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.


We Simply Get People Hired

We Simply Get People Hired

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

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

Take a look at the numbers

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

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

We work to provide quality over quantity

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

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

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

4th Quarter

4th Quarter Job Market Outlook

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

Eliminate hiccups in your hiring process

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

Utilize contract workers

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

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

Be active, not reactive

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

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

4th Quarter Job Market Outlook

4th Quarter Job Market Outlook
Job Offers

Why Candidates Keep Backing Out of Job Offers

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

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

Move quickly and make strong job offers

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

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

Get your offer in writing

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

Partner with a recruiter

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

employee retention

How to Increase Employee Retention in Today’s Market

More and more employers are struggling with employee retention in today’s market. With a near 50-year unemployment rate and 7.22 million job openings in the United States, many-valued employees are leaving for greener pastures. If you are one of the thousands of employers facing a steep decline in employee retention, here are a couple of things you can do retain your employees.

Fill vacant positions quickly

If you have vacant positions at your company, it’s in your best interest to fill them quickly. They probably cost your company more than you think. Not only is your production taking a hit, but the average cost of an employee exit is also 33 percent of their salary. It costs thousands of dollars and hundreds of hours for a company to fill a vacant position successfully. The faster you fill your vacant positions, the more money you will save.

Additionally, if you have a vacancy, someone else on your team is probably picking up the slack. Every day that goes by with that employee doing extra work, their likelihood of leaving skyrockets. Vacant positions can be a vicious cycle that your company doesn’t want to be stuck in.

Foster a healthy work-life balance

Ninety-five percent of human resource professionals claim an unhealthy work-life balance is detrimental to employee retention. If you don’t provide an excellent work-life balance, they’ll find a new employer that offers more time away from work. Again, employee vacancies play into this. If your team has multiple vacancies, your other team members are picking up the slack. They’re likely working longer hours, doing extra tasks, and feeling burnt out. If you keep these positions vacant, your employees will seek other opportunities that give them a life outside of work.

If you don’t want your company to fall victim of the current quit rate of 2.4 percent (the highest rate ever recorded), you need to take care of your current employees. And the best way to do that is to ensure they aren’t covering the workload of two or three different positions. Therefore, if you want to avoid this predicament, reach out to our expert team of recruiters at Johnson Search Group. We will help fill your open positions and keep your employee retention rate manageable.

Myths About Contract Workers

3 Myths About Contract Workers

Contract Workers

You’ve probably heard at some point or another that the ‘gig economy’ – a marketplace of contingent or short-term contractors or freelance workers – is thriving. According to a recent study, more than one-third (57 million) of U.S. workers hold a contract position. Despite encompassing so much of today’s workforce, countless employers still don’t understand and see the value in hiring contractors.

Here are three of the most common myths about contractors and why your team should consider enlisting them.

They’re always looking for greener pastures

A common myth about contractors is that they are always looking for ‘better’ opportunities. And while that may be true for some contractors, most of them will finish out their assignment. Whether it’s three months, six months, or even a year, contract workers will typically stick around and help your company reach its production goals. In fact, many are working hard for the opportunity to earn a permanent position on your team.

They don’t have the experience I need

This is another misconception about contract workers that simply isn’t true. Contract workers can often have more experience than candidates who’ve only held permanent positions. However, it may be challenging to identify this. It can be tricky to understand the resume of a contract worker as it probably looks nothing like a traditional resume. For example, a contractor’s resume may be much longer than a standard resume because they probably have worked at numerous employers with a broad range of positions.

Or, since they’ve had some many positions, it can make them appear to be a job hopper. However, since contractors often work for numerous employers in various industries, there’s a good chance they are even more qualified than a ‘traditional’ candidate.

It’ll cost my company more money

Many hiring managers and employers believe that utilizing contract workers is too costly to their company’s bottom line. Again, this isn’t always true. Your organization can actually save money hiring contract workers instead of waiting weeks or even months to hire a permanent employee. If it’s taking you months to hire the right candidates, it costs your company more than you might think. The average cost of a vacancy is over $4,000 over a 42-day span. So, if you have a handful of positions and they’re vacant for months (which is often the case in today’s labor market), it’s costing your company tens of thousands of dollars.

And do you know what an efficient solution is to avoid these costly hits to your bottom line? Enlisting contract workers! Contract workers will help prevent hiccups in production and keep operations running smoothly. The best part about contract workers is if they’re adding value to your team, you can offer them to come on board permanently.

Partner with Johnson Search Group for your contracting needs

Contract workers are a great solution to your staffing needs in today’s tight labor market. If you are interested in utilizing contract workers, reach out to a recruiter at Johnson Search Group today! Let’s work together to find the talent your team needs.

Today's Job Market

How to Navigate Today’s Job Market

Today's Job Market

As most of you know, the labor market is tight. Business payrolls increased by an astonishing 195,000 jobs in August, well-surpassing economists’ predictions of 148,000 jobs. There is a lot of talk about an upcoming recession, but each month, more and more jobs are added in the United States. Plus, the total number of people claiming benefits in all programs for the week ending August 17 was 1,639,60. That’s a decrease of over 4,000 claims from the previous week and almost 9,000 from the same time last year. In other words, the job market is strong.

However, as an employer, this can be tough. If you are struggling to fill your critical roles, here are a few tips to help your team navigate today’s job market.

Move quickly

In today’s market, regardless of your industry, your hiring team has to have a sense of urgency. Frankly put, you don’t have time to mess around and be picky when candidates are only on the market for an average of 17 days. Don’t believe me? Listen to Krista Portolesi, one of our executive banking recruiters:

If talent is only on the market for 17 days, your organization must make a decision and onboard your candidates faster than the market average of 42 days. The longer your hiring process takes, the more you will struggle to fill your critical positions.

Be proactive

In this tight market, you cannot be reactive as an employer. You must identify your hiring needs before they become pitfalls. The last thing you want is to be unaware that your team or department lacks the talent it needs to keep up with production. If you’ve identified a hiring need, act now before it costs your bottom line. The average cost of vacancy (at an average of 42 days) is $4,129. That’s four grand you could have allocated towards a new software or piece of equipment. If there is a hiring need on your team, fill it now, or those cost of vacancies will start adding up really quickly.

Work with a recruiting firm

If your hiring process needs a helping hand, why not reach out to a recruiter? At Johnson Search Group, we have talented recruiting professionals that specialize in your industry. We know the market trends and genuinely understand your hiring needs. We have heard time and time again from employers that they are struggling to fill their critical positions – sometimes even taking months to do so. So, instead of worrying about meeting production goals, give us a call and let us help you navigate today’s job market.

hiring

The Ultimate Hiring Playbook

hiring

As the summer sun starts to wane, you’re probably already looking ahead to next year. You may be contemplating the goals you want to accomplish, how much you’d like to grow your team, and even how you can streamline operations. No matter what’s on your mind for 2020, there’s no doubt that hiring will play a big part in your strategy! And in a candidate-driven market, it can be overwhelming to strategize how your company will compete for the top candidates on the market.

But don’t worry… we’re here to help! The JSG blog is full of expert hiring advice from those that really know best – our recruiters. Here are some of our most recent resources to help you prep for hiring an outstanding team.

3 Soft Skills You Need To Hire For

While every company and hiring manager will want to look for different traits, we’ve listed 3 of our top soft skills to look for. Read More

How To Get The Candidates Your Team Needs

Are you one of the many employers struggling to navigate today’s tight labor market? If so, here’s how to streamline your hiring process. Read More

Is Candidate Experience Hindering Your Hiring?

One of the main factors affecting your company’s ability to attract and retain qualified talent is your candidate experience. These are the make or break steps throughout your hiring process. Read More

The Best Way To Interview Candidates Over The Phone

When interviewing candidates remotely, it’s important to maximize the opportunity and get all the information you need. Follow the link for a few things to keep in mind when you schedule your next phone interview. Read More

3 Tips For Maximizing Your Hiring With A Recruiting Firm

Follow these tips, and you’ll be able to hire the talent you need and establish a long-term working relationship with your partnered recruiters. Read More

What Today’s Talent Really Wants

When thinking about your recruiting strategy, be sure to push the boundaries of “standard” job offering by incorporating some of the following elements. Read More

These Interview Questions Will Reveal The Most About Candidates

When interviewing candidates, not every question is created equal. A focused list of purposeful questions can reveal a lot about a candidate and how they’ll fit into your open position. Read More

How To Attract Millennial Talent To Your Organization

By 2025, Millennials will make up 75% of the workforce. So what can your team do to secure this majority workforce? Read More

How Good Is Today’s 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. Read More

soft skills, interviewing, hiring

3 Soft Skills You Need To Hire For

soft skills, interviewing, hiring

When you’re hiring your next team member, you will most likely scour their resume for hard skills. Do they have the experience and skills to perform the job? However, we recommend you take it one step further. Think of a list of necessary soft skills that will contribute to your team’s productivity and culture fit. While every company and hiring manager will want to look for different traits, we’ve listed 3 of our top soft skills to look for below. Additionally, you’ll find a behavioral interview question that will help you determine if a candidate has them.

Listening Skills

First and foremost, you want your employees to have excellent listening skills. But make sure you think beyond just absorbing information. Try to find people who will listen to feedback, take direction, and utilize that information in the future. Your best employees will use everything they learn to form their future strategy.

Question to ask in an interview: Tell me about a time when you took something you learned at a company and applied it directly to your job.

Ability To Take Criticism

Being receptive to feedback is what will make a good employee a great employee. You want to build a team that is not only open to constructive criticism from leaders throughout the company but also fellow teammates. As a bonus, look for someone who will not only accept the feedback but grow beyond exactly what they’re told and look for opportunities for self-improvement.

Question to ask in an interview: Tell me about a time when you received constructive criticism and used it to improve.

Grit

Every year, we pick a theme here at Johnson Search Group to guide our strategy. This year, we chose to focus on grit. By definition, grit means “firmness of mind or spirit; unyielding courage in the face of hardship or danger.” Your dream employees will be able to power through any trials or tribulations that come their way. They will take obstacles in stride and become better having gone through them.

Question to ask in an interview: Tell me about a time when you faced a difficult situation at work and how you overcame it.

hiring process

How to Get the Candidates Your Team Needs

hiring process

If you are like many other employers, it’s becoming incredibly difficult to find talented candidates to fill your open positions. The U.S. Department of Labor recently released a report demonstrating that nine different states have record low unemployment rates. So, are you one of the many employers’ struggling to navigate today’s tight labor market? If so, here’s how to streamline your hiring process.

Speed up your hiring process

The first (and most important) step to successfully recruiting candidates to your team is to speed up your hiring process. And we’re not just talking about getting the job description posted! Think about the entire process, from the beginning to the candidate’s start date. The average time to fill across all industries is 42 days at an average cost of $4,129. The longer your process, the longer your job vacancy will be, and thus, the more money your company is wasting.

Gone are the days of bringing candidates back for three or four interviews and taking your sweet time. In today’s market, employers do not have that luxury. Try to find areas throughout your process to eliminate time or unnecessary steps. If you can remove a phone screening and move straight to an onsite interview, do it. Cutting out unnecessary steps will save you time, money, and ensure you’re getting the talent your team needs to keep producing.

Make decisions quickly

Eliminating redundancies and inefficiencies throughout your hiring process is critical. However, the interviewing process is only just the beginning. Once you and your team choose a candidate, you must make an offer and agree on a relatively soon start date. In this market, if you take your time to extend an offer after the final interview, you’ll likely miss out on a great candidate. It’s a candidate-driven market. That means candidates have options (and lots of them!). The more time before an offer is extended, the more time candidates have to explore additional lucrative job opportunities.

The same thing goes with excessively long start dates. If you make an offer to a candidate and set a start date for a month or more down the road, your organization runs the risk of missing out on your hire. Even if a candidate accepts your offer, a lengthy onboarding process grants them the opportunity to check out other jobs or receive additional offers. In this job market, candidates may move on if they find a job that may offer better benefits, a higher salary, or is more appealing to the candidate. Make your decision quickly and onboard efficiently to ensure your candidates don’t jump ship or ghost you at the last second.

Ask a recruiter for help

Having trouble identifying areas in your hiring process that need improvement? Don’t worry; you’re not alone. It can be challenging to find areas to improve to ensure you’re getting the best candidates possible. If you need a hand finding areas in your process to improve, reach out to one of our talented recruiters today. We can go over your hiring process with you and help find ways to streamline your process and ensure you have the talent needed to keep producing. Reach out to Johnson Search Group today and let’s work together to fill your critical roles.

recruiter, phone interview

The Best Way To Interview Candidates Over The Phone

recruiter, phone interview

For many companies, the very first step in the hiring process is a phone interview. It’s a great way to narrow down your pool of candidates, to get to the handful of top contenders that you’d like to interview in person. However, when interviewing candidates remotely, it’s important to maximize the opportunity and get all the information you need. Here are a few things to keep in mind when you schedule your next phone interview!

Communicate details

Prior to a phone interview, communication is key. Make sure that the candidate knows who is calling who, the expected length of the interview, and if they should have anything special prepared.

If you have a recruiter or HR team coordinating the phone call, ensure they include your name, title, and contact information. This will ensure that the candidate has the opportunity to do their research ahead of the interview!

Plan ahead

Because phone interviews tend to be a truncated version of their in-person counterparts, you want to have a planned structure. Head into the meeting knowing what information is most important and what you’d like to take away from it. Then, plan your questions based on your ultimate objective. Of course, you can improvise throughout the interview, but having a list of topics to cover will guarantee that both you and the candidate walk away feeling accomplished.

Set the tone

Phone interviews can be nerve-wracking for candidates. As the interviewer, you are responsible for setting the tone of the interview. Host the phone interview in a quiet place with limited distractions. Always try to ease into the conversation with the usual small talk, allowing the candidate to get comfortable. That way, they’ll be able to open up as the interview goes on!

Follow up

After the interview, the candidate will (hopefully) send a thank-you note. This is the perfect opportunity for you to communicate the next steps. Regardless, it’s important that the candidate knows what to expect moving forward. And if you decide not to move the candidate to the next step, the sooner they know, the better!