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hiring process

Take the Luck Out of Your Hiring Process

hiring process
Over the last three months, the U.S. has averaged job gains of 186,000. The unemployment rate also ticked down to 3.8% and the average hourly wages increased 11 cents, a 10-year high. Simply put, the job market is hot.

If you don’t have a streamlined hiring process, you and your team may be stuck looking for that lucky four-leaf clover of a candidate. However, with St. Patrick’s Day this weekend, we thought we’d help you take the luck out of your hiring process. Here are three steps to improve your process to find the candidates your team needs.

Time is of the essence

If you’re a hiring manager or HR professional in this labor market, you don’t have time to drag your feet. When you have a critical role that needs to be filled, you must act quickly! It’s a candidate-driven market. Do you know what that means? Candidates have options (and lots of them!).

The longer you take to move candidates through the hiring process, the greater the chance of you being ghosted by a candidate. Since candidates are entertaining multiple job opportunities, you have to move quickly. If you have steps in your process that eat up too much time, you may be missing out on stellar candidates. And if you extend an offer to a candidate, don’t make them wait two months for their start date. It doesn’t take much time for a candidate, even if they have accepted your offer, to find a better (and more time sensitive) down the road.

Stop waiting to find that “leprechaun”

If you find yourself being picky over candidates, you need to cut that out right now. If this is truly a critical role for you, you can’t sit there and wait for the magical leprechaun (or perfect candidate, in the recruiting world) to show up on your desk.

When you find someone who is qualified for the position, give them a callback. They may not have every single criterion on the job description. But if they can do the job, have a great attitude, and have the soft skills necessary to learn the ins and outs of the role, at least have a conversation with them. You may even be surprised! They may end up being that lucky charm you’ve been dreaming of!

Team up with a recruiter

If you’re still struggling to identify areas in your hiring process that need improvement, don’t panic. Trying to change your hiring process can seem daunting and it varies from company to company. But that doesn’t mean you have to go at it alone!

At Johnson Search Group, we’ll help find areas in your hiring process that could use some changes. We can suggest ways to speed up your process so you can avoid the unfortunate event of yet another candidate ghosting you at the last minute. We know you’re busy, so let us do the legwork. Partner with a recruiter and let’s work together to find that pot of gold on the other end of the rainbow.

recruiter

So, A Recruiter Reached Out to You. Now What?

recruiter

A strange phone number comes across your phone, so you let it go to voicemail. It’s from a recruiter letting you know about an opportunity that could possibly be the next step in your career.

You decide to give them a call back as your curiosity is peaked and not sure what the next step might be.

They provide you with some information on the job and ask you a few questions and after further discussion, you come to a decision to proceed with the opportunity. It’s part of my job to ensure that you not only have the qualifications they’re looking for but also will be a good fit for both you and the client.

As a recruiter, it’s my responsibility to ensure you have information on the company and the location. If it is a relocation, we will help do a cost comparison for you so you can make an informed decision on if you want to proceed.

So, you submitted my resume. Now what?

Once we submit your resume to the client, we wait for feedback and if I am doing my job correctly, you’ll be getting a first round interview. Depending on the organization and if you are local, this first interview could either be a phone or an onsite interview. At Johnson Search Group, we will provide you with guidance on and walk you through the process of what to expect.

And depending on the type of job and the industry you’re in, you may have other interviews and additional steps throughout the hiring process. Don’t worry. We’ll be here every step of the way to guide you throughout the hiring process to ensure you make the best impression on your prospective employer.

Congratulations, they want to make you an offer!

You did great on your interviews and they want to hire you! If there is any salary negotiation, we will help to ensure you get what was originally discussed. Once we help you get the position, we don’t stop there! We walk you through everything from your potential relocation to you drafting your resignation letter.

Even after you’re hired, we value our commitment to you and we’ll follow up with you. We truly care about you and your career; we want to be certain you like your new position!

Communication

As a recruiter in the healthcare industry, communication is key for both my candidates and clients. If at any time during this process you decide to back out, please tell me. I work hard for you and also my clients to make sure that this position will be a great fit. I would never submit you for a job that wouldn’t be a great fit. At JSG, we’ll never try and put a square peg in a round hole.

The next time you get a call from a recruiter, take a moment and hear what they have to say. It could be the opportunity you have been waiting for!

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.

ghosting

Candidate Ghostbusting  

ghosting

Have you ever been in contact with someone, whether over email or over the phone, that seemed to suddenly fall off the face of the earth? A conversation that could have spanned days abruptly ends unannounced and unresolved. This situation becomes even more frustrating when the person who went dark was a potential candidate.

Managers all over the country are dealing with ghosting from candidates or employees, who no-show at interviews or their first day of work in favor of other career opportunities. The Washington Post published an article on the matter last month, sharing a 10-20 percent increase in ghosting over the past year. Clearly, this is a problem affecting all kinds of businesses, all around the country. So why has ghosting become so common, and what can employers do to not get left in the dark?

Quick Response Time

Currently, there are more jobs available than there are people unemployed in the United States. This surplus of opportunities gives candidates the edge when job searching. With so many options, it’s important to act quickly to stand out and attract potential hires. If a candidate ghosts you, chances are they given another offer and accepted it. They may have the attention of so many organizations, their ghosting may not even be intentional.

On top of acting quickly, discuss the timeline from interview to hire with the candidate. And stick to it. If you let them know you’ll be reaching out in three days, respond in three days. A clear timeframe decreases your chances of this happening and potentially anxious candidate will really appreciate that.

Never Forget

Unfortunately, if you continue to reach out to someone you interviewed only to receive no response, it’s time to accept that you have been ghosted. This is unfortunate for several reasons. You have invested time into a candidate that will not be joining your team, leaving you with a still-vacant position. Which reminds you time is precious. and if you don’t spend it more productively, attending to other needs in the company, working on other positions, or finding a candidate who’s the right fit, you’ll struggle.

While we can’t change the outcome, we can still learn from it. With employers reporting increased rates of ghosting, there are bound to be repeat offenders. Keep a record of any candidates or employees that disappear without a conversation. While their resume may not cross your desk again, other managers in the company may not be aware of a person’s reputation for ghosting. By flagging a name for ghosting, you could be saving someone else time, which saves the company money.

The Worst Career Advice You Can Take, banking, finance, candidate, career help, career advice, career, Johnson Search Group,

Ghosting an Interview May Haunt You in the Future

Ghosting an Interview

Congratulations! You’ve landed the interview with a prospective employer. You should be excited, right? Typically, after nabbing that interview, nerves can start to settle in, assumptions about the position or company can get in the way, and ultimately, you skip the interview. This is a BAD idea.

As a recruiter, I am lucky enough to have a pretty good relationship with most of the candidates that I work with. We’re able to have transparent conversations about red flags, hesitations, or cold feet. Ghosting a recruiter or a company for an interview can not only prevent you from getting hired but can also hurt your career in the future. Here are a few reasons why you should never ghost an employer for an interview.

You Never Know Who You Will Meet

You never know who might be interviewing you. What if down the road you apply to another company, but the person set to interview you for your dream job is that person that you ghosted months or even years before?

You’ll most likely not receive an offer for the job. And leaving the interview feeling defeated as well as wondering why no one warned you about ghosting before. Well, here’s your warning! Trust me, people will remember you.

No Second Chances

You will probably never be considered again for another opportunity with that employer. And yes, I have had this happen in the past with one of my candidates. I found a great candidate for an opportunity that I was working on. After I had submitted her to my client, I got a message back saying that they do not wish to move forward with her because a year prior, she didn’t show up for her interview.

She didn’t even email or call. Companies log notes in their applicant tracking systems with your name and /or resume. When applying for a job with that same company in the future, they will search for you in their system and will have documentation of how you bailed on them in the past.

It’s Wasting People’s Time

It’s rude and wastes people’s time. You’re leaving someone to wonder if something bad happened to you or if you’re just running late. They’re taking time out of their busy schedule to speak with you and you’re inconsiderate of their time.

When it comes to filling critical positions, they just want to fill it with a candidate that cares and is going to be a good fit. But once you start wasting people’s time, that’s when you leave yourself up for vulnerability because remember, the world is small. Especially, in certain career fields or industries.

These are just a few reasons why you should never ghost a prospective employer for an interview. Your reputation is on the line and being careless about communication can come back to bite you in the future.