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recruiting agency

What You Should Look for in a Recruiting Agency

There are thousands of recruiting agencies in the U.S., so selecting the right one to represent your company may seem like a daunting task. It’s essential to do some due diligence and start with identifying the qualities of the agency that will enhance your organization. These intricacies will be specific to your own culture, mission, values, and the overall goals of your organization. However, as a general rule of thumb, there are a few qualities to look for when selecting a recruiting agency.

Specializes in your industry or skillset

In today’s talent market, recruiters need to have a unique skillset to make an impact within an organization. In other words, they need to be knowledgeable of the industry and the types of roles that you’re hiring them to fill. Hiring a recruiting agency that understands the intricacies specific to your industry or the role that needs to be filled will generate more qualified candidates.

Solid Vetting Process

The more structured the vetting process, the more quality candidates you’ll receive. Recruiters should be vetting candidates on their skillsets and develop an understanding of what a hiring manager truly needs. For example, if your team needs someone with a collaborative approach to finishing projects, the recruiter needs to be asking open-ended questions to identify whether they’re collaborative or more of an independent decision-maker.

At Johnson Search Group, we put each and every one of our candidates through a three-step screening process before the hiring manager even sees the resume. There are several attributes recruiters should be looking for when vetting their candidates:

One, they must ensure each candidate is within the compensation range. If they want more money than what your budget allows, the deal will likely bee doomed from the start. Next, each candidate must be sold on the location of the position, especially when it comes to a relocation. Sure, a move across the country might sound fun, but is it realistic for the candidate’s family and lifestyle? And finally, they must be available to transition jobs within a reasonable amount of time. If a candidate can’t accept a job and start within a couple of weeks, there is a good chance the deal will fall apart. These are three things a good recruiter should be on the lookout for when vetting their candidates before submitting them to your team.

One-stop-shop

If you’re going to take the time to vet an agency for your staffing needs, you’ll ideally find one that’s a one-stop-shop. This can not only help save money but also a ton of time. 

According to the American Staffing Association, there are “more than three million temporary and contract employees work for America’s staffing companies during an average week.” When searching for a recruiting firm, you must hire an agency that can handle all of your staffing needs. You want to find a firm that can hire candidates on a direct-hire, contract-to-hire, or on a temporary basis. And if contract staffing isn’t on your team’s radar, here is how hiring contractors can benefit your organization.

Let’s partner together

It can be overwhelming when selecting a staffing agency to hire. However, if you look for an agency that has these three things, you’ll be in good shape. And if you’re still looking for the right recruiting team for your company, give us a try. At Johnson Search Group, we are industry experts. We take the time to understand your industry and the nuances of your most critical positions. Let’s have a conversation and see if we are the right fit for your team.

Contract Staffing

Contract Staffing in the Mining Industry? You Bet!

I was recently having a conversation with a customer of a mining operation in Minnesota. We were talking about the tremendous success of our partnership in 2019 and the opportunities and challenges that lie ahead in 2020. It dawned on me that all the placements we had with this organization in 2019 were direct hires simply because we never had the conversation about using contract staffing. The more we talked about 2020, the more we identified opportunities to bring people on for short term assignments. We are both excited to see the success of adding contractors and look forward to the opportunities that exist going forward!

So, if you haven’t looked at bringing on contractors, here are some of the benefits:

Eliminate hiring costs

The average cost to hire an employee hovers around $4,000. When you need to hire a new team member, there are dozens of direct and indirect costs, including your recruiting staff’s salaries, posting on job boards, application tracking systems, and so much more. Hiring a contractor through Johnson Search Group allows you to eliminate these talent acquisition costs. 

They’re Highly Specialized

Our contractors are highly specialized in what they do, and many of them have completed several successful assignments with us. They’re able to fully comprehend their assignment, adapt to the environment, hit the ground running, and make a big impact quickly.

Try before you buy

We know how important it is to hire someone with the right experience and background. But we know you also want to hire someone with the right soft skills and that will fit in well with the team. At Johnson Search Group, we don’t try to fit a square peg into a round hole. We tailor each search and bring you candidates that are solely interested in a contract to hire role.

Eliminate benefits costs

Do you know how much your full-time employees cost? It’s much more than just their salary. According to a study from MIT, an employee with an annual salary of $50,000 costs an employer between $62K and $70K. These higher costs are due to benefits and other expenses. When hiring a contractor, we carry the burden of those benefits, and you just pay their hourly rate.

Bring contract staffing to your team

Here at Johnson Search Group, we average approximately 5,000 contractors that are on assignment at any one time. We can help many companies across many different industries, including mining, and we can help you. If an extra set of hands would help you get through a backlog of work, complete a project, or get your organization to the next level, reach out to us. Let’s have a conversation about bringing contract staffing to your team.

Why Your Healthcare Facility Needs To Hire Contract Staff

Why Your Healthcare Facility Needs To Hire Contract

In 2019, we saw a huge surge of contract hiring throughout the Healthcare industry, and it is only heating up more in 2020! For many organizations, it has become a key element to building sustainable, successful teams throughout every department. If you still need a bit of convincing on why your healthcare facility needs to hire contract staff, we’ve got you covered!

1. Get people in the door quickly

In the healthcare field, when you need candidates, you need them NOW. In fact, people’s lives depend on it! Every vacancy has a significant impact on your team. It puts pressure on current team members, leaves work on the table, and takes time away from management to hire new staff (which can sometimes take months!). When you need qualified talent quickly, contract staffing is the way to go! You can hire people in less than a week, ensuring that our department hardly misses a beat.

2. Meet seasonal demand

Healthcare organizations experience a lot of seasonal fluctuation. For example, during the 2018-2019 flu season, healthcare providers saw approximately 16.5 million influenza-associated visits in the United States. Of course, your organization will need to be staffed accordingly. Contract staffing is perfect for seasonal demand. You can hire as many team members as you need to get you through the rush and term them once their contract is over.

3. Attract better talent

The flexibility of contract positions is very appealing to many healthcare employees. Temporary contracts may allow you to offer stronger compensation and flexible work hours. These benefits are extremely appealing to today’s candidates and will allow you to attract high caliber talent from around the country.

These three things are only the start of a long list of benefits to hiring contract staff. Eager to learn more about how hiring contractors can transform your team? Contact one of our experienced healthcare recruiters today!

price of talent acquisition

Is the Price of Talent Acquisition Increasing?

Have you or your department ever taken a few moments to understand the costs of your talent acquisition efforts? It may be more than you think. And those costs are likely going to increase in 2020. But where do you start analyzing these costs to see how much you’re spending to secure the talent your team needs to keep production running smoothly? Let’s take a closer look at the price of talent acquisition in 2020.

How to calculate the price of talent acquisition

Does your team truly understand the cost per hire? There are dozens of internal and external expenses that contribute to your talent acquisition efforts. In this tight talent market, it is becoming increasingly more difficult (and expensive) to hire top talent. Here are just a few of the many expenses your organization is paying to hire talent:

  • Numerous job boards (Glassdoor, LinkedIn, Indeed, CareerBuilder, just to name a few)
  • Paid social media advertisements
  • Application tracking system/database
  • The salary and time of your internal recruiting staff

This is not a comprehensive list of costs of talent acquisition. If you sit down and think about all the tools, resources, and manpower of your recruiting efforts, the costs really start to add up. In some industries, talent acquisition expenses are even higher due to the nature of today’s tight talent pool. For example, due to today’s tight labor market, many employers are struggling to fill skilled labor positions such as electricians and EHS positions. As a result, we sometimes hear that employers have these types of positions open for months!

These costs don’t even include your costs associated with production losses, paying overtime for other employees to pick up the slack, and even worse, turnover from overworked employees. In other words, hiring is becoming very expensive, and it may be time to partner with a recruiting firm to fill your roles quicker with an overall cheaper cost per hire.

Competition is heating up

The costs mentioned above are just typical talent acquisition costs. With a half-century low unemployment rate, employers must offer more competitive compensation packages to attract the best candidates. It’s a candidate-driven market, and job seekers are demanding more; they want higher salaries, better benefits, and even bonuses are just a few of the additional acquisition costs employers are facing. Over the last 12 months, average hourly wages have increased by 2.9 percent, showing steady growth throughout 2019. To be competitive when it comes to your hiring efforts, you must come in with strong offers, or your candidates will likely move onto other opportunities.

How to overcome these costs

There are several simple ways employers can overcome these growing talent acquisition costs. To start, are you or have you considered utilizing contractors? Hiring contractors is an efficient way to secure talent that your team needs fast! The onboarding time is typically quicker, the cost for employment is usually cheaper, and you will face fewer production shortfalls, saving your team time and money. There are fewer risks and costs with utilizing contract workers, and if they don’t fit the needs of your organization, you don’t need to extend their contract. But if they are an excellent fit for your team, you can bring them on board as a full-time employee. It’s a win-win!

Secondly, you can utilize a recruiting firm, like Johnson Search Group, to help you fill your critical roles quickly. We will work with you to understand your hiring needs and present you with candidates that are a perfect match for your organization. So, what are you waiting for? Let’s have a conversation today and see how Johnson Search Group can help your team save money while securing the talent you need.

Mining & Heavy Industrial

How to Get a Mining & Heavy Industrial Job in 2020

The world has changed. Industries and technologies are advancing at lightning speed during today’s revolution. Are you still looking at your job search the same way as you used to? Maybe it’s time to change it up! Mining & Heavy Industrial companies have changed. And so has the job market and the technology these companies use (just look at this recent Jobs Report!).

If you find yourself looking to make a career move, now is a great time to do so. The job market has been scorching hot over the last two years. Along with the new year, companies have new budgets and new goals. Additionally, they have grown accustomed to the tight labor market and developed strategies to quickly hire top talent and beat out their competitors.

To make the most out of this fast-paced market and increase your visibility during your job search, consider the following:

Appeal to Applicant Tracking Systems  

When you apply to a job through a website, your resume is probably not going straight to a hiring manager. First, your resume must pass through applicant tracking systems, internal recruiters, and sometimes even HR.

To ensure your resume gets through to the next level, it’s time to think about keywords. Don’t assume the first person looking at your resume is technical enough to know every area of your job function. For example, if you are an electrical maintenance professional, instead of using the acronym PLC, spell out “programmable logic controller.”

Additionally, be sure to cover all your bases. You took the time to apply to the company you want to work for, but did you do your best to ensure they understand your full potential? One of the benefits of working with a recruiter who specializes in the industry is we are your biggest advocate. We have strong relationships with hiring managers, and we will help champion you through the entire hiring process.

Find a company that’s right for you  

I like to think of this blog as a tool for improving your current position or better defining your job search. With the market this hot, there is room to really consider the right opportunity when making a change.

What skills do you have that can benefit an employer? What technologies are you proficient with that an employer will find valuable? Companies are looking to advance technology to increase every aspect of their operations: production, reliability, environmental compliance, safety, and inventory planning. Plant Managers today can look at a tablet, know the time of an order, the inventory on hand to complete it, and study a maintenance schedule all within moments.

This is where you can really bring it all together. Spend some time researching. Look at what development projects companies have in press releases. If you are absolutely against unmanned mining equipment, maybe don’t go work for a company whose mission statement is to decrease workplace injury by reducing the number of machines that require operators.

If you find a company that is continuously investing in R&D, and you just think it’s cool, say so! Stand out during the interviewing process by letting the hiring manager see your excitement. It demonstrates intent. Make yourself the prime candidate. Energy and intention, while highlighting your ability to do the job, could be the thing that puts you over the top.

Try before you buy  

Have you ever considered a contract opportunity? We place a tremendous number of contractors in the mining and heavy industrial space. This is a great way to “try before you buy.” Many contract opportunities also allow you to transition into a full-time position after the completion of your contract assignment. You can really get a first-hand impression of your potential new company with a contract position.

Need help finding your next career move?   

So, if you’re ready to pursue a mining & heavy industrial job in 2020, we can help. With 35 years in business, Johnson Search Group recruits on both contract and permanent roles. We have a team of recruiters that specialize in several industries across the U.S. and Canada. Let’s work together to find you your next big career move!

contract staffing

Contract Staffing: The Benefits for Employers and Job Seekers

2019 was very much a candidate-driven market, and it’s no surprise that this remains true as we enter the new year. The unemployment rate is the lowest it’s been in 50 years, there are more job openings than there are people to fill them and, if you’re like most hiring managers today, you’ve felt the frustration and stress this can add to the workplace. While permanent, full-time roles are a majority of the job openings today, contract staffing can bring so many benefits to both job seekers and your teams. Here are some of those benefits and how your organization can capitalize on them in 2020.

Benefits to the client

Quick hiring process

If you’re looking to fill a position immediately, contract staffing is the way to go! Time to fill ratios for these positions is substantially lower than permanent roles. According to HireVue, the average time to fill a permanent position is 42 days. This is a huge problem because candidates are only on the job market for 17 days, so chances are you’re missing out on great talent!

“Try before you buy”

Hiring a contract worker is a great way to ensure the candidate has the right skill-set and fits well with your company culture. If the candidate isn’t working out, you can end the contract, or if they’re a great asset to the team, you can convert them into a permanent employee!

Cheaper than hiring a full-time employee (FTE)

As most employers are aware, employees are the most expensive asset to organizations with the highest risk. By hiring a contract worker, you reduce your costs associated with vacant positions, as well as the costs related to onboarding a permanent, full-time employee.

Staffing flexibility for projects and overflow

Hiring a contractor for a short-term project is a great way to get the work you need to be accomplished while not having to worry about headcount once the project is over. If you need workers with a unique skill-set or knowledge, this is a great way to tap that resource without having to invest in a full-time hire.

Benefits to the contractor

Contract workers can be a tremendous asset for your organization; however, contract assignments also benefit you as a job seeker. Here are a few reasons why a contract assignment is attractive to job seekers as well.

Quick hiring process

Yes, this is also a benefit to the temp employee. If you need a job immediately, contract positions are the way to go. You can typically start working as soon as you complete all necessary onboarding procedures. Essentially, you get to jump right into your next opportunity!

Try something new

This is an excellent way for a worker to see if the organization is a fit for them. In my experience, if candidates go in and do a great job for the organization they’re working for, they’ll often keep them on-board and convert them into FTE.

Adds diversity to your skill-set

Permanent positions, while great for the long-term, can hinder skill-set if you’re not continually taking on new challenges or responsibilities. Contract jobs are a great way to expand your skill-set and get exposure to other areas in the workforce. These skills can be great resume boosters and help make you a more valuable employee in the future.

Fills your income gap while searching for FT position

A contract job is a great way to earn income while you search for a full-time job. Searching for a full-time position can be a daunting task and usually takes much longer to get through the interviewing and onboarding process.

Want to discuss the possibility of contract staffing?

This isn’t an all-inclusive list for all of the benefits contract jobs have to offer. If you’re currently in need of a contract employee, contract job, or just would like to discuss the additional benefits of contract staffing, I can help! I have added contract employees to numerous banks and credit unions in the Pacific Northwest; I would love the opportunity to partner with more organizations and make an impact in 2020.

contract staffing

Contract Staffing: The Key Hiring Strategy Your Bank Is Missing Out On

contract staffing

The current hiring market for the banking industry is extremely competitive. One of the best ways to get a leg up on your competition? Incorporate contract staffing into your hiring strategy! There are many benefits to hiring contractors, for both you and contractors. Moreover, contract staffing can be utilized in almost every department of your organization. Having partnered with several top credit unions and banks in the Pacific Northwest, I can attest that the need for contract staffing will only continue to drastically increase.

Contract staffing is everywhere

According to the American Staffing Association, America’s staffing agencies and companies employ 17 million contractors each year. Additionally, one-third of those contract employees end up receiving a permanent job offer from the company they are on assignment with.

Almost half of employers utilize contract staffing for IT positions

The need for contract staffing in financial services and banking covers a range of positions; from administrative duties to the mortgage department and even one of my specialties, IT. For example, according to Interactive Business Systems, 48% of companies have used a staffing agency for IT-related job functions. The era of digital banking is here and the need for talent in those areas is increasing.

According to Ernst & Young, “A recent study found that 62% of senior leaders in the banking industry believe that the digital talent gap, or the disparity between the supply of qualified people with digital expertise and the demand for those candidates, has been widening in recent years. As the needs of banks change, they will sharpen their focus on recruiting people with specific technology expertise.” In other words, there is a talent gap in the banking industry for exceptional IT professionals.

Mortgage loan professionals are great for contract staffing

My clients find that their need to hire support staff increases as the number of mortgage loan applications fluctuates throughout the year. Typically, I recruit very heavily for banks and credit unions at the beginning of the year to beef up their mortgage support teams. These contracts range anywhere from 6 months to one year. Thus, these assignments are just long enough to get them through their busy season. Fortunately, I have a large network of mortgage talent that I’ve built up over the years. This allows me to service the same clients year-over-year in accordance with their busy seasons.

Whether it’s a short-term contract or a long-term project you’re looking to hire for, I am happy to help! I understand the need for top-talent and the shortage of qualified candidates on the market today. Let me help you source contractors that are not only qualified but also excited about contract assignments!