Client Resources

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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.

Merry Christmas

Dear Santa, Our Recruiters Have Some Requests

Merry Christmas

Dear Santa,

It’s been almost a year since we last sent you our Christmas list here at Johnson Search Group. And we were so pleased with what you brought us last year that we had to write another list this year!

This year, we were able to place tons of candidates with great companies and continue to grow Johnson Search Group. We broke records, started new marketing campaigns, and added a few new faces to our growing team. 2018 was filled with great ups and some downs, but as we get closer to the holiday’s, we’re getting very excited to see what you bring us. Because to be honest, we’ve been even better this year! So, if you’re able to bring us some Christmas cheer, here is our list.

Perry Paden, Senior Vice President of Johnson Search Group

Dear Santa,

There is one thing I would like you to bring to our office this Christmas. If you can bring everyone the realization that they can reach their full potential in 2019 that would be fantastic!

Mining’s Christmas List

Dana Belstler, Manager:

Dear Santa,

This year for Christmas I would like to ask for a prosperous year for all! Especially, all of us here at Johnson Search Group who I see every day working hard to hit their goals, and help their clients find the perfect candidates. I’d also like to continue meeting and working with the great people in the Mining industry!

Ken Heller, Account Executive:

Has it been a year already? Wow. First, let me thank you for kindly bringing me what I asked for last year. Over the last 12 months, I’ve been able to build some fantastic relationships with Mining industry leaders that I value greatly. This year, I’d simply ask to grow those relationships and add new ones.

Merry Christmas!

Alex Price, Team Lead – Mining:

Dear Santa,

For Christmas this year I want a new client with a lightning fast hiring process and the Seahawks to win the Superbowl. If you can bring me this, I promise to be so good in 2019!

Thanks, Santa!

Nick Crider, Account Executive:

Dear Santa,

For Christmas this year, since I really was so good, I would like the perfect candidates for all my job orders in order to win an awesome trip for reaching my annual goal! Also, a great head coach for my Green Bay Packers would be ideal (because they need to start winning some games)!

Thanks, Buddy!

Jeremy Johnson, Account Executive:

A bigger toolbox for the garage. If they make one with a fingerprint so all my tools are always right where I left them, that would be great! I’m kind of leaning toward a framed in piece down the center aisle that the drawers can open to either side. So, if you can swing that Santa, I’d really appreciate it! From a work standpoint, I’d like to have the chance to make impacting hires. Seeing people I placed getting active online and enjoying their new career is always rewarding.

Banking’s Christmas List

Tracy Isakson, Manager

Dear Santa,

I would really like two things for Christmas: the US banking market to continue to do well and banks to continue to hire (especially my candidates). If you can do this for me, I would truly be filled with joy! Have a great Christmas, Santa.

Krista Portolesi, Account Executive

For Christmas this year, I would like to help a new financial institution by placing top talent in their organization, a full night sleep, rock-hard abs, and a new immune system that works. All jokes aside, I hope each and every person I’ve spoken to this year has a great Holiday with their loved ones. Cheers to 2019! And thanks for everything, Santa!

Healthcare’s Christmas List

Tracey Smith, Manager

Dear Santa,

If you could provide two more hours each day, my clients would be forever grateful! With the current employment market, our hiring managers keep telling me if they had two more hours in each day, they would be able to work in the time to interview more of my candidates. I always try to provide everything my clients want, even if it means working miracles. And I know you do that! Thanks for your help, Santa.

Michelle Smith, Account Executive

Dear Santa,

If you could send me new clients that would be happy to have great candidates I am currently working with, I would be ecstatic to help add to their teams! Oh, and if you could maybe fit a new horse in your Santa bag, I would greatly appreciate that! Thanks, Santa!

RaChelle Pederson, Account Executive

Dear Santa,

Since I have been a perfect angel all year, I would greatly appreciate it if everyone I contact would be excited to hear from me and realize the value I bring to their company. I also wish that each one had a job order they wanted me to fill immediately and understand the heart and dedication I put into placing quality candidates for their organization. I do not want to be greedy, but I would loooooooove when given job orders, that the perfect resume would pop up in my email instantly! However, what I wish for the most is everyone will have their best Christmas ever!

Merry Christmas from Johnson Search Group!

Santa, we know some of these may be hard to fit in your bag, (especially, the Seahawks winning the Superbowl…) But! You haven’t failed us yet, and with us all working so hard this year, we know you won’t leave us hanging. We hope you have a Merry Christmas and we can’t wait to see all the amazing goodies you bring us and everyone else this year!


Why You Can’t Wait to Interview Candidates in Today’s Job Market


In the world of career changes, the first step of course: resume submission. Second is the decision by the hiring manager to interview, followed by an actual interview. However, there is often a delay in scheduling interviews when a hiring manager is swamped while doing double duty to fill-in for the open role.

That has always been a challenge, but fast forward to the candidate-driven market of 2018 (that promises to continue in 2019), and the time to fill ratio gets even worse; after all, you can’t hire someone you haven’t even interviewed, right?

Your interviewing process must be efficient

When the applicant pool is already minuscule, how do you plan ahead for possible interviews when you aren’t even sure you’re going to get qualified applicants to consider? When there are fewer candidates to select from, the luxury of being able to take your time doesn’t exist anymore. Hiring managers can no longer plan an ‘interview day’ to knock out all your interviews in a single day.

If that is a policy that your organization still employs, you will likely have as much chance of winning the lottery as hiring an A+ level candidate.

What may happen when you take your time interviewing

First, you could get lucky and have a candidate who will accept no substitutes, they just have to work for you, and will wait as long as it takes… I would suggest buying a lottery ticket instead.

Second, you call to schedule the interview and they have taken another position.

Third, you finally schedule the first phone interview and the candidate tells you they already have an offer from another company. So, unless you want to hire them over the phone, they are going to accept the other offer… a bird in the hand after all.

Fourth, you start the interview process and you get to the point of the onsite interview. And then you find out that you are in a salary bidding war with one or two other companies. If you had the budget to operate in this capacity, you likely would have hired a firm like Johnson Search Group to do a Retained Search and already had the position filled and been able to take that much-needed vacation.

Fifth, you could finally get through the whole lengthy process as time allows, make an offer, and either get a turndown, or the candidate just doesn’t show up for their first day. After all, you didn’t show them any respect by putting them off continuously.

Urgency is key in today’s market

Or, you could do what you need to in this market and schedule interviews as soon as humanly possible. If you actually want a chance to fill your open roles with A-level candidates and get the help that you need and deserve, you must act with urgency. If you want your candidates to remain excited about the opportunity of working for you, in the infamous words of Nike, Just Do It!


Work With Us So You Can Enjoy Your Thanksgiving Holiday


Thanksgiving is one of my favorite times of the year. Sometimes it’s easier to focus more on the negatives in life. But this time of year, we get the opportunity to reflect on all the good that happens in our lives.

In my personal reflection, there has been quite a bit to be thankful for in this past year. I’ve had the privilege of not only working with, but learning from, a wide variety of wonderful people from our clients, candidates, and my amazing colleagues.

The job market is crazy busy

Of course, there is SO much more to be thankful for outside of my own personal journey; one of which is a job market that’s on fire! We have been lucky enough to enjoy a booming economy and the labor market with the unemployment rate remaining at 3.7 percent in October AND the number of job openings at over 7 million. Right now, in this candidate-driven market, there is more than one job opening for every unemployed person. If that isn’t something to be wildly excited about, I don’t know what is.

Over the past 12 months, there were 323,000 jobs added in the healthcare industry alone! Not only that, but The Conference Board also reported the highest level of job satisfaction at 51% based on their latest survey, which is the highest level reported since 2005.

Get the help you need

Of course, with such a booming job market, there are a lot of difficulties for employers in finding the qualified candidates they need. Luckily, this isn’t something you need to do alone. That’s what we at Johnson Search Group are here for!

We have a great network of talented and experienced candidates and we love to help our fabulous clients out by matching them with the right people for the job. This holiday season, I encourage employers who may be struggling to find qualified candidates not to try and do everything on their own.

Spend time with your family and loved ones this holiday season and let us take some of the stress off your shoulders. After all, that is not only why we are here but it is also what we love to do.

hiring trends

Hiring Trends Heading Into 2019

hiring trends

The Labor Department reported that there were over 7 million job openings in the month of August 2018. The unemployment rate remained at 3.7 percent in October 2018, marking a 48-year low. The nation currently has more than one job opening for every unemployed person. This is quite the difference from the Great Recession when there was over six unemployed Americans for every job opening.

In other words, the job market is on fire right now and there are no signs of it cooling down as we get closer and closer to the new year. This is fantastic for candidates! Workers in all industries have their pick of new opportunities. They have the chance to test the waters and see what else is out there; to find their next stepping stone in their career.

However, this is a nightmare for many hiring managers. The competition for talented candidates is fierce and many employers are struggling to fill critical roles as a result. Candidates are ghosting interviews, or in some cases, completely failing to show up for the first day of work. And with the lowest level of unemployment claims since December of 1969, teams are becoming depleted and hiring managers are desperate to find the talent they need to keep operations running smoothly.

Need help? You’re not alone!

All of these jobs are creating opportunities for workers around the country. However, there are simply not enough workers to fill them. Current market conditions have placed job seekers and new employees in the driver seat. Candidates have complete control and if you’re onboarding or hiring process is inefficient, chances are, candidates will move on to other opportunities. Even if they already accepted an offer from your organization.

Many employers are feeling the struggle of these hiring trends. In fact, 60 percent of employers across industries are experiencing longer fill times for vacant positions due to the tight hiring environment. And to make matters worse, almost a quarter (23 percent) of employers have seen delays in filled positions up to three weeks or even longer.

This is a hard pill to swallow for many hiring managers. Especially since 55 percent of candidates are giving up and pursuing other opportunities if they haven’t heard from a prospective employer within two weeks of applying for a job. And even when a candidate accepts a job offer, the market is so good right now that 51 percent of candidates continue to search for other job opportunities after they’ve accepted a job and are currently finishing up pre-employment screening. In this crazy job market, one in seven candidates walks away after accepting an offer.

JSG is here to help

If you find yourself in a similar boat, it may be time to reach out to a professional for help. At Johnson Search Group, we have a proven track record that will help you streamline your hiring process and get you the right candidates when your team needs them. Partner with an executive recruiter today that is a professional in your industry. The thoroughness of our process ensures when a candidate accepts your offer, they’ll show up on the first day, ready to make an impact.

Dallas/Fort Worth

I Heart Dallas/Fort Worth (DFW)!


Dallas/Fort Worth

I am so excited to be recruiting solely in the Dallas/Fort Worth market! What’s not to love? You’ve got the Cowboys, a healthy thriving economy, near perfect weather for year-round outdoor adventures, and let’s not forget that it’s home of the oh-so-cherished frozen margarita machine… Just sayin’.

What has really captured my heart about the DFW area is the people. I am always amazed at how friendly everyone I talk to is. You are what makes my job so fun! And you’re the reason I am here to help bring the best talent from your market into your organizations.

The Dallas/Fort Worth market is hot

Okay, so we have already covered that fact that Dallas/Fort Worth and the surrounding cities are top-notch. But have you looked outside to see how booming your economy is?! I am blown away. Employment rose by 8,280 jobs in Dallas and 970 in Fort Worth last month. Those are HUGE numbers and they aren’t looking like they are plateauing anytime soon. The job market continues to be tight, and let’s face it, there are more jobs than people to fill them and the candidate pool is getting shallow.

Don’t get discouraged though; there is absolutely NO need for your organization to fill up your critical roles with candidates that don’t check off your boxes or that merely have “potential.” *I hate that word* I am building relationships with highly qualified candidates DAILY in your market that are passively looking to make a move which means that you’ll not see their resume cross your desk. Let me couple my slight obsession with DFW with your need to populate your organization with rockstar producers, leadership, and support. Let’s get you ready for an even better 2019!

Let’s make this happen together

Unemployment continues to drop and roles need to be filled. I get it, using a recruiter might sound like a weird option if you’ve never done it. Let’s say you have, maybe you have been burned by a recruiter in the past. Well, I can put your mind at ease by telling you that that is not me. I am not that person that will take your money and leave your role open

I’m not even the recruiter that will just throw a bunch of resumes across your desk just to fill a position. I find, vet (3 times in fact), and submit only those candidates you’re truly looking for. The last thing you want to do is burn out tenured employees by having them fill in for open positions when I am here to help add value to your institution.

Underqualified Candidates

Take A Look Around At Your Next Company Meeting

Underqualified Candidates

As we approach 4th Quarter, the job market is on fire and has no signs of slowing down. The mining industry alone has seen a 10.9 percent hiring growth year-over-year. To sustain this, many organizations are having to look at candidates with little or no experience to fill some of their vacant positions.

And think about these stats:

  • 28% of workers could be leaving their jobs by the end of the year.
  • 87% of companies are hiring candidates with little or no experience.

Try to visualize it. Check off every fourth person in your office. They’ll be gone by the end of the year.

Now think of the extreme risks hiring an unqualified or underqualified candidate to replace them will put on your organization. With that being said, I know there’s a case to be made for hiring underqualified applicants. However, there are many roles and responsibilities in the mining and heavy industrial world that are so critical that they cannot be filled by somebody lacking the necessary skills. In fact, you can argue that underqualified candidates are unqualified because of what’s at stake.

As a matter of fact, you shouldn’t have to worry if the platform you’re standing on is secure. You should be confident that the electrical system is grounded correctly. Your employees should expect the underground ventilation system to pump air. You should be able to trust that your personal information is secure, and your check is going to be in the bank by Friday. Not to mention, by hiring an underqualified candidate, especially in the mining and heavy industrial industry, you could be putting lives at risk.

Don’t settle for less

Nevertheless, employees are going to leave. That’s the nature of the beast… Especially, in this tight talent-driven market. But you don’t have to compromise your standards when trying to fill the void, trust me on that. We have long-standing relationships with our customers because of our ability to deliver highly successful outcomes. As well as, actually raise the bar when an employee decides to leave a company.

If you’re worrying about pending retirements or are anticipating resignations, connect with me and I’ll be happy to help you raise the bar. Your company needs to be stable no matter the current market, and I can help you achieve that.

healthcare recruiter

The Perks of Working With A Young Healthcare Recruiter

healthcare recruiter

There are many misconceptions today of working with young professionals. Many believe that those in the millennial generation are to be avoided at all costs, primarily in the workforce. Our generation has been skewed as nothing but lazy, impatient, rude, narcissistic, and entitled people.

Why work with a Millennial?

So why would anyone in their right minds want to work with those people? Well, there is no getting around the fact that a large portion of millennials do struggle with those traits. However, no matter what generation you look at, there are both the negative characteristics as well as positive. So why don’t we look at the positive? One of the best assets my generation has mastered is coming up with fresh and creative solutions to complex problems and never giving up on the search for knowledge to continuously grow ourselves. Innovation is our identifier and when matched with drive, there is no one better to get a job done.

So, with all of that said, why would you choose me to fill your critical roles as the youngest recruiter at Johnson Search Group? Well, I’m glad you asked. What makes me the best option for your recruitment needs? My innate drive and tenacity to be the best at whatever I do. You can be confident that I will not only get the job done, but I will get it done efficiently. And I will show you the candidates that you WANT to see, not just the ones that fit the job description. Don’t just take my word for it either. Put me to the test and allow me to exceed your expectations.

Working with a recruiter in this tight market

The fact of the matter is we are in one of the largest candidate-driven market’s we have seen in decades. The Healthcare industry has added a total of 301,000 jobs this year and 33,000 of them were added in August alone. This is great news for candidates as they can be both competitive and selective about the offers they take. But it can also make it harder for employers to find their ideal candidates as their top choice may be whisked off by another offer. Especially, if they don’t move quickly enough. Luckily for our clients, all of us at JSG work exclusively with candidates who are passively looking, as those are the candidates that are almost always the best fit for the job. Reach out to me if your healthcare organization needs help securing (and retaining) talent in this challenging market.


Overworked or Understaffed: A Recipe for Disaster


Today, more than ever, you don’t need to work yourself to sickness. I would never advocate working yourself to massive amounts of stress and anxiety. Today with the lowest unemployment numbers in years, there is really no reason one should work for a company that doesn’t allow for a normal work-life balance.

I am writing about this for a couple of reasons. I talk to so many people every day that want to look for a new job, but they don’t have time to focus on changing jobs, as they are being worked 60+ hours per week. Let’s think that through for a minute. You are frustrated because you are worked so many hours every week, but you can’t carve out some time to make the change? This is creating stress in your life and anxiety in your work. In fact, it is estimated that more than 20 percent of U.S. employees work more than 60 hours per week. As a result, 74 percent of working adults consistently fail to get enough sleep. And what’s worse, 66 percent of employees believe that their work performance would improve if they had more time to rest.

Being overworked is hurting your health

This is the recipe for an unhealthy life. A very good friend of mine just had a stress/anxiety health scare. He had a pulmonary embolism due to stress from work. He has been working 65+ hours every week and not getting the proper rest that his body needs. Thank goodness it was found early enough that the doctors could help him without long-term effects.

How many people are we seeing going through similar experiences due to being overworked? They don’t have time to get away from the workplace for a proper lunch or breaks throughout the day. If this is you, you should probably be looking at a new position with a normal work-life balance. Many times, this is completely relieved by making a work change. A new job, new boss, a new direction of a company that you agree with and want to be a part of will help improve your health. If you find yourself in this situation, it may be time to make a move.

If you’re a hiring manager with a depleted team, you’re not alone. With the current state of our job market, many departments are understaffed. This is especially true in the finance and tech industries where professionals are working in excess of 60 hours per week. Many hiring managers are feeling the effects of being overworked. This is distracting from their normal day-to-day duties. As a result, work is being left undone and thousands upon thousands of dollars are being wasted in inefficiencies. If your team is in need of qualified workers to keep things afloat, reach out to me and let’s work together to get the talent your organization needs.


The Construction Industry is Building Up and Creating Fierce Competition


It’s no secret, the labor market is incredibly tight, with some of the smallest candidate pools we’ve seen in decades. We’re talking about a time span larger than a majority of the United States current workforce’s age. And of course, it’s all over the news. If you’ve been in an understaffed department or involved in the hiring process, you’ve no doubt felt this first-hand. As a matter of fact, the unemployment market just reached a 49-year low. And in my experience, the construction industry has had an even tighter pool for top talent.

Construction keeps building stronger

I work in the Heavy Industrial, Oil and Gas, and Mining industries. And expansions, new sites, large civil and commercial projects are vying for some of the same talents. The mines and quarries that produce the stone or steel are adding construction projects, creating a self-feeding cycle of shrinking candidate pools. This carries into hospitals, financial institutions, and so on. Competition is fierce.

According to the Bureau of Labor Statistics, employment in construction continued to trend up in August 2018 with the addition of over 23,000 jobs. Over the past 12 months, the construction industry added a total of 297,000 jobs, with specialty trade contractors accounting for two-thirds of that growth.

Passive candidates are filling the void

Making calls into the industry every day and managing passive candidates is becoming necessary in battling this surge; bringing an already employed individual to their next career move takes involvement and perseverance. As many organizations with robust hiring departments know, the hiring process has been relatively smooth and efficient in the past. This trend has been changing over the last 18 months. And if your existing hiring methods are not producing similar results, do not despair. You are not alone in this candidate-driven market. It has become common for most organizations to focus their attention on a handful of their most critical roles.

And speaking from my own experience as an executive recruiter, I work best supplementing the existing staff and filling the most critical roles for my clients. Meanwhile, an important factor in deciding to reach outside of your own company for help with your hiring needs involves a different kind of thought process. You, as a company, have to think of the impact of the vacant position on production or services, and the added impact to the current workforce. These are tangible numbers, and in cases where the benefit outweighs the cost, it may be time to support your internal recruiting methods.

If you’re finding that you’re not able to fill your roles as quickly as you’d want, reach out to me. I have learned a lot about this current job market. And I would love to find the talent you need for your organization. Let’s work together today!

The Worst Career Advice You Can Take, banking, finance, candidate, career help, career advice, career, Johnson Search Group,

Ghosting an Interview May Haunt You in the Future

Ghosting an Interview

Congratulations! You’ve landed the interview with a prospective employer. You should be excited, right? Typically, after nabbing that interview, nerves can start to settle in, assumptions about the position or company can get in the way, and ultimately, you skip the interview. This is a BAD idea.

As a recruiter, I am lucky enough to have a pretty good relationship with most of the candidates that I work with. We’re able to have transparent conversations about red flags, hesitations, or cold feet. Ghosting a recruiter or a company for an interview can not only prevent you from getting hired but can also hurt your career in the future. Here are a few reasons why you should never ghost an employer for an interview.

You Never Know Who You Will Meet

You never know who might be interviewing you. What if down the road you apply to another company, but the person set to interview you for your dream job is that person that you ghosted months or even years before?

You’ll most likely not receive an offer for the job. And leaving the interview feeling defeated as well as wondering why no one warned you about ghosting before. Well, here’s your warning! Trust me, people will remember you.

No Second Chances

You will probably never be considered again for another opportunity with that employer. And yes, I have had this happen in the past with one of my candidates. I found a great candidate for an opportunity that I was working on. After I had submitted her to my client, I got a message back saying that they do not wish to move forward with her because a year prior, she didn’t show up for her interview.

She didn’t even email or call. Companies log notes in their applicant tracking systems with your name and /or resume. When applying for a job with that same company in the future, they will search for you in their system and will have documentation of how you bailed on them in the past.

It’s Wasting People’s Time

It’s rude and wastes people’s time. You’re leaving someone to wonder if something bad happened to you or if you’re just running late. They’re taking time out of their busy schedule to speak with you and you’re inconsiderate of their time.

When it comes to filling critical positions, they just want to fill it with a candidate that cares and is going to be a good fit. But once you start wasting people’s time, that’s when you leave yourself up for vulnerability because remember, the world is small. Especially, in certain career fields or industries.

These are just a few reasons why you should never ghost a prospective employer for an interview. Your reputation is on the line and being careless about communication can come back to bite you in the future.