Hiring Insights From Industry Experts

Hiring Insights From Industry Experts

Today’s hiring market is unlike any we’ve seen before. While some companies are feeling unstable and unsure of the future, others are thriving and ready to grow. No matter which mindset you are in currently, there is an opportunity to take advantage of the incredible talent on the market today. We sat down with two of our expert recruiters who have been successfully serving their clients during this uncertain time as well as partnering with new clients to help them develop an effective hiring strategy. Learn more from Krista Portolesi, Division Lead of our Banking and Finance team, and Beth Tensfeld, Mining and Heavy Industrial Recruiter for our Mountain West Region.

What are you hearing from clients about the current hiring landscape?

Krista: People are doing lots of virtual interviews and offering flexible working options like working remotely. As well as requiring proper social distancing protocols. This is allowing our clients to hire during this time while still being safe.

Can you describe some of the candidates you’re working with?

Beth: Due to recent layoffs, I am working with some amazing candidates. These workers span from entry-level Laborers to Safety Managers with decades of experience.

Krista: I also have extraordinary candidates with leadership skills due to downsizing or consolidating. I have noticed that candidates are open to contract work as they are more flexible with what they’re looking for.

How can companies take advantage of this incredible talent on the market right now?

Beth: Start recruiting immediately! Whether you’re in a hiring freeze or not, you need to start building your candidate bench now.

Krista: Companies can benefit from partnering with a recruiter to discover passive candidates that are currently working, as many people are open to changing positions right now!

What about companies who may be hesitant to hire but need to fill critical positions?

Beth: Utilize contract options! We can fill the role temporarily, and we can convert to permanent once the company is stable. At that time, your candidate will already be trained and easy to transition.

What is your #1 tip for companies in today’s market?

Beth: Don’t wait! These great candidates won’t wait for you to decide it’s time to go.

Krista: Absolutely. Companies must implement a quick hiring process because your competitors are looking for the same type of people!

Even if you are unsure of your current hiring needs, build a relationship with a recruiter today. We can evaluate your situation, assess your current team makeup, and build a custom strategy that works for you, when you need it.

In This Together

Ken Slater, Executive Vice President of Johnson Service Group, wanted to take a few moments to share a message of support during these times of unrest throughout the United States.

I am sure all of you are aware of the civil unrest that is currently happening across our country. In combination with the current pandemic, we are witnessing unprecedented times. With all that is happening, it would not be surprising to think that many of you are feeling anxious, distressful, fearful, or outright upset. We fully understand every single one of your sentiments.

At JSG, we recognize the significance of the emotional toll that all of this may be taking on your lives. We continually strive to recognize, honor, and support those who have experienced racial injustice. As we are continuing to reshape the Company for the future, know that JSG embraces equality and diversity in all of its forms; whether that is diversity of thoughts and ideas, diversity of race, gender, gender expression, or any other quality that makes us unique.

We must all continue to strive to be better to ourselves and others. We must not believe that our “new normal” will be filled with anger and hatred. We must move forward in a positive fashion. We at JSG encourage each and every one of you to lend your voices and your efforts in a positive fashion to promote fairness for all.

We thank you all for your continued efforts and wish all of our JSG family health, happiness, safety, and success… now and in the future. #InThisTogether

– Ken Slater, Executive Vice President of Johnson Service Group, Inc.

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

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.

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!

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

 

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!

industries in review

JSG’s Industries in Review: Looking Towards 4th Quarter and Beyond

industries in review

It’s officially the 4th Quarter of the year. The labor market is as strong as it has been in almost two decades. With current projections of 3.1 percent growth for the U.S. economy for 2019, it doesn’t look like the job market will be slowing down anytime soon. We sat down with Johnson Search Group’s divisional managers to hear their thoughts on our candidate-driven market and the challenges their teams face moving into 4th Quarter and even 2019.

Mining in Review

Dana Belstler, Mining Divisional Manager

What trends do you see in the Mining industry as we approach 4th Quarter and 2019?

The mining industry is on fire. The Permian Basin is expanding faster than talent can be brought in and mining companies across the U.S. are growing. Frac sand companies are opening multiple new plants across the country. Even the gas and oil companies are getting into the frac sand business. Since October 2016, the Mining industry has added a total of 104,000 jobs; 6,000 jobs were added in the month of August alone. It’s a good time to be in mining, and I see this growth trend continuing into and throughout 2019!

What challenges is your team facing in this tight job market and how are you addressing them to help your clients find qualified candidates?

Candidates are in the driver’s seat, without a doubt. With 6.7 million job openings and only 6.3 million people to fill them, the disparity is glaring. The mining team at JSG has noticed that candidates are becoming more selective with the opportunities they will consider. They are sticking to their guns on salary requirements and many are choosing to not relocate. This is where our partnership with our clients and our understanding of who they are and their vision for the future, comes into play. We take the time to educate the candidates on the companies; My team shares the company’s vision and helps them visualize how their career could grow. We are truly matchmakers, and our goal is to make both our client’s and candidate’s happy with their mutual decisions.

Banking

Tracy Isakson, Banking Divisional Manager

What trends do you see in the Banking industry as we approach 4th Quarter and 2019?

All things are looking very busy. The fed rate will rise again, but the economy appears so good, it will most likely only create a small hiccup in the future. With that being said, banks and financial institutions are busier than ever. We will also see more mergers and acquisitions activity as institutions are looking for strategic growth.

What challenges is your team facing in this tight job market and how are you addressing them to help your clients find qualified candidates?

We are seeing candidates who are ready to make a move today. When a candidate is ready to find a new career opportunity, they are getting in contact with three, four, or even five institutions that are all wanting to hire them. Some banks are not making hiring a priority which is causing them to lose great talent. When they take weeks to ask great candidates for an interview they are leaving the door open for another institution to move in on the candidate. This creates a problem for banks who need to fill their critical roles quickly because they lose out on great candidates to the competition. It’s essential that financial institutions are moving quickly in this tight job market.

Let’s work together

4th Quarter is among us, and many organizations are looking to add talented candidates to their teams. If you are struggling to fill open positions in this tight market, you’re not alone. Reach out to us and let’s have a conversation. We can help you find the talent your organization needs as we quickly approach the new year.

passive candidates

Why Passive Candidates Are Catching the Eyes of Employers

passive candidates

As we all know, the job market is on fire right now. As of July 2018, the Bureau of Labor Statistics reported an unemployment rate of 3.9% with a total of 6.7 million job openings across the country. With only 6.3 million unemployed Americans, many organizations are struggling to find the talent to fill job openings.

Where are employers turning to find candidates for those roles that drastically need to be filled? Passive candidates.

What’s a passive candidate?

A passive candidate is someone who is open to new opportunities, but they are not actively seeking one. Basically, these types of candidates are subscribed to job alerts or occasionally check out job boards. Passive candidates are often loyal employees and aren’t interviewing anywhere else, so they need to be convinced to make a move and sold on your company and position.

And there are more passive candidates than you think. 58 percent of workers look for new job opportunities at least once a month. The majority of the country’s workforce is casually searching for their next career move. In fact, 44 percent of workers subscribe to job alerts. Now, that doesn’t mean these people are actively searching for new positions. However, over half of our workforce would be open to discussing a potential career move.

Why focus on passive candidates

Despite the limited talent pool employers are fishing from, if you ignore passive candidates, organizations are missing out on some fantastic skills and employees. Passive candidates are 120 percent more likely to make a strong impact on your organization. Since they are currently working, they are more likely to have highly sought-after skills and bring extensive experience to your organization.

According to a study from LinkedIn, 75 percent of the people an organization would ideally hire aren’t even looking for a position. And for critical roles, 95 percent of the people you’d want to hire also aren’t looking. The consensus? The best candidates are the ones not even on the market!

How to attract candidates that aren’t even looking

Attracting passive candidates is easier said than done. They are typically happily employed or at least need a lot of incentive to make a move. And in our current market, candidates have options. With more job openings than people to fill them, passive candidates have the opportunity to be picky over what offers they wish to pursue.

As a result, it’s getting more difficult to get a candidate to accept relocating for a position. In 2017, 3.5 million American workers relocated for a new job opportunity. However, that’s a steep 10 percent decline from the 3.8 million in 2015. With an abundance of jobs, candidates can find similar positions nearby, avoiding a costly and disruptive relocation. If you’re having troubles filling roles with local candidates, you may need to relook at your company’s relocation package to better attract out of market candidates that may otherwise happily join your organization.

Partner with a recruiter

If your organization is struggling to fill open positions, you are not alone. Hundreds of companies are having difficulties finding the right talent to fill their most critical positions. However, that doesn’t mean you have to tackle your recruiting alone.

It’s time to take the extra step in your recruiting process to obtain the talent your organization needs. With JSG’s expertise in our current job climate, we can help your company fill your critical positions. Let’s work together.

The growing more interest of passive candidates

Recruiting Methods

Why Traditional Recruiting Methods Aren’t Working

Recruiting MethodsMost companies are having a hard time in today’s job climate filling their critical positions. This may be because their traditional recruiting methods of finding talent aren’t working.

With the unemployment rate nearing the lowest it has been in over 18 years, seeking out great talent is difficult.

More Jobs Than Workers

In the latest reports, the amount of positions open to be filled has well surpassed the number of people the Bureau of Labor Statistics says are unemployed. This obviously causes a huge problem for businesses for multiple reasons: One being other employees are having to pick up the slack, without receiving any benefit from it. This, in turn, can generate more open positions because employees know they have options. And if the price and position are right, they will move.

So now, companies are having to make a choice: Either raise wages or risk losing internal and external candidates to other opportunities.

It’s a Buyer’s Market

With candidates knowing they have options, it leaves companies vulnerable to losing their good talent if they feel unappreciated. But it also causes a problem for companies that are searching to fill positions. Candidates are not just looking at one offer nowadays; they are looking at multiple.

Which leaves your company vulnerable to being ‘ghosted’ by great candidates who found an even better offer. Traditional methods simply aren’t helping you lock down the candidates you want.

This Market is Costing Employers

An annual report in June 2018 illustrated that workers received their largest wage increase (of 2.8%) in nearly a decade. This means employers are having to offer higher wages to attract and keep qualified candidates. With this hike in salaries, it’s putting more pressure on good companies to fill their currently vacant roles.

And it’s making them either increase their salaries or find another way to recruit good candidates. The environment is causing a lot of stress for companies but thankfully, there is a great option for them.

Partner With an Expert

As you’ve read, job boards and the traditional recruiting methods for finding great candidates aren’t working anymore. But that’s what JSG is here to do. We work solely for our clients to find them the best candidates for their positions, so they don’t have to. We know that our clients are just as busy as we are, and they deserve to have experts pushing their companies forward while still filling their critical roles.

With JSG’s expertise in our current job climate, we can help your company with those critical positions that desperately need to be filled. By partnering with an expert, we take stress off you, but we also take stress off your current employees who are having to do extra work just to keep things moving.

Traditional Recruiting Methods Are Not As Effective

recruiting trends

Recruiting Trends to Watch for in 2018

recruiting trends

For the first time since 2000, there are more job openings than available workers. According to the Bureau of Labor Statistics, there were just under 6.7 million job openings available in April but only 6.35 million eligible candidates for jobs. The market for top-talent is tight and organizations must move fast to secure the best candidates.

If your hiring process is not efficient, you will find yourself missing out on the best candidates. The best prospective candidates are entertaining multiple offers and are sometimes not even actively on the job market.

Is your hiring process hurting you?

According to a report conducted by the Society of Human Resource Management (SHRM), it takes an average of 36 days to fill a position. That’s 36 days from the decision to open the position to the acceptance of an offer. That’s a long time!

If you want to ensure your team doesn’t miss out on the best candidates, you must streamline your hiring process. If you are taking 36 days or longer to extend an offer to a candidate, you will likely lose out on first-rate talent. With our candidate-driven market, interviewees have options (and plenty of them!). If your hiring process forces the candidate to jump through hoops to get an offer, they’ll likely move on.

How to improve your hiring process

If you are wondering where in your hiring process you can make improvements, here’s some food for thought:

As you can see, there’s room to improve your hiring process. Depending on your industry and the type of job opening, these impediments may obviously change. However, for most job openings, your organization can speed up things up. Even if you speed up your interview process by just a few days, you will have top candidates in the running for your company!

And by having better candidates, you will likely experience better retention. The average number of separations within the first three months of employment is 16%. And with the average cost-per-hire hovering around $4,425, your organization will save money AND increase retention by being able to hire elite candidates available.

Partner with a recruiter

The easiest possible way to improve your hiring process is to work with a professional. Your team has enough to worry about. Let JSG help you quickly hire the top candidates on the market that will stick around and make an immediate impact.