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.

Looking Forward With SVP Perry Paden

We caught up with Johnson Search Group’s Senior Vice President to find out what’s in store for the hiring forecast, JSG, and what companies can do to keep up.

What does hiring look like for the rest of 2015?

Here at JSG, we are seeing an increase in hiring essential positions across all of our industries.  According to a September report from the American Staffing Association, the recovery has not been as robust as companies had hoped. The report references the fall of unemployment from a high of 10% in mid-2009 to somewhere around 5% as of August 2015. But what the numbers do not indicate is what JSG clients and prospective clients are telling us. Hiring for pivotal positions is more important now than ever. Some of the most in-demand positions stem from the following spaces: Marketing, Accounting, Information Technology, Compliance, and Security. For the remainder of 2015, hiring will continue at a brisk pace in these areas and others. Some companies must fill positions by the end of the year for budgetary reasons, while others are seeking crucial skill sets to remain in compliance into 2016. One thing is for certain: 2016 could shape up to be a true candidate-driven market, making it imperative that companies hire top talent now.

Hiring Sign A blue sign with the word Hiring with an arrow on a brick wall

What is JSG doing to prepare for 2016?

With candidates driving the market in 2016, JSG is taking steps to ensure that our clients and candidates are prepared. Focus will be on continuing to expand our network, building on strong relationships, and helping our clients get the best talent possible. We recently launched a user and mobile-friendly website that provides access JSG at any time, including a job alert function so you can always stay up-to-date on our latest positions. Our newsletter continues to grow to over 40,000 subscribers, sharing industry insights and JSG information monthly. Above all, we continue to grow our internal team allowing us to better serve more clients and candidates across the country.

What advice would you give companies in order to stay competitive in today’s market?

  1. Plan your growth. If growth is on the horizon, build or create a team within your bank plan for that growth. Do not wait until 2 weeks before you need that person to engage a recruiting firm to assist in filling that roll. Average time to fill is now averaging 52 days. Our recruiting team can play an important role in the planning stages of these roles, and can relate your opening to our pipeline of candidates.
  2. Many hiring managers interview candidates with a “Why should I hire you?” attitude. I advise companies to be prepared to answer the candidate question “Why should I come to work for your organization?” in 2016. Thousands of organizations across the US are in need of qualified professionals. For example, there are over 1 million management jobs currently available across the country. This competition is forcing companies to be prepared to attract top talent with the culture and benefits of your organization.
  3. When it comes to a hiring process, companies that have a stream-lined hiring process will win the talent war. At JSG, we have seen it progress throughout 2015 and most reports say it could worsen in 2016. My advice to our readers is when you find a candidate you like, engage with them early, often and with urgency. Don’t hold off thinking you can find that perfect fit, because you may miss a great fit right in front of you.