Fact: The talent pool isn’t as deep as you’d like it to be. You know it, I know it. The national unemployment rate is hovering around 4.1%. In February 2018, the hiring across the U.S. was 20.1% higher than February 2017.
This is great for the country, but it sure makes your job as a hiring manager or HR much more difficult. To ensure your hiring is successful this year, you need to keep these three things in mind.
I’ll give you some insight into what my most successful customers are doing to ensure they are getting high quality hires in this talent-driven market: They have me on the lookout for candidates with certain skills or experience. It makes perfect sense why they do.
Why not have someone who’s shopping in the talent market every single day have your needs on their shopping list?
Don’t undervalue your company culture and values
This is the area I would recommend you put some additional attention and focus into because the importance of a good cultural fit has never been more critical. In conversations I’ve had with hiring managers and HR, by far the #1 reason a recent hire didn’t work out was that they didn’t share the same values.
I can’t tell you how much we here at JSG drill into values just as much as skills when interviewing with potential candidates. We value families, communities, teamwork, and company culture when making hiring decisions. They can have all the skills needed to succeed in the role, but if they are not a good culture fit, they ultimately won’t work out in the long-run.
Hire Johnson Search Group
Here at Johnson Search Group, we have long-standing relationships with our customers because of our ability to consistently provide successful outcomes. We strive to understand your company culture and values just as much as the job requirements.
We work tirelessly for our customers and vet every candidate multiple times before we present them to you. If you’re not used to getting that personal attention from your current recruiting firm, maybe now is a good time to see what you’ve been missing.