirements or compensation needs to be reevaluated, or a candidate withdraws from the process, my purpose is always to reach the end goal: filling the position with the right candidate.

Regarding the candidates, I understand being notified you are not being considered for a role is never easy to hear. Before making this call, I do everything I can to get feedback to possibly help you in the future.

Communication is key

Whether you are a client or a candidate, my goal when making these calls is simply to continue the clear lines of communication. It’s my job to ensure I am delivering on my commitments. Although sometimes unpleasant, the bad news is better than no news.

If you’re looking for an honest recruiter with clear communication, let’s have a conversation.

team player

Team: How to be a Great Leader and Team Player

team player

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

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

Build your team up

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

Lead by example

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

Positive reinforcement over negative

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

Hold your team accountable

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

Give credit to your team

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

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