Client Resources

If you’re an employer, navigating the labor market can be challenging. But at Johnson Search Group, we are here to simplify things. Here is a collection of hiring process recommendations, overviews of the current landscape of the labor market, industry news, and much more. At Johnson Search Group, we work hard, we work together, and we work for you.

how to overcome the spooky hiring market in Q4

How To Overcome The Spooky Hiring Market In Q4

There’s no denying that the hiring market for the past two years has been a rollercoaster. And according to recent surveys, hiring is projected to be at an all-time high during the 4th quarter of 2021. In addition to the usual retail hiring fervor surrounding the holiday season, white-collar and blue-collar jobs also anticipate payroll growth. These include information (+62%), financial services (+56%), construction (+56%), and professional and business services (+54%). As a result, hiring will continue to be ultra-competitive. However, you shouldn’t let that spook you. It’s a great time to hire in preparation for 2022. Here are a few strategies you can deploy to overcome the spooky hiring market in Q4.

Revive Your Job Description Spells

If you’ve been using the same spellbook for job descriptions for centuries (or even just a few months), it’s time to switch it up! Bring your job descriptions back to life by going back to the basics. Include your absolute candidate must-haves and a high-level overview of the job. Then, sprinkle in some reasons why your company is a great place to work. Finally, to make the ultimate impact, note the salary range for the position. This comprehensive version of a job description will save time for both you and applicants.

Avoid Ghosting Candidates

In a competitive hiring market, every applicant is valuable. In the final quarter of the year, you can expect that applicants will be entertaining multiple offers at once. Thus, it’s important to maintain good relationships throughout the hiring process. Now is the time to establish a communication plan for candidates who have applied, interviewed, and had offers made. It will be advantageous to have a backup candidate (and a backup for the backup!)

Never Trick Or Treat (For Candidates) Alone

You were probably told never to trick or treat alone while hunting for candy when you were younger. Well, the same applies to the candidate hunt. You’re more likely to snag top-quality candidates when you partner with a hiring expert. Just think of us as the older kid who knows where all king-size candy bar houses are. Our proprietary network is filled with passive candidates just waiting to be connected with a great company like yours.

If you’re ready to overcome your fears and take on the hiring market in Q4, it’s a perfect time. Contact JSG today to discuss how we can work hand-in-hand to secure the talent you need before the new year.

How to Build a Successful Hybrid Workplace

How to Build a Successful Hybrid Workplace

After the initial shockwave generated by the pandemic, many companies are going hybrid – a mix of working from home and working from the office. This concept is new for many employers, and companies are scratching their heads on the best route to provide a healthy employee experience. Here are some tips to help build a successful hybrid workplace for your team and foster an attractive company culture.

Empower your employees (and listen!)

Every company’s hybrid workplace situation will look different depending on your team, location, industry, and many other factors. Some initiatives will work well, while others may crash and burn. Supporting a hybrid team will take some experimenting, and most importantly, communication. Communicate with your team often and empower them to provide feedback. What works for one team member may not work for another. It will take lots of discussions, tweaking, and testing to find a good balance for your hybrid workplace.

Review your company policies

As your company starts to shape your hybrid workplace, now is the time to review your company policies. Your pre-pandemic policies may not be suitable for your employees’ needs today, and it’s essential to review them and update them accordingly. A big policy update is likely your PTO structure. Many companies are using the pandemic to review their PTO policies and make them more appropriate for today’s needs. Other things to look at are safety protocols, mental health check-ins, and increased flexibility. These policy changes will keep your employees happy and help attract new job seekers during this competitive market.

Give team what they can’t get at home

When building your hybrid workplace, it’s important to understand that you must provide your employees what they cannot get at home. LinkedIn’s Brett Hautop, VP of Workplace, described this well when he said, “Many people don’t want to feel like they’re leaving the house just to go sit at another desk.” What is the point of bringing people into the office? What advantages can the office deliver to your employees that they can’t get in the comfort of their homes? For most, this is in-person collaboration. Some companies, like LinkedIn, are redesigning their workplaces to offer more collaborative environments – something most employees can’t get at home. As a result, they are removing desks and repurposing furniture to build spaces better suited for a hybrid environment.

This is just an example of what your team can do to foster collaboration while physically in the office. The whole point of a hybrid schedule should be giving your employees the best of both words and capitalizing on what they can do well at home and what is better suited for the office.

What Employees Want in A Hybrid Work Environment

What Employees Want in A Hybrid Work Environment

Today, we face a completely different work culture than what we are usually used to due to the COVID-19 pandemic. One of these work culture shifts includes having the option at some places to work from home or in a hybrid environment. 46% of employees are likely to make a career transition to find an opportunity that supports remote work. To combat this, more employers are cultivating a hybrid work environment. Because of this trend, it is essential to understand how to successfully implement a hybrid workforce to keep your employees engaged and productive. Here are three things employees want in their hybrid work environment as we continue to navigate the evolution of work cultures. 

Having Trust

Regardless of your work environment or industry, there must be a significant amount of trust between your staff and management. However, having faith in your employees plays an even more substantial role in a hybrid work environment. Thus, leadership teams will have to embrace flexibility with their employees. Not everyone’s working situation will be identical; some of your staff will be working different hours or be coming and going from the office. As a result, it’s easy to micromanage your team to ensure everyone is getting their work done. Micromanagement is one of the biggest turnoffs for hybrid workers and can ultimately lead to burnout. Instead of breathing down the necks of your staff, managers can outline goals and expectations so everyone is on the same page.

Addressing Remote Work Challenges

When transitioning to a hybrid work environment, many employees fear missing out on things around the office. Work from home FOMO is challenging to overcome, but it’s essential to take the time to understand some of these challenges and develop strategies to resolve them. One of these challenges is your staff feeling isolated. Many employees will miss out on in-person interactions, contributing to your team not feeling engaged with their jobs. Employers can organize remote social interaction to help their employees feel engaged and connected when working hybrid schedules to combat this. These events can take various forms, such as virtual happy hour, team trivia, or friendly competitions.

Open Communication

To ensure your hybrid work environment is thriving for all parties, you must have open and honest communication. These conversations will stem down from your leadership team. 45% of remote workers feel disconnected from their employer because of a lack of communication. Your leadership team must have open communication with your staff (and do it often!). Your company can send out newsletters to keep your staff up to date on company changes, regular check-ins, and opportunities for your employees to provide feedback. Hybrid working environments are new to the majority of employers. Therefore, your company should be implementing changes regularly to make them more productive and healthier for your staff.

Need more help navigating this labor market?

Those are three ways your team can provide a more attractive hybrid working environment for your employees. At JSG, we understand that hybrid working is becoming a staple for employers across the world. If your team is looking for more ways to attract and retain your staff during this difficult time, take a look at our blog! We have tons of resources to help your team offer a better atmosphere for your employees in this competitive market.

How To Avoid the Great Resignation

How To Avoid the Great Resignation

If you are an employer, you may have had some trouble recently trying to keep employees around. In fact, in the United States, 4 million people quit their jobs in April 2021. However, this is not surprising considering what the COVID-19 pandemic has done to change our work lives. Retaining your employees is more complicated than ever in today’s competitive job market. This phenomenon has been coined the “Great Resignation,” where currently employed job seekers are leaving their jobs in a drive to pursue new opportunities. So, what can your company do to prevent your best employees from jumping ship for greener pastures? Here are three helpful tips to boost your employee retention rates and offer an overall better experience for your staff.

Competitive pay

Any future or current employee is always looking to make money for a variety of reasons. Offering competitive pay is an attractive way to retain your employees (and attract new job seekers too). If you are not offering compensation packages similar to other companies in your industry or area, you will likely fall victim to the Great Resignation. Take some time to review your employees’ salaries and ensure they are competitive, or you will probably see more staff members begin to jump shop to your competition.

Flexible work environments

There is no doubt that COVID-19 has forced employees across every industry to work in flexible environments. However, this shift in the way we operate is not going anywhere. More and more employees desire the additional flexibility in their work lives to continue. This could include having the option to work from home or even work in a hybrid environment. To support this, 39% of people of respondents in a recent survey would consider quitting their jobs if they were not offered the flexibility to work remotely. It’s more important than ever to find compromises that allow employees the flexibility to work remotely in some capacity.

Keeping employee’s well-being in mind

Speaking of well-being, did you know that 44% of employees feel more burned out now than they did almost a year ago? This is due to many factors, but the most notable are stress and just having too much on one’s plate. Within your company, it is a great idea to keep your employee’s well-being in mind by fostering a work environment that supports physical, mental, and emotional health needs. To avoid resignations, it’s essential to regularly check in with your employees to see how your team can support your employees.

Need more resources to avoid the Great Resignation?

There are so many creative solutions to avoid the Great Resignation from happening to your company. In today’s market, it is vital to support your staff physically and mentally to improve your retention rates as well as attract job seekers. These tips are just a few overarching ideas for creating a better working relationship with your employees. To get even more inspiration to improve your employee experience, check out more of our client resources!

Or if you are struggling to attract candidates that won’t jump ship, it may be time to consult a recruiter. Our recruiters will work with your hiring team to identify candidates that will be a strong fit for both the role and your company culture. If you want to learn more about partnering with JSG, reach out to us today!

The Perks and Incentives Job Seekers Actually Want

The Perks and Incentives Job Seekers Actually Want

Most of us have probably driven by a local business and have seen a help wanted sign with a sign-on or retention bonus. But in the post-pandemic market, the service industry is not the only one offering new perks, incentives, and even cash bonuses to attract new talent. However, as companies resort to creative means to entice new candidates (and retain their current employees), what perks and incentives do job seekers actually want?

Work flexibility

In the heat of the pandemic, many office-based workers grew accustomed to their newfound flexibility. Millions of workers began working from home and enjoying a little more freedom in their workdays. As we continue to recover from COVID-19, job seekers are looking for opportunities that continue to offer this flexibility. According to a recent poll from LinkedIn Senior Editor Andrew Seamen, 78% of participants believe flexible work options are the most desirable perk and incentives. So, flexible work options can be a hybrid work schedule or even supporting a remote workforce entirely. Either way, most job seekers are looking for new employers that will offer flexible working conditions.

Healthcare benefits

It’s no surprise that more people are more concerned with the healthcare coverage a prospective employer offers. According to LinkedIn’s Workforce Confidence Index, 41% of respondents report that healthcare and benefits are more important than salary. A few years prior to the pandemic, healthcare coverage did not even hit the top five list of things more important than salary. Therefore, to attract the best candidates on the market and keep your current employees satisfied, your company should review your healthcare coverage and ensure it’s competitive. In today’s market, it’s essential to put your employees’ needs first and understand what healthcare benefits they need.

Relocation assistance

Relocation assistance is something that can vary by industry or even from company to company. Some companies simply offer a lump sum of money to assist with the relocation expenses. Other employers have a more detailed relocation package to reimburse new employees. It can be expensive to relocate across the state or even the entire country. So, your candidates will be much more likely to accept your offer if they get some relocation assistance. These relocation reimbursements can include temporary housing, moving company expenses, packing services, home-selling assistance, and additional support. With millions of Americans relocating during the pandemic, you can make your offers more competitive and cast a much larger candidate net if you offer relocation assistance.

You don’t have to go through this alone

These are three perks and incentives that job seekers are looking for in today’s market. The pandemic has shifted job seekers’ priorities, and employers need to follow suit. If you need assistance attracting top talent in today’s competitive market, you are definitely not alone. But that doesn’t mean you have to combat this hiring blunder without enlisting the help of a professional. If you need help sourcing candidates in this competitive labor market, reach out to us today. Our recruiting team here at JSG is ready to help you navigate these challenging times.

Relocating Candidates in the Post-Pandemic Market

Relocating Candidates in the Post-Pandemic Market

In the world of direct-hire staffing, relocating candidates is a common obstacle we all face. For the most part, candidates aren’t eager to relocate, and employers never prefer to relocate candidates if at all possible. Still, relocating candidates is a necessary part of staffing and recruiting. It’s an obstacle all candidates, clients, and recruiters face when building solid teams and workforces. Relocation is nearly inevitable when taking on some job requisites. For example, when recruiting at remote locations or looking for a particular skillset. Relocating candidates is an endeavor I have been very successful in and an area I take pride in my recruiting abilities. Recently I lost one… Not to say I haven’t before, because I definitely have, but it had been a while. I wanted to take a few moments to share why relocating candidates in the post-pandemic labor market is more challenging.

Interviewing and hiring strategies evolved

Throughout the majority of 2020, many of my senior-level positions came to a screeching halt due to the pandemic. As a result, most of my positions requiring a relocation were put on hold or eliminated for the time being as traveling became more complex. As the year progressed and hiring and interviewing practices evolved, these job openings started to come back. But candidates were uncertain about pursuing new opportunities requiring relocation due to the uncertainty of the job market. When working with candidates during this time, companies and recruiters had to be extra vigilant, detail-oriented, and safety-minded in helping to facilitate these relocations. I still successfully filled these job orders, but it became increasingly challenging working with a much smaller talent pool.

Candidates are going fast

With the competitiveness of the job market and one of the most competitive housing markets in decades, we see different obstacles facing relocation opportunities. Companies are hiring across the board, and we are experiencing a massive uptick in hiring with all our clients. Candidates are ready to make a move and are going fast. Many of my candidates are interviewing with multiple companies, creating a great sense of urgency with employers. If your hiring process is too slow, you will surely miss out.

And with a competitive housing market, you have to be three steps ahead to get the right candidate to relocate. While this is a daunting task, one thing remains true: you must be transparent with candidates on all relocation details as soon as you they enter the interviewing process. Your candidates have to understand everything from the housing market, cost of living, schools in the area, moving expenses, onboarding, and countless other details. As long as everyone is on the same page, we at JSG have still successfully relocated candidates in this market.

We can assist with relocating candidates

As I learned early this month, you can’t win them all; however, with the right relocation strategy, recruiting firms like Johnson Search Group can help bring you the right candidate regardless of the current hiring obstacles. Reach out to us today, and let’s work together to solve your hiring dilemmas!

How to Attract and Retain Candidates in Today’s Chaotic Market

How to Attract and Retain Candidates in Today’s Chaotic Market

It’s no secret that COVID-19 has changed the landscape for many organizations over the past year. Throughout the last 18+ months, employers transitioned to a remote workforce, laid off or furloughed staff, and some even were forced to close their doors for good. Now that many areas are beginning to reopen, the job market is hot, people are hiring, and candidates are starting to make career changes.

People are quitting their jobs at record rates

According to JOLTS Report, 4 million quit their jobs in April with a renewed confidence in their career prospects. As the labor market continues to strengthen become competitive again, employed job seekers feel good about pursuing other opportunities. The industries where workers are quitting their jobs at record rates are retail trade; professional and business services; and transportation, warehousing, and utilities.”

Employers are struggling to retain their staff

April showed a record 9.3 million job openings – which means employers will need to work harder to retain their current employees. Employees are beginning to see that they have the upper hand; they continue to have negotiating power while they’re in the process of getting a new job. Also, the best candidates on the market are seeing an increase in counteroffers and retaining bonuses.

Not only are candidates quitting their jobs to go to other companies, but many people have had to become creative to generate income. Side hustles have been on the rise over the last couple of years, with more than 2 million people entering the freelance game in 2020.

What can your team do to attract candidates?

My clients have recently had to become creative in how they attract and retain talent. Retention bonuses, especially within mortgage positions, have increased significantly. Companies are also starting to offer sign-on bonuses to attract new talent.

If you’re having trouble attracting or retaining talent in today’s job market, reach out to me. I’ve helped several of my clients come up with solutions to fill positions and retain their best workers. We talk to candidates all day, every day, asking them the questions of what it would take for them to consider a career change. Partner with us, and let’s work together to create a plan that will help you attract and retain candidates, even in today’s chaotic market.

Hiring In A Post-COVID Market

Hiring In A Post-COVID Market

With the COVID-19 pandemic finally curtailing and economies opening back up, what does hiring look like for you as a company?

It would be easy to say that it looks like it did before the pandemic, but we all know it doesn’t. Hiring looks different for the first time in many years. It was a candidate-driven market when COVID first hit, whereas it is somewhat of a hybrid today. In some areas of the country, there are many more jobs than candidates, and job seekers are in the driver’s seat. However, in many markets, we are seeing the opposite. There are only a handful of jobs and many candidates.

The Current Hiring Market

COVID unemployment benefits are discouraging many job seekers from re-entering the labor force. This has been an issue for many companies and will continue to be so for those hit hardest by the pandemic.

Elsewhere, jobs far outweighed the candidates before COVID, and now the problem has only multiplied. Companies must be willing to cut short-term profits to get the right employees in place to meet their long-term goals. Otherwise, they are essentially the proverbial “dog chasing its tail.” They will never get enough employees to grow to meet goals and forecasts. To accomplish hiring goals, companies must figure out a way to attract candidates. Implement remote hiring, expand PTO offerings or other fun perks like free lunch and snacks.

I am working with a couple of banks currently that are hiring higher-level positions. Those institutions are struggling to find people who are willing to move from the comfort of their current role to an unknown new company. This also requires some fancy footwork to incentivize candidates to make a move. We see some companies opening up jobs to different skill sets and even lowering hiring standards to get someone in the door. However, that is a short-term fix while not truly addressing the problem. How do you get people to want to move to your institution without giving away the farm or lowering our standards too low, thus creating an inferior product/service?

How To Attract These Candidates

The answer to both questions is to find a great recruiting firm to partner with. A stable partner has been through .com bubbles, housing crises, recessions, downturns, chaotic political spectacles, and crazy great hiring times. Johnson Search Group is that firm. We can assist you with finding the best talent for all your jobs. Be it temporary or contract help or permanent, full-time roles, we have you covered. We can help you find the best talent because we are the best search firm for your company.  Contact us today to get started!

4 Ways to Establish A Competitive Compensation

4 Ways to Establish A Competitive Compensation

It’s no secret that compensation is one of the most important factors to consider when looking for a new job. Employers must also ensure that they’re remaining competitive within the market to attract great talent and retain their current employees. Here are four ways employers can establish a competitive compensation in today’s market. 

Understand the market

Whether you’re a candidate searching for a new opportunity or are looking to add staff to your organization, you’ll want to make sure that you understand what the market is paying in your industry. There are websites that offer insights into salaries for certain positions. The Bureau of Labor Statistics or Glassdoor are great tools to use. These sites can help your company determine if your compensation is competitive or missing the mark.

Offering other benefits

Employers can also offer a robust benefits package to attract and retain talent. Additional bonuses, paying for healthcare premiums, 401k match, and remote work flexibility are great ways to stay competitive. Benefits remain an essential factor when candidates are considering a new opportunity. So, if you cannot come up on the salary range, there are other benefits you can offer to remain competitive.

Benchmark salaries

According to Salary.com, benchmarking “is a process by which compensation professionals match internal jobs and their descriptions to similar jobs and descriptions in a salary survey or other source of market pay data, in order to identify the market pay rate for each position.” Benchmarking once a year will ensure that you’re remaining competitive to not only retain your current employees but attracting new talent as well. Your compensation packages may be competitive this year, but regular benchmarking is a safe way to remain competitive.

Understanding the value of the position

My clients are consistently looking for mortgage operations folks to join their team in today’s market because the mortgage market is hot. Companies have had to offer additional incentives, higher salaries, and other benefits to attract these candidates. Since the need is so high, employers need to stand out when looking for a candidate in high demand. Properly valuing workers in high demand is also crucial for your current employees, or they will seek out other opportunities.

Recruiters can help you be competitive

As I’ve mentioned, there are several ways companies can remain competitive in the market when it comes to compensation. A great place to start would be to speak to a recruiter in your industry. We speak to candidates all day long about their compensation requirements, and we’re consistently doing market research on our industries. At JSG, we take the time to understand market trends and the needs of our clients. If you need help to establish a competitive compensation package for your candidates, reach out to us today!

How To Secure Top Talent In Today's Market

How To Secure Top Talent In Today’s Market

How quickly are you able to make an offer to a qualified candidate? If your answer is anything less and just a few days, then you are probably missing out on great talent. A candidate-driven market where candidates have their choice between multiple offers is competitive. It’s not always whoever offers the best benefits package gets the hire. The most desirable candidates are only available for a limited amount of time already. And in the current market, those candidates are getting swooped up particularly fast. But don’t worry, there are ways to snag these qualified candidates. Here’s an easy way to secure top talent in today’s market.

Stop Playing Hard To Get

One way to ensure you end up hiring the best talent is to let a candidate know when you like them. The days of playing “hard to get” are over. Be upfront and honest about your process and intentions and set accurate timeframe expectations. Then, follow through and follow up with whatever expectations you set (or better yet, beat them). Candidates want to work for employers they trust. They value companies that immediately show that they will stay true to their word. It’s important to remember that candidates are interviewing you and your institution just as much as you are interviewing them! When multiple offers come into play, it really can be the small details that make a huge difference. Sticking to your word and treating candidates with respect is a fantastic way to set yourself apart as someone who leads with honesty and integrity right from the get-go.

If you have had any issues with losing out on great talent, whatever the reason may have been, give me a call. Let’s talk about ways we can work together to get the best talent on your team.