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Our Account Executives work hard every day to bring top talent to your company.

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labor market

2nd Quarter Roundup: It Remains A Tight Job Market

Can you believe that we are already halfway through the year? It’s officially summer and just like the weather, employers are feeling the blaze of today’s job market. While not as strong as the First Quarter, the job market in Q2 experienced steady growth. The unemployment rate has been hovering at 3.6 percent, a near 50-year low. Moreover, June was officially the 105th consecutive month of job gains.

The gap between job openings and available workers seeking new employment opportunities is still a headache for most employers. In April 2019, there were 1.63 million more job openings than available workers. In fact, this was the largest gap ever recorded! As you can see, the labor market is tight and doesn’t look like it’s cooling down as we enter Q3.

Check out our Second Quarter roundup of today’s candidate-driven market and learn a few ways you can navigate it, regardless if you’re an employer or a candidate.

Why Summertime is a Great Time to Hire

summertime

Summer is finally here! The days are getting longer, and the weather is getting warmer. It’s a common misconception that summertime is a notorious slow season for hiring. But in today’s job market, this simply isn’t true. Don’t believe us? Check out the Johnson Search Group job board. We have dozens of exciting opportunities across the country.

It’s time to officially get this myth out of your head! Here are a few reasons why summer is a great time for hiring, for both candidates looking for opportunities and employers searching for new talent.

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How to Attract Millennial Talent to Your Organization

How To Attract Millennial Talent To Your Organization

Many well-established companies find themselves with a new problem these days: how to attract fresh talent with new skill sets and new ideas. By 2025, Millennials will make up 75% of the workforce. Organizations are now having to change their approach to attract and retain these young candidates. So what can your team do to secure this majority workforce? Here are a few dos and don’ts for hiring Millennials.

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How to Negotiate in a Candidate-Driven Market

How To Negotiate In A Candidate-Driven Market

You may have heard that the current job market is “candidate-driven,” but what exactly does that mean? First and foremost, it means that there are lots of great jobs available to a limited number of qualified candidates. For people looking to advance their careers, this results in better-negotiating power when it comes to wages, incentives, location, and work-life balance. However, there are a few things to keep in mind when negotiating a new position.

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How to Prepare for Your Next Interview

interview prep

Do you have an upcoming job interview? If so, proper interview prep is one of the most critical contributions to successfully landing a new job opportunity. Today, we want to share what I believe is the most valuable part of the interview process: the prep. Prepping for your job interview helps you as a candidate land your dream job. Getting an interview is sometimes the hardest part. Although this may be true, it’s not uncommon for qualified candidates not to be selected for the job. This is all due to them not being prepared for their big day.

No matter what industry or stage of the interviewing process, it’s always wise to prep for your upcoming interview. Here are three tips to help you nail your next interview.

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These Interview Questions Will Reveal The Most About Candidates

When interviewing candidates, not every question is created equal. If you’re referencing an outdated list of interview questions that you found on the internet, you’re doing yourself (and your candidates) a disservice. A focused list of purposeful questions can reveal a lot about a candidate and how they’ll fit into your open position.

Behavioral questions

These questions typically begin with, “tell me about a time…” Your aim is to have the candidate explain past situations and how they handled them. Try to customize the question to accurately represent situations they would encounter if they were to join your team. Here are some of our favorites:

  • Give me an example of a time you faced a conflict while working on a team. How did you handle that?
  • Tell us about a time when you did not meet a customer’s expectations. What happened, and how did you attempt to rectify the situation?
  • When you’re working with a large number of customers, it can be difficult to deliver excellent service to them all. How do you go about prioritizing your customers’ needs?
  • Tell me about a time you failed. How did you deal with the situation?
  • Explain a time you had to be very strategic in order to meet all your top priorities.
  • Tell us about a successful presentation you gave and why you think it was a hit.
  • Describe your proudest professional accomplishment.

Personalized questions

Questions that directly relate to a candidate’s resume and experience will always reveal a lot about them and how they’ll function at your company. Try asking them to expand on statistics listed on their resume. Additionally, choose projects they’ve worked on that are especially pertinent to the role they’re interviewing for and ask them to elaborate.

We encourage you to continue asking personalized interview questions throughout your entire meeting. If something a candidate says sparks your interest, don’t be afraid to follow up and ask for more information.

Application questions

Every company and every team has unique situations that your employees run into. Be sure to ask your candidates real-world application questions that could be a part of their everyday life if they secure this job. Maybe there’s a project that your team is currently brainstorming. Ask the candidate about their ideas or how they would approach that particular situation.

summertime

Why Summer is a Great Time to Hire

summer

Can you believe it’s already June? The days are getting longer, and the weather is getting warmer. In fact, June 21st is the first day of summer. It’s a common misconception that summertime is a notorious slow season for hiring. But in today’s job market, this simply isn’t true. Don’t believe us? Check out the Johnson Search Group job board. We have dozens of exciting opportunities across the United States.

It’s time to officially get this myth out of your head! Here are a few reasons why summer is a great time for hiring, for both candidates looking for opportunities and employers searching for new talent.

For candidates looking for new opportunities

Now is a perfect time to hit the job search hard. The unemployment rate is at a 50-year low of 3.7 percent and there are still more jobs than available workers to fill them. Today’s market is definitely a candidate-driven one! There are plenty of fantastic opportunities to choose from. In fact, according to the Bureau of Labor Statistics, there are over 7.5 million job openings.

June is the sixth month of the year. In other words, if you see a job posted, it’s more than likely a critical position. That means these roles are essential to the operations of the employer, and thus, they will likely make a decision quickly. Additionally, many people are out on vacations and not even thinking about new opportunities. That’s great for you if you’re on the job hunt! You have less competition out there fighting for the same job opportunities you are applying for.

As a prospective candidate, now is a fantastic time to find the next step in your career. Don’t let this summertime myth derail your job search.

For employers searching for new hires

As employers, we know how you feel, it’s summer. Employees in every department are out of the office taking vacations or enjoying “summer Fridays.” During this time, it can be difficult to get everyone together to form a panel interview or make a hiring decision. However, regardless of the season, you can’t drag your feet when it comes to hiring in this candidate-driven market. You just need to be a little more flexible.

Candidates are only on the job market for an average of 17 days. This means you need to streamline your hiring process to fit within this timeline. This will help you secure the best talent on the market and save money. On average, an open position is costing your company $4,129 every 42 days. The cost of vacancies really starts to add up when you have multiple positions open. So being forced to make quick hiring decisions may actually save your department money and fill your critical needs efficiently.

The stereotype of summer being a difficult hiring season simply isn’t true. Don’t let this age-old myth postpone your hiring needs. Take advantage of your competitors that are buying into this misconception and fill those hiring needs in this busy labor market.

And if your team is struggling this summer to find the talent you need, don’t be afraid to ask for help. Partner with a recruiter that specializes in your industry and streamline your hiring process.

How To Attract Millennial Talent To Your Organization

How To Attract Millennial Talent To Your Organization

How To Attract Millennial Talent To Your Organization

Many well-established companies find themselves with a new problem these days: how to attract fresh talent with new skill sets and new ideas. By 2025, Millennials will make up 75% of the workforce. Organizations are now having to change their approach to attract and retain these young candidates. So what can your team do to secure this majority workforce? Here are a few dos and don’ts for hiring Millennials.

Don’t Go Overboard On “Years Of Experience Required”

A long list of requirements is a huge reason that companies miss out on extremely talented candidates. While the Millennial generation might not have 3-5 years of experience, they bring a host of other skills to the table. Consider things like modern education, internship experience, and self-education. Younger candidates may be able to prove value beyond strictly years of experience. Leave the job description as simple as possible. Then, during the interview, you can determine if the candidate will be a good fit.

Paint A Picture Of Company Culture Throughout The Interview Process

Millennials like to know what they’re getting themselves into. By showing them the culture of the company and team early on, they start to picture themselves fitting in. One of our favorite ways to do this is by getting your whole department involved. When a candidate comes on site, show them the workspace and have them meet with other team members. Be sure to include any fun events or extracurriculars you participate in. These can range from the occasional team happy hour, to holiday parties, to how you get involved in the community.

Think About Offers Holistically

Younger generations prioritize holistic offer packages. This means they’re looking for benefits like comprehensive healthcare, generous paid time off, and flexible work-life balance. Competitive salaries are still essential to a great candidate offer. Millennials just desire much more than just a steady paycheck. In fact, the average Millennial is willing to take an annual pay cut of $7,600 for a more desirable work environment. The companies that are currently winning the talent war go out of their way to take care of their employees.

Don’t Incorporate Slang Into Professional Settings

It has been proven that businesses using slang is a huge turn off for young professionals. They view it as insincere and inauthentic, and it comes across as force-fed. While this talent market may be young, they still want to be treated with respect! Keep your job descriptions and communication professional.

job market

How Good is Today’s Job Market?

job market

You’ve read the news and seen the reports. The labor market is competitive. But is today’s job market really as strong as people think it is? The short answer is yes! Here’s a brief overview of today’s job market and how to navigate it if you’re an employer.

According to LinkedIn’s May Workforce Report, gross hiring in the United States was 7.4 percent higher in April 2019 than in the year prior. And we are also experiencing an unemployment rate of 3.6 percent, which is a near 50-year low.

The labor market is really strong, and some industries are more competitive than others. To put this in perspective, the three industries Johnson Search Group specializes in (Mining & Heavy Industrial, Banking, and Healthcare) have all seen tremendous growth over the last 12 months.

Mining

The Mining & Energy industry has come back to life in recent years. Over the last year alone, the number of unemployed mining professionals has been cut in half from 39,000 to roughly 17,000 people. Moreover, year-over-year growth in the Mining & Energy industry is 4.9 percent. And over the last two months, the growth has been 2.2 percent, from April to May. In April 2019, the unemployment rate in Mining was just 2.4 percent, well below the nation’s average.

Banking & Finance

In April 2019, there were 12,000 Banking & Finance jobs created. And over the last 12 months, 110,000 jobs were generated in the industry. Average hourly earnings in the industry have also risen over the past year from $34.46 an hour to $35.53. The unemployment rate in this sector is well below the national average at 2.1 percent. The Banking & Finance industry has a 7.7 percent growth year-over-year.

Healthcare

263,000 Healthcare jobs were added in April 2019, overshadowing the average monthly gains of 213,000 for the last 12 months. Not surprisingly, the Healthcare industry has continued to grow rapidly over the year. The industry experienced year-over-year growth of 7.5 percent over the last 12 months. And this growth will keep climbing. Healthcare became the largest U.S. employer in 2018, and by 2026, the industry will add nearly 4.0 million jobs.

How to navigate this market

With how competitive the market is, it can be difficult to find the talent your team needs. It’s a candidate’s market and employers cannot afford to drag their feet when making hiring decisions. You must move quickly to ensure you secure top talent.

Have you ever thought of the costs incurred from a vacancy on your team? There are several hidden costs associated with unfilled positions at your organization. According to SHRM, the average open position takes 42 days to fill at a cost of $4,129. The cost of vacancies can certainly add up as good employees take advantage of this hot job market and move onto other opportunities. Many of our clients are incurring these indirect costs and don’t even realize the financial impact of unfilled positions.

If you find yourself in this same boat, have you thought of partnering with a recruiter? A recruiting company, like Johnson Search Group, will help you find the qualified talent your team needs quickly and help you mitigate these costs. We have a huge network of great candidates ready to make a move and make an immediate impact on your organization. Let’s have a conversation and help you fill some of those vacant positions.

interview prep

How to Prepare for Your Next Interview

interview prep

Do you have an upcoming job interview? If so, proper interview prep is one of the most critical contributions to successfully landing a new job opportunity. Today, I want to share what I believe is the most valuable part of the interview process: the prep. Prepping for your job interview helps you as a candidate land your dream job. Getting an interview is sometimes the hardest part. Although this may be true, it’s not uncommon for qualified candidates not to be selected for the job. This is all due to them not being prepared for their big day.

No matter what industry or stage of the interviewing process, it’s always wise to prep for your upcoming interview. Here are three tips to help you nail your next interview.

Know your audience

Doing your due diligence on the prospective employer and interviewers is one of the most important things you can do in preparing for your interview. Researching the employer is easy. Do some research through their company website, look at the company history, their mission statement, and any recent news or events. Employers like to see that you know about their company; they also want to know that you’ve taken the time to educate yourself on their operation.

The personnel part can be tricky. You can use sources like LinkedIn or Glassdoor to get a better insight into who you are interviewing with and how the interview will go. Look at their background,  previous companies, and education to see if you can draw any connections or commonalities. Knowing about your interviewers will help relieve some of the pressure and help you interview more confidently.

Questions

Although many of your questions will likely be covered in the interview, it’s important to still ask the interviewers questions regarding the position. This is where knowing your audience comes into play. After you ask all your job-specific and technical questions that are important to you, I recommended asking questions about company culture, obstacles new hires often face, among others. If you need some ideas on what questions you should ask, check out some of these.

We do also recommend not bringing up compensation or benefits during the interview. These questions can often be answered by HR at another time, or if you are working with a recruiter, like one from Johnson Search Group, they can provide that information.

Closing (the fun part!)

Assuming the interview goes well, and you’ve made the determination that you want to work for the employer, it’s time to seal the deal. Now, this can be done in many ways and can be difficult for the interviewee (you) at times. We recommend being very direct, readdressing your interest in the position, and letting them know that you’re ready to move forward.

Illustrate your interest in the position and the company. Let them know you’re excited about the opportunity and ready to jump onboard. Make sure you follow up each interview with a thank you note. Whether it’s a video interview or a face-to-face, be sure to express your gratitude and interest in the position.

I hope some of these interview prep tips will help improve your chances of securing your dream job! Good luck!

Easter

How to Fill Your Easter Basket with Great Candidates

Easter

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.