Thinking About Changing Jobs? Now Is The Perfect Time, recruiting, recruiter, Johnson Search Group, competition,, perfect timing,

Thinking About Changing Jobs? Now Is The Perfect Time

Thinking About Changing Jobs? Now Is The Perfect Time

With new changes in administration and regulations, the job market has been phenomenal in 2017, and it doesn’t look like it’s slowing down.  If you have been contemplating making a move, now is a perfect time. And if you’re the type of person who needs it spelled out for you in order to properly weigh the pros and cons… let’s break it down:

1. There are more jobs than qualified people.

We are in the midst of one of the best candidate-driven markets in our time. Companies are only getting a handful of qualified candidates applying to their open positions, so they have to work twice as hard to get the best talent through their doors. If you are highly skilled and even passively looking for a new position, you are highly valued in the market.

2. There’s less competition.

In the age of extravagant perks and employee retention, companies are doing everything in their power to avoid losing staff to the competition. So as companies do more to ensure their employee’s happiness, fewer people are on the job market.

3. You can take advantage of these new employee engagement initiatives

When companies are more desperate to capture top talent, they offer better work-life balance, higher pay, and more comprehensive benefits to try to stay competitive. We are constantly seeing and hearing things from hiring managers that they are willing to make pretty big concessions to get the right talent.

4. Companies are focusing on fewer “must-haves.” Gone are the days of mile-long must-have lists on job descriptions. Instead, employers are narrowing their focus on a handful of deal-breaker requirements and incorporating a little bit of flexibility on the rest. It is important to note, however, that you must be an SME (Subject Matter Expert) in the “must-haves” or they will continue to look.

As a recruiter, it’s fascinating to watch this unfold from a front-row point of view. I believe we are poised to continue the candidate-driven market for the remainder of the year and into 2018 as well, barring any major catastrophes. So, if you have been contemplating what a career move should look like, you should take a recruiter’s call next time and talk with them about what is happening in the market. You might be surprised at what you learn!


The One Degree Of Difference In Your Job Search, job hunt, job help, job search tips, job hunt tips, career tips, resume help, resume, interview tips, research, Johnson Search Group, people, reach, hire, inspire,

The One Degree Of Difference In Your Job Search

The One Degree Of Difference In Your Job Search

As I thought about 2017 and what my “theme” would be for the year, I remembered a video I had seen once about “The One Degree Of Difference.” Essentially, it means to be just a little better than you were before at every little thing you do, and in the end, you will see a significant improvement. This applies to all facets of life: work, family, relationships, and of course, your job search. What can you do above and beyond your normal daily routine to turn your job search into your dream job? Here’s are a few places you can start:

  1. Have a “fluid” resume

While you might have a great resume that highlights all of your various skills and experiences, that just won’t cut it in 2017. A giant, comprehensive book of everything you’ve done is virtually impossible for a Hiring Manager or HR Rep to sift through in order to find your relevant information. You should be adjusting your resume for every opportunity you apply to. No two job opportunities are the same! Once you’ve made the adjustments, take your resume and the job description to a third party (family, friend, networking acquaintance) and have them judge them for relevancy.

  1. Focus your job search

The shotgun approach to applying for jobs is going to get you left behind this year. You cannot apply to any and every job that *kind of, sort of* matches your skill set. Research the Hiring Managers for every company you want to work for and send your resume directly to them. Or better yet, call a great recruiter (that’s me) and work with them on getting your resume into the hands of the hiring manager. The last thing you want is for your hard-earned, personalized resume to go into the black hole of nothingness when you apply to a company on their website. You all know what I’m talking about…

  1. Research (I mean REALLY research) the companies you apply to

Most importantly, you need to make sure you do your research on the company and the potential new boss. You don’t want to be one of the average people that comes in to an interview and has done a quick scan of the company website while in the parking lot waiting for the interview. (You wouldn’t believe how many people still do this.) You want to invest time and understanding in your future by doing the research and making sure this is the right opportunity for you.

We live in America, the “land of opportunity.” All you have to do is work for what you want and you can earn it. It doesn’t matter how you got the interview, there is never a guarantee that you will be getting an offer. You have to show them that you want it more than anyone else and you have the skills it takes to get it done. You don’t have to be x-number of degrees better than anyone, you just need to be one degree better than the best. The more areas you have the extra “one degree,” the better candidate you will be. All it takes is one degree of difference to change your 2017 job search into your dream job.

How to Hire Smarter In 2017

How To Hire Smarter In 2017

As we navigate through the early stages of 2017, the hiring landscape is full of excitement, promise, and the unknown. We have been in an increasingly stable economy for a few years now, the candidate-driven market is in full swing, and authenticity is becoming a priority for employers and candidates alike. One thing is for certain, 2017 will be a competitive hiring year with candidates obtaining more soft skills, companies offering more enticing perks, and millions of open jobs. In order to compete, you’re going to have to hire smarter in 2017. Here are the most important trends to keep in mind:

How to Hire Smarter in 2017

  1. Average time to hire

Time to hire has always been an important metric in recruiting, but it is now more essential than ever. Did you know that 30% of companies currently hire in less than 1 month? Chances are, those companies are landing the top talent you need to successfully grow your team. Over 50% of companies say it takes 1-2 months and 17% say it can be up to 3-4 months. In a growing candidate-driven market, the urgency of that 30% will win out when it comes to hiring the best employees. In 2017, you’ll need to ask yourself, what can my team do to get to that 30% range?

How to Hire Smarter in 2017

  1. Quality of hire

As the labor market opens up, candidates are more fluid and it’s getting more and more difficult to not only find the best talent, but to retain them as well. In 2017, companies will be focusing on measuring the success of their hiring. The number one contributing factor? The length of time new hires stay at a company. What many leaders forget, however, is that retention starts at the time of hire. Are you hiring the best candidates on the market? Are you accurately and transparently representing the culture and community of your company? Are you hiring for personality as well as hard skills?

How to Hire Smarter in 2017

  1. What you can offer a candidate

Gone are the days when candidates were in it “just for the money.” When considering an employer, candidates consider culture and values first and foremost, even before perks and benefits. Mission and vision also play an important part in the decision process. And when asked what swayed them to take a job? 44% opportunities for career advancement and challenging work. We’re willing to bet that your company has a great culture, comparable benefits, and challenging work, but the question remains, are you conveying this information to potential candidates during the hiring process?

How to Hire Smarter in 2017

  1. Hiring budget

According to LinkedIn, 37% of companies plan to increase their recruiting budgets this year. When asked what they would invest in if they had an unlimited budget, companies prioritized employer branding, new technology, better sourcing tools, candidate experience, and training for recruiters. But what if there was one solution that could do all of these things for a fraction of the cost?

You’d be surprised at the power of partnering with a third party recruiter. At JSG, we can do all of these things and more (it’s kind of our thing). Give us a call today to discuss your hiring needs for 2017 and how we might be able to help. We can’t wait to connect you with the talent you need to make this year, your year.

*All data and information from LinkedIn’s Global Recruiting Trends 2017 Report. Click here to download.

To Boldly Go Where No Candidate Has Gone Before

In the competitive world of the job search, it doesn’t work to play it safe. It pays to take a risk and reach for the stars. If you thought that 2016 was a candidate driven market, what is coming in 2017 will “beam you up” in career opportunities.  46% of the work force feels the time to make a career move is now. In order to land your dream position next year, you must be willing to boldly go where no candidate has gone before.


Pick Up The Phone

Future job candidates are not going to find their answers in high tech but in high touch. The millennials that are used to texting and snap chatting their way through every day, are 33% of the work force. Bottom line – they must be willing to pick up their all-important device and use is for it’s original intent – a telephone.  Talk to people and let them feel the emotion and passion through that device that uses a satellite to not only carry data but sound waves as well.

Tell Stories

Relying on submitting 100’s of online applications is not logical. According to Edythe Richards job interviews are going to be hard to come by. Candidates will need a way to navigate through the high-tech resume sifting systems that are available to employers.  Many candidates need a story teller to answer questions; why do you have multiple job moves in the past 5 years, or why are you looking to move after only 6 months? The employer wants answers and they need answers from someone they trust.  Of all the people I was privileged to transport into new career paths in 2016, not one of them succeeded without a story or critical perspective being shared with the hiring manager.

Be Prepared

Once the interview barrier has been broken, candidates need to be coached through the process so that when faced with the “Kobayashi Maru” he or she is prepared.  The candidate must overcome a no win situation long before the test. The days of “winging it” or relying on charm have disappeared, the competition is stiff and due diligence is the path of least resistance.  No matter how skilled one might be in interviewing techniques, a dress rehearsal makes all the difference.  In 2016 any of my candidates that chose to opt out of a prep in our process failed to move past the interview.

Inside you is the potential to make yourself better... and that is what it is to be human. To make yourself more than you are

Is Your Social Resume Ready?

Is Your Social Resume Ready?

Is Your Social Resume Ready?

As 2017 is right around the corner, so is one of the biggest hiring years for the US. The job market is going to be extremely competitive as companies start looking for top talent to help them stay competitive in their industry. Whether you are going to be actively or passively looking for a new position, now is the time to start to prepare your resume.

Many people think of a resume as just that one to two-page document that you try to cram your life experience onto. However, this is just a small portion of your resume. Everyone that has a computer, tablet or smart phone has some sort of Social Media footprint. This media is used by Hiring Managers, Human Resources, and Recruiters to help find and screen candidates. How does this stack up to your competition?


You might say that Facebook is not a professional site, so it shouldn’t necessarily reflect who I am professionally. Wrong! If you put it out there in cyberspace, then it is fair game for a potential employer to look at and judge you by. As you are reading this, you might be yelling at your computer screen saying “they can’t do that, my private life is my private life!” But stop and think of it this way, if your private life is your private life then why are you posting it for everyone to look at? Here are some tips to help clean up your Facebook profile:

  1. Change your security settings so that only friends can see your posts.
  2. Do not comment on political and religious posts.
  3. Review your profile pictures and delete your nightclub, and other potentially embarrassing profile pictures that you may have published in the past.
  4. Do not add co-workers/bosses/potential bosses/people you don’t know as friends.


LinkedIn is considered a professional media outlet and can be a great tool to add onto your paper resume. You should always keep your posts professional. Remember, LinkedIn is often used as a pre-interview interview. Posting or replying to posts that are not considered professional is an unwritten LinkedIn taboo and potential employers can see everything you do on LinkedIn. Here are some great tips for setting up a great LinkedIn Resume:

  1. Set a Headline that sets a value statement about yourself.
  2. Use a recent picture of yourself.
  3. Take this picture in clothing that you would go to an interview in for your profession.
  4. Use a picture that is of your upper body or a headshot.
  5. Smile in your picture. (For us prior military this is a hard concept to understand but it makes you more relatable!)
  6. Have a high quality background photo. Photos catch people’s eyes and make them linger longer on your profile.
  7. Ensure your professional timeline on LinkedIn matches your paper resume.
  8. Add your education and the schools you attended.
  9. Add skills, awards, professional papers, hobbies, and interests.
  10. Write your profile using keywords that are relevant to your experience and industry. Most companies and recruiters use keyword searches when searching for candidates.
  11. Join groups that are relevant to your profession or location.
  12. Follow companies that you would like to be a part of.
  13. Be active – reply to and share professional posts.

Now that you have your Social Resume in order, get ready for the interview you’re about to have!

Comparing Banking Compliance and Human Capital

Comparing Banking Compliance and Human Capital

Comparing Banking Compliance and Human Capital

No matter what happens on November 8th, two things will be certain in the banking world: Regulatory Compliance and Human Capital will be in high demand. How companies find, recruit, and hire top talent is about to change significantly. Here’s how:

Social Media and quickly evolving technology are posing significant changes to both Compliance Officers and Hiring Managers. Following the election, Chief Compliance Officers will need to continue to look at technology management, cybersecurity, and developing products and marketing that will challenge the compliance regulations.

More and more banking customers are using mobile applications for managing their accounts. In 2011, 23% of mobile phone users and 43% of smartphone users reported that they had used mobile banking in the last 12 months. In 2015, 43% of mobile phone users and 53% of smartphone users utilized mobile banking. Top candidates are also taking their job search on the go using social media. According to a recent study, 67% of job seekers use Facebook, 45% use twitter and 40% use Linked In.

If banking leaders do not recognize where their top candidates and customers are coming from, then like the CCO that refuses to identify the need to prioritize social media regulations, both are behind the trend and the train will quickly pass them by as they stand at the station waiting for it to stop and let them on.

Education will also be key in the world of Compliance and Human Capital. Revenue producers often see compliance regulations the same as business owners view safety measures, simply slowing profits. In many cases, Hiring Managers fail to see that although we are in a world of online applications and virtually endless resumes at their fingertips finding the right candidate takes a human touch. A bridge must be built to explain the cost of not building compliance into the programs from the ground up, just as the cost of hiring the wrong person for the job can cost the team necessary production to meet their annual goals, not to mention the overall moral and individual career fulfillment affecting the banks turnover expenses.

The culture of a bank attracts, retains and energizes every department within the organization. Human Capital teams and Compliance teams must consider advancements in technology and social media and embrace the individual person while planning their budgets in 2017. Hiring managers must invest time in approaching their candidates with respect to fitting in with their teams and evaluating skills beyond what they see on a resume, and Compliance must impart an understanding of why compliance is positive to everyone in the institution person to person, not just in a memo.