4 Ways to Retain Employees in 2021

4 Ways to Retain Employees in 2021

As 2020 comes to a close, employers are looking ahead to the new year. One of the most critical issues employers are facing in the new year is employee retention. Not only can losing an employee cost a lot of money but losing an employee can have a lasting effect on the team. Team productivity, employee engagement, and morale can all suffer as a result of this.

If you don’t have a good retention strategy in place, it may be an excellent time to start thinking of one. So, what can you do to minimize the risk of losing your key players and increase retention rates in 2021? Here are the top four ways to attract and retain employees in the new year.

Hire the right people

Not only will you need to find candidates with the technical knowledge to do the job (or someone trainable), but you’ll need to find someone who fits well with the “culture” of your organization. According to Built In, “47% of active job seekers cite company culture as their driving reason for looking for work.” So, the first step to retain employees next year is to hire the right ones from the beginning.

Listen to your employees

One of the easiest ways to make your employees feel valued and heard is to listen to them. According to Business News Daily, the number one reason employees don’t step up and take the initiative at work is because their leaders or managers fail to get employee input before making decisions. 

Compensation and benefits are competitive

Although pay isn’t the number one driving force for employees leaving, offering fair compensation will make employees feel more valued than those making less than market value. Plus, if they are making competitive wages, they will be less likely to get poached by another organization.

Celebrate the “wins”

Employees want to know that they’re doing a good job and that their employer appreciates their hard work. When celebrating these wins, you should not limit them to work-related events either. Personal milestones such as getting married, having a baby, or even an employee’s birthday, should be celebrated. We’re not talking parties for each of these things but having a team lunch or a verbal or written acknowledgment goes a long way!

As a recruiter, I like to know and understand my clients’ culture to find job seekers that fit that environment. I have conversations with candidates to see if their goals and values align well with one of my clients. We identify red flags early on with the tough conversations we have with candidates. If you need help implementing a strong retention strategy, let’s have a conversation!

Don’t Hire For Culture Fit, Do This Instead

Don’t Hire For Culture Fit, Do This Instead

For years, it has been trendy to hire for culture fit. Culture fit is loosely defined as when “employees’ beliefs and behaviors are in alignment with their employer’s core values and company culture.” Companies ventured out in search of employees who would be a good fit with their teams, only to find that they suddenly lacked necessary diversity. So, it’s time to hire smarter. Instead of hiring for culture fit, assess candidates using these three guidelines.

Look For Cultural Complements

When you hire for culture fit, you are limiting yourself by only hiring people who are similar to you or your current team members. Instead, try interviewing for cultural complements. Assess candidates based on their goals and how well they understand your company. As Harvard Business Review explains, hiring for cultural components “moves us away from the tendency to hire people who think the same and towards a company built on diversity of backgrounds, perspectives, and ideas that complement culture while also enriching it.”

Exploring different methods of accomplishing the same goals will lead you to hire exceptional talent that may have otherwise been a culture mismatch. If you really want to jump out of your comfort zone, purposely seek out candidates that are different from your current employees. These newcomers could shake things up and break down invisible boundaries. 

Set Up A Diversity Hiring Program

Of course, every company needs to abide by equal employment opportunity laws. However, it’s a great idea to go a step further and implement diversity hiring initiatives. In fact, your competitors are already doing it. Companies such as Intel will pay up to $4,000 in bonuses to employees who refer a woman, minority, or veteran to their workforce. Develop a diversity initiative and get everyone involved. Initiate staff training, team-building activities, and inclusion awareness company-wide events. Be sure to communicate your diversity programs early and often to keep them top of mind! This will ensure that your entire organization understands and supports your mission to diversify. 

Partner With A Recruiting Team

Inclusive hiring is one of the many unsung benefits of partnering with a recruiting firm. Because we have an exclusive network of nationwide candidates, we have a pulse on the diamonds in the rough. We understand candidates’ qualifications beyond what’s on paper. Our dual vetting process goes deeper than an ATS screening. When we submit a candidate, you can rest assured that they are qualified, excited about your opportunity, and meet any expectations you set forth. 

Are you ready to improve your hiring process? Set up a consultation with one of our recruiting experts today! We can help you hire the diverse talent you need to take your company to the next level.

choose between great candidates

How to Choose Between Great Candidates

With a quit rate of 2.3 percent, you may be receiving several great candidates for your roles. On the flip side, they’ll also be receiving multiple offers, so it’s essential that you hire quickly. But if you have two (or more) great candidates, how do you choose which one will be the next member of your team? Here are a few tips on how to choose between great candidates.

Consider the Future

When comparing candidate qualifications, it can be challenging to determine who would be a better fit. While one candidate may be strong in one area, the other may be strong in another. So instead of comparing apples to oranges, think about the future of your company and department. Envision how you want this role to evolve over time and contribute to long-term company goals. Does one candidate have skills that will be a better fit for future needs?

Compare Culture Fit

Culture fit is a huge component of hiring these days. When trying to decide who you should hire, try to picture how they will fit in with your entire team. Do they have a similar working style to other team members? Are their goals aligned with your company’s vision and mission? And if all else fails, are they someone you and your other team members would enjoy spending time around? Sometimes, these traits are significantly more valuable than minute differences in hard skills when trying to choose between two qualified candidates.

Discuss the Offer

One of the great things about working with Johnson Search Group to hire your next team member is that we close our candidates at every stage. So when you extend an offer to one of our candidates, you can rest assured that they will most likely accept! If you’re navigating the recruiting process on your own, don’t be afraid to ask your candidates questions to assess their commitment to the potential of working with your organization. For example, “Is there anything holding you back from accepting an offer from us if we were to extend one?” Getting answers like this from your candidates will help you understand which one is the right fit for your team.

culture fit

How to Demonstrate You’re A Culture Fit

culture fit

What is this so-called “culture-fit” and how do prospective employers identify culture fit based on an interview or two? This is a tough concept to understand, considering every employer is unique in their own culture and atmosphere. However, there are questions that employers will ask you to see if you align with their culture, values, and mission.

Here are some common questions hiring managers may ask to identify which candidates are strong fits for their team and which are not.

“Why did you leave your last position?” or “Why are you looking for a new opportunity?”

This question can uncover a lot about the candidate who’s interviewing, both good and bad. Are they a team player? Do they work well with others? Are they able to resolve conflicts within the workplace? I always tell candidates to avoid any negative talk, no matter how miserable you may be in your previous role. Even if you hate your current boss, it may come across that you were the problem, not your employer. Stick to what attracts you to the company you’re interviewing with, how your skill-set would benefit and bring value to them, or more positive reasons for leaving your employer.

“Why do you want to work here?”

It answers the question of if you’re just looking for any job or if you’re truly interested in working for that company specifically. This will also demonstrate, as a candidate, how much due diligence you’ve done on the company.  This can be a huge deal for those companies who pride themselves on their values and mission. Let’s say, for example, you’re interviewing for a non-profit organization whose mission is to benefit children in the community. If you’re an advocate for children and volunteer heavily in your community, it would benefit you to talk about your passion and the work you’ve done in the community, along with any research you’ve done on this prospective company.

“Describe a conflict you’ve had with a previous colleague. How did you resolve it?”

These situational questions work very well for managers to identify how a candidate will fit well within the team. If their current team takes a collaborative approach to their work, they’ll most likely want someone on their team to communicate clearly with team members and work to resolve conflicts. The most important aspect of this answer is going to be the result: How was this resolved and what steps did you take to move forward?

Identifying a culture fit in the interview process is a crucial piece in the hiring decision. Making an addition to any team in the workplace can alter the culture if a bad hiring decision is made. A bad culture fit can result in lower associate morale, a toxic work environment, and employee turnover. Keep this in mind during your next interview to prove you’re a fit for their organization.

Value during an Interview

Value – How to Demonstrate Your Value During an Interview

Value during an Interview

The interview is your chance to shine. And to make sure you hit it out of the park, there are a few things you need to focus on. You need confidence, experience, and you must bring value during an interview. However, you can demonstrate your value in different ways. And it can be the one thing you do that leaves the interviewers with a good lasting impression on why they should hire you.

Share Your Experience

Why will you be valuable? If you answer this question without having to be asked, you hit a point that is pertinent to why you’re there in the first place. They are not just looking for someone to fill an empty role. They’re looking for someone to bring value to their team and help them accomplish the things they need to accomplish. If you can show how your experience will get that done for them, your value will shine.

Ask questions

Ask questions about what they’re wanting you to accomplish if you receive this role. Make it about them and their needs and explain how you can accomplish that. Remembering that an interview is a two-way street to see if the job is also a fit for you and your abilities is important. In this job market, you have plenty of opportunities, so make sure you get down to what they are looking for and if you really can accomplish that for them, is important.

The best part about asking questions is you take the interview from a nervous/serious time to a more comfortable, friendly environment. And everyone will enjoy that.

Culture Fit

You can show a tremendous amount of value if you prove that you would fit great with their culture. Nowadays, there are a lot of different working environments. Some that are great and some that are terrible. But depending on your working style you can be just fine in either. It just matters to you if you mesh well. And this is also a very valuable thing to companies. No matter their reputation, they are always trying to bring in good people that will help improve the culture. And if you can show that you’re that person, it will only help you.


Being an independent worker is something that a lot of companies are looking for. They want to know that you don’t need to be micromanaged to get your work done. They want to know that you have enough self-discipline to meet deadlines without needing constant help or oversight. Explain how you like to work and point out your independent tendencies.

If you can demonstrate your value during a job interview, you will definitely make a lasting impression on the interviewers. If you need more help preparing for your upcoming interview, we have tons of resources to help you nail that interview and land the job. Good luck!


3 Things to Consider Besides Salary


The job market is hot. Last week, the Bureau of Labor Statistics released the Job Openings and Labor Turnover Survey (JOLTS) report. In the month of December 2018, 7.3 million jobs were created – the most since the BLS started tracking this figure in 2000. In fact, 3.5 million workers voluntarily left their jobs to find new opportunities.

If you are one of the millions of people taking advantage of this crazy job market, remember this one thing: a job offer is more than a salary. Sure, a pay bump is nice! But there are so many other things to consider before pulling the trigger and accepting another opportunity. Here are three things to contemplate besides salary before accepting that enticing job offer.


Awesome! You received a job offer with an impressive salary. Everything looks great on paper, but have you ever stopped and thought how far that money will go in the city that you work in? The salary may seem beefy on paper, but if the cost of living is really high in your hometown, it may not go as far as you think.

Before accepting a new position, think about the cost of living. If you’re up for a relocation, consider the cost savings of moving to another city or state. Sure, your salary might be lower in a new city, but if the cost of living is substantially lower, you’ll end up with more money in your pocket in the long-run.

Work-life balance

Work-life balance is becoming more and more important for many professionals. Many people are willing to sacrifice a larger salary for a better balance between work and life. The salary you are offered might sound fantastic, but if you are sacrificing time away from your family, friends, and yourself, you may want to rethink the opportunity.

Some people don’t mind working long hours or on the weekends. However, many people value their time away from work. Money isn’t always a fair tradeoff from your personal life.


I’m sure you’ve heard the expression “you can’t put a price on happiness.” And as cheesy as it sounds, you simply can’t put a price tag on how well your job fulfills you. Regardless of how much money you make, if you feel that you aren’t a great fit with your co-workers or your employer’s values, you probably won’t be excited to walk into work every day.

If you’re not passionate about your job or the company you work for, no amount of money will make you enjoy your job.

If you’re ready to make the leap, check out our jobs board. We have dozens of opportunities that may be a perfect fit for you!


Excitement: How to Get Hiring Managers Excited About You


We’ve all been in this situation before. You found the perfect job opening. You apply and quickly get called back for the interview. As you talk to the interviewers, you get more and more excited for the position. But surprisingly, you get passed up after the final round of interviews.

What happened? You were sure you nailed it! Well, you may have been a perfect fit for the job, but if hiring managers aren’t excited about you, you may not make the cut. To ensure you get that dream job, you have to show your excitement! Here are three steps to get hiring managers excited about you.

Do your homework

If you really want to make a good impression with your interviewers, you must do your due diligence. And that doesn’t just mean on the company you’re are interviewing for; you need to also do some research on the interviewers.

Head over to the company’s website and do a little digging. Check out their “About” page to get some insight on their mission statement, vision, and what the company stands for. If they have a blog, you should check that out too to see what’s going on with the company. Maybe there was a recent product launch, or the organization received a prestigious award. All of these will provide great talking points during your interview and help you engage with the hiring managers.

Now to learn a little more about the interviewers, you can simply look them up on LinkedIn. Try and find some commonalities that can help you better relate to them during the interview. Not only with this make you feel more comfortable going into the interview, this will help you come across as more personable and make it easier for them to get excited about you!

Tell them you like what you hear

During the interview, if you like what you hear from the interviewers, you need to tell them! How are they supposed to get excited about you when you don’t show them you’re excited about the opportunity?

Don’t overthink this. If you like what you hear and see, show it in your demeanor! Have a big smile on your face, be more animated when you are speaking and listening throughout the interview. Just demonstrating that you are excited about the job and organization will help get the interviewers excited for you as a candidate. And please don’t be afraid to show your personality in your interview. Hiring managers want to see the real you because they also want to see if you’re a great culture fit.

Write a thoughtful thank you note

If you really want to make a great impression on your hiring manager, you have to write a stellar thank you note. You should send a thank you to every interviewer that met with you. And unfortunately, you can’t just send them the same note; you must make each thank you unique and personalized.

You can mention something interesting they said during the interview or reference a question they answered for you. Either way, personalizing your thank you note shows that you’re ecstatic about the position and will help each interviewer get excited about you. Sending a personal email will go a long way and will remind them what you’ll bring to the table.

If you follow these simple steps, every hiring manager will be just as excited as you are when you walk in the door for an interview!

Balance: How Work-Life Balance is Crucial to Your Career’s Success

When it comes to your work-life balance it’s about juggling all your responsibilities in just 24 hours, every day. And it can be difficult trying to manage your time between family, work, friends, and of course, you. But balancing your work and life is a crucial part of you having a successful career.

Ways to instill work-life balance effectively

Something that is super important in becoming successful with your career and at home, is balancing your responsibilities. You can do this by making sure you’re doing things you enjoy. Whether that means enjoying your job or having fun outside of work. It can help balance you out when one of those two things are stressful or vice-versa.

Also, make sure you’re with a good company that respects you and your home life. This is key to any working relationship. When you feel appreciated and cared for, you come into work knowing what you have to do that day, as well as knowing it will not be coming home with you.

When you interview for a job, you’re also interviewing the employer to see if they are the right fit for you! You get to choose who you share your talents with (especially, with the candidate-driven market we are in). And you want to make sure it’s a company that respects and knows the difference between your family time and work time.

By taking initiative upfront, it will be easier to focus on your work-life balance and help you understand the importance of it. Without that balance, your work production and health could suffer due to unnecessary stress. Which no one wants to deal with when you’re just trying to enjoy your life and career.

How to ensure you have a good Work-Life Balance

With these simple steps, you can make sure you’re taking steps to de-stress and unplug from work and life stresses.

Workout and eat healthily – whether that is going for a walk 3-4 times a week or going to the gym. Make sure you’re taking care of your physical health. Giving yourself that time to work on improving your health will only help you feel better about yourself and accomplish more in your day to day duties.

Hobbies – Reminding yourself of the importance of doing things other than work and house chores keeps you happy and excited for what the next day brings. Having different hobbies helps you relax and take that time you need to debrief from life and work. Because de-stressing and doing the things you love to do ‘just because’ will help you stay healthy and happy. Which only keeps you more productive in the office and life.

Un-Plug from work and technology – With work and technology being so hand-in-hand nowadays, it makes it hard to truly leave work… at work. But it’s important to remember that work will always be there tomorrow. Your loved ones, friends, that age your child is today, is and will always be changing. Make sure you’re spending that time with them. Enjoying every stage of life, because one day you won’t be able to.

Your work-life balance will determine your career and life successes, so make sure you take the time to focus on each role and balance them accordingly.

“As far as I know, you only get one shot at this life. It only goes around once and time is precious. When (your) not working, you’d better spend that time with someone important.”Benjamin Bratt


Value during an Interview

How To Show You’re A Culture Fit During An Interview

culture fit

It’s no secret that employers are placing an emphasis on hiring for culture fit. Many companies emphasize the culture fit over hard skills, and they are looking for people to add value to their current teams. Because it’s so important, you must prepare to clearly demonstrate your culture fit during the interview. Focus on these 4 things and your personality will shine through.

Do Your Research

Before you can show you’re a culture fit for a company, you first need to understand what their culture is! Before your interview, explore their website. Find their mission statement, and try to get a feel for how they do business. Look at their social media to pick up hints about their dress code, and the general personality of the office. Still feeling unsure? Don’t be afraid to ask your recruiter if there’s anything you should know about the company culture! The fact that you’re asking demonstrates your interest in truly understanding the company and team.

Be Yourself

For a long time, it was believed that you should be strictly professional during an interview (read: a robot). Luckily, Hiring Manager’s are moving beyond that and they want to know about who you are as a whole person, not just an employee. Show your enthusiasm, discuss aspects of the job that you’re most passionate about, and throw in a few relatable tidbits.

Show Off Your Soft Skills

Companies want to know that you will fit in with the existing team, so personality traits such as self-motivation, teamwork, and a positive attitude are high on their “must-have” list. To learn more about how to highlight your soft skills during an interview, hop over to our blog post here.

Relate To Your Interviewer

While you’re doing your pre-interview research, check out the interviewer’s LinkedIn profile and look for commonalities. Did you go to the same school? Did you both work retail jobs early in your career? Maybe you even have a few connections in common. If you can relate to the employer on a personal level, it will leave an impression that lasts long after you’ve walked out the door.

3 Ways to Ensure You’re Making an Excellent Hiring Decision in 2018.

3 Ways to Ensure an Excellent Hiring Decision in 2018

3 Ways to Ensure You’re Making an Excellent Hiring Decision in 2018.

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.

Proactive Hiring

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.