What Employees Want in A Hybrid Work Environment

What Employees Want in A Hybrid Work Environment

Today, we face a completely different work culture than what we are usually used to due to the COVID-19 pandemic. One of these work culture shifts includes having the option at some places to work from home or in a hybrid environment. 46% of employees are likely to make a career transition to find an opportunity that supports remote work. To combat this, more employers are cultivating a hybrid work environment. Because of this trend, it is essential to understand how to successfully implement a hybrid workforce to keep your employees engaged and productive. Here are three things employees want in their hybrid work environment as we continue to navigate the evolution of work cultures. 

Having Trust

Regardless of your work environment or industry, there must be a significant amount of trust between your staff and management. However, having faith in your employees plays an even more substantial role in a hybrid work environment. Thus, leadership teams will have to embrace flexibility with their employees. Not everyone’s working situation will be identical; some of your staff will be working different hours or be coming and going from the office. As a result, it’s easy to micromanage your team to ensure everyone is getting their work done. Micromanagement is one of the biggest turnoffs for hybrid workers and can ultimately lead to burnout. Instead of breathing down the necks of your staff, managers can outline goals and expectations so everyone is on the same page.

Addressing Remote Work Challenges

When transitioning to a hybrid work environment, many employees fear missing out on things around the office. Work from home FOMO is challenging to overcome, but it’s essential to take the time to understand some of these challenges and develop strategies to resolve them. One of these challenges is your staff feeling isolated. Many employees will miss out on in-person interactions, contributing to your team not feeling engaged with their jobs. Employers can organize remote social interaction to help their employees feel engaged and connected when working hybrid schedules to combat this. These events can take various forms, such as virtual happy hour, team trivia, or friendly competitions.

Open Communication

To ensure your hybrid work environment is thriving for all parties, you must have open and honest communication. These conversations will stem down from your leadership team. 45% of remote workers feel disconnected from their employer because of a lack of communication. Your leadership team must have open communication with your staff (and do it often!). Your company can send out newsletters to keep your staff up to date on company changes, regular check-ins, and opportunities for your employees to provide feedback. Hybrid working environments are new to the majority of employers. Therefore, your company should be implementing changes regularly to make them more productive and healthier for your staff.

Need more help navigating this labor market?

Those are three ways your team can provide a more attractive hybrid working environment for your employees. At JSG, we understand that hybrid working is becoming a staple for employers across the world. If your team is looking for more ways to attract and retain your staff during this difficult time, take a look at our blog! We have tons of resources to help your team offer a better atmosphere for your employees in this competitive market.

How To Improve Your Communication Skills

How To Improve Your Communication Skills

You often hear that one of the best soft skills you can have is “communication.” But what does this entail? What exactly does it mean to be a great communicator in the workplace? These three facets of communication will help you gain confidence and get ahead in your career.


While listening is often considered a separate soft skill in and of itself, it’s essential for being a great communicator. In order to communicate effectively, you must practice active listening. You need to show physical cues throughout conversations. Leaning in, nodding, and other positive body languages will build trust and establish rapport. Additionally, proper listening will allow you to respond appropriately and keep the conversation moving forward. To work on being a better listener in professional situations, practice in your personal life. Commit to listening actively as your spouse tells you about their day or when your kid tells a wild tale about recess. Not only will it help hone your skills in the workplace, but you’ll also simultaneously polish your relationships at home!


This is where confidence comes into play. If you don’t speak with authority, how can you expect others to take you seriously? Again, non-verbal cues are crucial to speaking with authority. Maintain eye contact, pay attention to your posture, and keep from fidgeting. Additionally, avoid verbal cues that will take away from your authority, such as filler words, vocal fry, and rambling. To practice, watch historically great speakers such as Martin Luther King Jr., Barack Obama, and Brené Brown.


Gregarious is defined as “fond of the company of others; sociable.” Showing gregariousness during a conversation more or less translates to enthusiasm. People desire to feel like you want to be talking to them! To be gregarious in conversation (even if it’s not your natural inclination), focus on bringing positive energy, engaging back and forth, and making the other person feel valued. The best way to be more gregarious is just to rip the band-aid off and do it! Try reaching out to people you admire on LinkedIn and set up a Zoom call. You will naturally be excited, so it will be easy for your inner-socialite to shine.

Excellent communication is a learned skill that we all must practice and improve upon daily. By purposefully trying to strengthen these pillars of communication, you will be investing in yourself and your future.

Once you’ve mastered communication, which soft skill will you work on improving next?

onboarding process

How To Streamline Your Onboarding Process

In today’s tight labor market, qualified candidates are often juggling multiple offers. And even the smallest things can end up being deal-breakers when it comes to securing the talent you need. This is why it’s so important to have a streamlined onboarding process! Here are a few things you can do to ensure your onboarding process is smooth, and your new employees can make an immediate impact on your team.

Get Started As Soon As Possible

As soon as you present an offer letter to a candidate, your onboarding process should begin. Have your new employee complete any necessary paperwork or complete any tests as quickly as possible. Procedures such as background checks and drug tests can take some time, so it’s essential to prioritize them. The sooner the onboarding process begins, the sooner your newest team member is cleared to start.

Set A Start Date

Get a start date set in stone with your new team member first thing! If they are currently employed, assist them with giving their notice. And be sure to follow up afterward to make sure everything went smoothly! When you set a firm start date, it makes it easier for both you and your new employee to commit to that date.

Keep Open Communication

On that note, maintain communication with any new employees before, during, and after their start date. The more information they have, the better. The last thing you want is for them to accept your offer and then feel left alone on an island! Once they’ve started, establish a check-in timeline. Be sure to check-in with your employees after their first day to answer any questions, and every-so-often after that just to see how things are going!

If you follow these guidelines for a streamlined onboarding process, you’ll ensure a smooth transition for your new employees. They’ll feel welcome and motivated to take your team to the next level. Are you feeling behind in your recruiting and onboarding process? Contact us for more information on how we can help!

recruiter, recruiting, job search

How To Get Noticed By A Recruiter

recruiter, recruiting, job search

You’ve probably heard that the job market is pretty great right now. You may even be considering putting yourself out there to advance your career! However, if you don’t feel like blindly submitting your resume to a black hole of online applicant tracking systems, you should definitely consider partnering with a recruiter. So what’s the best way to get your resume in the hands of a recruiter that will connect you with a great company?

Overhaul Your Resume

First and foremost, you need to update your resume. No matter how long you’ve been off the job market, there are always changes and improvements you can make! (Check out some of our favorites here.) While you should always customize your resume to each job you apply to, there are some general updates you should make as well. Consider the next step in your career and what skills and experiences you have that will lead you there. Make sure to list measurable results that clearly demonstrate your value.

Get Your Name Out There

Once you have a fresh resume, it’s time to let recruiters know you’re available! Start with updating your LinkedIn with many of the same changes you made to your resume. You want to make sure it’s an accurate reflection of your career thus far. The more skills and experiences you have listed on your profile, the easier it will be for people to find you. While you’re at it, switch on that little setting that lets recruiters know you’re open to new opportunities.

If you’ve spoken with a recruiter in the past, reach out again and let them know you’re interested in making a move. If not, do a quick search on LinkedIn and Google for recruiters that specialize in your industry. At Johnson Search Group, we have teams that specialize in your industry throughout the United States. They established a large network of some of the best companies, and have managed to build solid relationships directly with hiring managers.

Communicate Consistently

The absolute best thing you can do to enhance your relationship with a recruiter is to be available, open, and honest. Keep them updated on your job search process. Check before you apply to jobs you find online because you never know if they already have a contact at that organization. Someone calls to schedule an interview? Congratulations, keep your recruiter in the loop! It’s essential to communicate with your recruiter throughout the entire hiring process.

Ready to start the job search process? Check out what it’s like to be a JSG candidate, and contact us today!

3 Common Traits of Candidates Who Get Hired

get hired

A little background. I recruit exclusively in Mining and Heavy Industrial; however, we have two other divisions at JSG: Healthcare and Finance & Banking. Although we work in different industries, we spend a lot of time collaborating. Each of us makes hundreds of phone calls a week and share both pain points and success stories. One thing that seems to be a commonality, regardless of the industry, are certain traits we often see in candidates who get hired. Here are three of the most common traits of those candidates who get hired.

Clear communication

The first and most important trait of candidates who receive an offer is clear communication. Communication is especially essential at the beginning of the process. Keeping recruiters and the client in the loop on your current working situation and other interviews is important. This insight helps let me know what to tell the client; things like knowing your availability helps me communicate with the clients and schedule interviews at a time convenient for both of you.

Unfortunately, the main reason we see deals fall apart is not based on skill set or experience. It’s the lack of communication and ability to connect with hiring managers. If you cannot exercise clear communication throughout the entire hiring process, it will hurt your chances of receiving an offer.

Due diligence and preparation

If a recruiter is doing their job properly, the candidates they submit will have the clients’ desired skill sets. What separates equally qualified candidates is the candidates who take the time to research the company and location prior to the interview. I have seen numerous candidates qualified on paper try to just “wing” the interview. This usually yields poor results.

Employers want to know you have taken the time to look into the organization, programs they offer, their company culture, and the community.

Being humble

Across the board, at all levels of positions, the candidates we see receiving job offers are the candidates that have a sense of humility. I have worked with arrogant candidates from laborers to CEOs. Having the mindset that you’re the best in the business (even if you are) rarely works out for the candidate. Companies want a talented individual that wants to come work for their organization and are willing to take the necessary steps to learn from the people currently doing it.

I have had candidates blow interviews because their interviewer was younger than them and they didn’t deem that appropriate.  At the end of the day, no matter how qualified you are, if the interviewers can’t develop some rapport with you, chances are the client will move on.

If you’re on the job market and need help finding your next position, let’s have a conversation. I will help you throughout the hiring process and ensure you are prepared to impress your interviewers.

Being A Professional is Not Always Easy

bad news

As an executive recruiter, there are many aspects of my job I absolutely love. One of the things I love the most is knowing I have the privilege to deliver for a customer and change a candidate’s life with a new opportunity. However, with this job, there are certain responsibilities I have that are not very fun.

As a professional recruiter, it is part of my job to sometimes deliver bad news. It is important my customers and candidates know I am extremely invested in their success and that I am transparent in my communication.

Bad news is better than no news

In a dream world, I would fill every job order with a perfect candidate; every candidate would receive a job offer. But in reality, we all know this doesn’t happen. I’ve heard from customers and candidates on numerous occasions that it is common for recruiters to ‘ghost’ them instead of delivering the bad news. In my opinion, there is nothing worse than not knowing. I get it, nobody wants to make these calls, but as a professional, it has to be done.

On the customer side, it is all about building the relationship, sometimes through brutal honesty. Whether the job requirements or compensation needs to be reevaluated, or a candidate withdraws from the process, my purpose is always to reach the end goal: filling the position with the right candidate.

Regarding the candidates, I understand being notified you are not being considered for a role is never easy to hear. Before making this call, I do everything I can to get feedback to possibly help you in the future.

Communication is key

Whether you are a client or a candidate, my goal when making these calls is simply to continue the clear lines of communication. It’s my job to ensure I am delivering on my commitments. Although sometimes unpleasant, the bad news is better than no news.

If you’re looking for an honest recruiter with clear communication, let’s have a conversation.