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work hard play hard

At JSG, We Work Hard and Play Hard

work hard play hard

JSG is one of the most unique places to work. From morning meetings to team lunches, we’re a tight-knit group here in Spokane. As a member of the marketing team, I get the perfect outsider’s perspective on why the recruiters in this office are so good at what they do.

It all comes back to our culture. Both company-wide and right here in Spokane, the ‘work hard play hard’ mentality is one that not only fosters success, but also growth. It makes the entire team want to succeed, not just the individual. We truly are a team, and that comes in handy in numerous ways. Whether it’s help in our personal lives or help on establishing and relationships, the team here at JSG is unlike that at any other office.

Culture of success

Last month we celebrated a strong first quarter with a hockey game. Last Friday we took off a little early and headed out of the office a little early and went to a local bar & grill for happy hour. We shared delicious appetizers and had some great conversations with a couple of cold ones.

Seeing the way everyone interacted was a great sight to see. There were smiles all around as glasses clinked and stories were exchanged. After a great month of hard work and a few new additions to our team, it was finally time to play. It’s the little things like happy hour on a Friday or donuts in the morning that help create an attitude and culture of success in our office.

As the weather gets warmer and the days get longer, we’re working harder than ever to place top candidates into roles that will allow them to succeed. As the seasons change, our culture stays the same – and there’s no doubt that our hard work will lead to more play.

Your Job Description Is Scaring Away Candidates. Here's How To Fix It

Your Job Description Is Scaring Away Candidates. Here’s How To Fix It

Your Job Description Is Scaring Away Candidates. Here's How To Fix It

As a recruiter, I spend considerable time reviewing different job descriptions for a variety of mining and heavy industrial related positions. They are usually 1-3 page documents outlining job duties, key responsibilities, and requirements, giving an in-depth explanation of what is to be expected for the position. But even the “best” job descriptions are scaring away candidates. Either they are too long, too confusing, or not exciting enough. Here are a couple tricks I’ve learned to get the most out of your job description and start attracting the best candidates.

1. Keep it brief. In today’s world, people have a lot going on. The best candidates are still employed while they are searching for their next role. On top of that, they have families, social lives, and hobbies that are all competing for their time. They do not want to invest what little spare time they have on trying to decipher your multi-page job description. Remove any unnecessary information or industry standards to keep your job description concise. Things like “communication skills,” “Microsoft Office experience,” and “organization” are a waste of space and your candidate’s time.

2. Share specifics. Some job descriptions are incredibly generic and don’t give too many details about this specific job and how it’s unique within your company. Through experience and research, you can begin to learn what specifics the job generally requires. For instance, when I get a job order for a Reliability Engineer and the job descriptions says, “must have bachelor’s degree,” through experience I know they are generally looking for an engineering degree usually in mechanical or industrial with hands-on experience and preventative maintenance experience. This goes for all job orders, you must know your industry and understand the candidates that you are trying to attract in order to effectively recruit on positions.

3. Add personality. Culture fit is becoming more and more important in today’s world of recruiting. Candidates want to understand how they will fit in with your team, and what the company’s mission and visions are for the future. Take a paragraph in your job description to describe the team makeup and the company. Do you have casual Fridays? Monthly team happy hour? Does everyone get really into March Madness? I’m sure your organization is a great place to work, just make sure to let candidates know that right off the bat!

How To Hire For Culture Fit

How To Hire For Culture Fit

How To Hire For Culture Fit

As a company, we have been putting more and more emphasis on hiring for culture fit both internally and for our clients. “Culture fit” is more than just a buzzword, it is rapidly becoming a standard in business around the world. But… what exactly is it and how the heck do you hire for it? At its core, cultural fit means that employees’ beliefs and behaviors are in alignment with their employer’s core values and company culture. (Business News Daily) And as important as it is for us to define culture fit, it’s just as important to define what culture fit is NOT. It is not a way to hire all of your best friends, it is not a strategy to hire people who are all the same. You still need to hire a diverse team that brings different experiences, different points of view, and even different goals. So how do you sort through the thousands of candidates on the market to find the one or two people who are not only going to be a great fit but also make an immediate impact on the growth of your team?

1. HAVE A STRONG AND CLEARLY DEFINED CULTURE

This may seem like an obvious suggestion, but please take a moment to step outside your shoes and look at your company through the eyes of a candidate. Is your company culture obvious right off the bat? Does what you read online align with what you’ll see in the office and hear when you talk to current employees? If the answers to these questions aren’t clear, it’s time to make some adjustments. It may be as simple as making your brand known, or a little more complicated process of defining your culture and getting everyone on board.

2. DON’T BE SO STRICT WHEN REVIEWING RESUMES

So often, we put candidates in rigid boxes because they do or don’t check off every box on our desired skills list. This is resulting in so much missed value! Just because someone doesn’t have every skill doesn’t mean they can’t come into your open job and make a huge impact. Remember, skills can be taught but culture fit cannot. If you’re intrigued by someone’s background, or they fit some criteria but not all, put them in the “yes” pile. You will be amazed at how much you learn and gain just by talking to these candidates.

3. THINK OUTSIDE THE BOX DURING THE INTERVIEW PROCESS

We’ve all seen the standard list of questions that everyone asks during an interview. “What are your weaknesses?” “Tell us about yourself…” By changing the way you ask questions, you change the type of talent you bring on board. I love this list of culture-fit specific questions from Harvard Business Review. And don’t stop at just changing the questions you ask! Maybe ask the candidate to sit in on a meeting and give their thoughts on a current project, or give them a homework assignment very similar to what they would be doing day to day, or even take them out to a team lunch to see how they interact with everyone. By taking candidates out of the “typical” interview process, you will be able to uncover outstanding talent.

4. GIVE THE POWER TO THE CANDIDATE

Something that I love to say when I’m interviewing someone is “this interview is a two-way street.” I like to put the power in the candidate’s hands by asking them to tell me what they are looking for in a job or career. Trust your candidates enough that they feel they’re able to open up to you, and you’ll be able to get to know their true selves and if they will truly be a culture fit on your team.