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Basketball Isn’t the Only Thing Mad This March

March Madness

Whether you’re a candidate or client, you can relate the job search to the exciting 18-day roller coaster ride of March Madness. It’s inevitable that when you’re applying for a job, you’re trying to win each step or “game” of getting that offer letter.

The more games/steps in the job process you win, the closer you get to the championship round bracket! Companies and candidates are hoping they both can win in the end. And lucky for you, the only difference between March Madness and the craziness of this candidate-driven market is both parties can win at the end of the day! A candidate finds a job and a company finds a great employee. The main thing is though, you want to effectively navigate the madness of this job market so you can reach the championship round! And whether you’re a candidate or an employer, here’s how you can do it.

Make Job Descriptions Concise and Clear

As a company looking to hire a great new employee, one of the most important things you need to do is find them. The way you can do this is by making your job descriptions concise and clear. It will help you find those winning candidates through the madness of this job market. Make sure to focus on what they will do, the fun things about your company, and of course, the experience and skills they need to have.

Only apply for a job you really want

Being a candidate in this market can be overwhelming. Even though it’s good to see what other opportunities are out there, it’s stressful. There are so many jobs to choose from and it can be hard to narrow down what you’re truly looking for when you’re ready to move. But the first step is knowing what you’re looking for in a new job.

Are you wanting more freedom or maybe a company that has an amazing culture? Are you looking for more money or a different location? These all are questions you need to answer before applying. It will help you weed out the jobs you may like but wouldn’t be a great fit for you. Because let’s be honest, you’re moving because you want bigger and better. Don’t bog yourself down by applying for jobs you wouldn’t absolutely love!

And if you’re having a difficult time finding a job that’s a good fit, that’s where a recruiter, like one from JSG, comes into play. We’ll help you match your skills to a position that you will be successful in!

Make your hiring process quick

When it comes to this tight job market, you have to have a quick process! There are tons of different ways you can do that and sometimes relying on a recruiting firm, like Johnson Search Group, can be the biggest money saver and helping hand you could ask for. An efficient process will prevent your bracket of good candidates from busting and not leave them vulnerable to receiving other offers.

Prepare for interviews

As a candidate, you have to be prepared. Just because you may have a lot of job options, it doesn’t mean you want to slack on being ready for an interview. A company doesn’t have to hire you, even if they may need to. They still have a choice but so do you! So take this time to find out information about the company.

What are their reviews like? Do they have cool accolades? Are they involved in community service? All of these things will help you understand a little bit more about what this company does and how they treat their employees. And remember, in an interview, they aren’t just interviewing you, you’re interviewing them as well.

Find the Best Candidate

After you’ve gone through the madness of resume reviews, interviews, and on-site tours, you’ve probably had the opportunity to find a great candidate; the one you want to extend an offer to because you know they will truly be a great fit and add a great amount of value to your organization. This is the fun part; you’ve made it to the championship!

Find the Best Company

After going through the wringer, you’ve made it! You’re now onto the championship with a company you’ve found passion in. The ball is now in your court and if you say yes, you’re ending this game with a slam dunk!

Today’s job market is overwhelming not only for companies but also for candidates. If you’re struggling to find the right people or the right job opportunity, Johnson Search Group would love to give you an assist in hopes of finding you your perfect matchup!

Get an assist from JSG to help you navigate this crazy job market.

hiring process

You Must Improve Your Hiring Process in This Tight Market

hiring process

At the halfway point in 2018, I have noticed several reoccurring themes, some spilling over from 2016 and 2017. The most glaring trend my team and I have noticed is the urgent need for permanent maintenance and reliability personnel. It’s safe to say every company I am working with has had a need for an I&C, reliability, or maintenance professionals throughout the first half of the year.

This is becoming more important as candidates with this skillset are in high demand and are earning larger salaries. Here are a couple situations that illustrate how you must improve your hiring process in this tight job market.

It’s a candidate-driven market

The first situation I want to share involves a mining organization that specializes in industrial minerals in a very remote area. After a week of searching, I found an outstanding Reliability Engineer who met every qualification and was excited about the opportunity. I knew the candidate was entertaining several different job opportunities and wouldn’t be on the market long.

I encouraged the hiring manager to move quickly as they arranged interviews and onsite visits. After three interviews in a four-week span, he has presented a generous offer. One day after the offer was received, my candidate received another job offer with a total compensation of about $40k more from a competitor. I have seen companies engage in a bidding war over a candidate before but never anything of this magnitude! The market for skilled technical leaders appears to be at an all-time high.

You must speed up your hiring process

In another instance, a different organization I work with reached out to me in critical need of an I&E Manager. I knew this position was of great importance after discussing it with the hiring managers. As I began my search, most candidates I spoke with were being heavily recruited by multiple organizations and asking for base salaries well over the current “market average.”

I submitted three candidates for the role I&E Manager position. They interviewed two of the candidates I submitted and selected one for an onsite visit. The candidate I presented made an outstanding impression on the hiring managers; he received a verbal offer directly after the interview and a written offer later for $13k higher than expected. The whole process took a total of two weeks from submittal to offer. As you can image, both the candidate and company are ecstatic with the result!

Let’s work together

This year I have noticed companies raising their salary ranges and speeding up their hiring process as the market for top-talent tightens. With an unemployment rate of 3.8%, this trend isn’t ending anytime soon. If you are a mining professional, whether in maintenance or not, I would love to have a conversation with you. And if you’re a hiring manager who understands the market and has a need for talent, let’s connect and discuss how I can bring professions to your organization.

 

 

recruiting trends

Recruiting Trends to Watch for in 2018

recruiting trends

For the first time since 2000, there are more job openings than available workers. According to the Bureau of Labor Statistics, there were just under 6.7 million job openings available in April but only 6.35 million eligible candidates for jobs. The market for top-talent is tight and organizations must move fast to secure the best candidates.

If your hiring process is not efficient, you will find yourself missing out on the best candidates. The best prospective candidates are entertaining multiple offers and are sometimes not even actively on the job market.

Is your hiring process hurting you?

According to a report conducted by the Society of Human Resource Management (SHRM), it takes an average of 36 days to fill a position. That’s 36 days from the decision to open the position to the acceptance of an offer. That’s a long time!

If you want to ensure your team doesn’t miss out on the best candidates, you must streamline your hiring process. If you are taking 36 days or longer to extend an offer to a candidate, you will likely lose out on first-rate talent. With our candidate-driven market, interviewees have options (and plenty of them!). If your hiring process forces the candidate to jump through hoops to get an offer, they’ll likely move on.

How to improve your hiring process

If you are wondering where in your hiring process you can make improvements, here’s some food for thought:

As you can see, there’s room to improve your hiring process. Depending on your industry and the type of job opening, these impediments may obviously change. However, for most job openings, your organization can speed up things up. Even if you speed up your interview process by just a few days, you will have top candidates in the running for your company!

And by having better candidates, you will likely experience better retention. The average number of separations within the first three months of employment is 16%. And with the average cost-per-hire hovering around $4,425, your organization will save money AND increase retention by being able to hire elite candidates available.

Partner with a recruiter

The easiest possible way to improve your hiring process is to work with a professional. Your team has enough to worry about. Let JSG help you quickly hire the top candidates on the market that will stick around and make an immediate impact.

This Is The Number One Reason Your Company Can't Hire The Best Talent

This Is The Number One Reason Your Company Can’t Hire The Best Talent

This Is The Number One Reason Your Company Can't Hire The Best Talent

“Time kills all deals.” This statement seems to float around many industries, but in the world of recruiting it rings particularly true. Finding qualified candidates is not as easy as it may seem, even as the number of Americans quitting their jobs surges to a 16 year high. A large pool of talent means more to sift through, as often times hiring managers just don’t have the time to talk with every interested candidate, let alone reach out to recruit industry leaders. Or many hiring managers set such a high standard, they overlook many great candidates in hope to find that “mystical unicorn.”

As a result of these recruiting strategies (or lack thereof), the budget tends to go out the window. Not because the hiring manager cannot pay the candidate’s demanded salary, but because the organization has failed to also consider the vacancy cost of having the position open for the extra time to find the perfect candidate. And all of a sudden the pressure is on your department as you scramble to fill a position and end up hiring someone who just feels a little lackluster.

The worst part? This is probably happening at your organization, and you don’t even realize it! Here’s how this plays out in a “real-world” scenario:

Leo at ABC Bank needs to hire a Project Manager with a particular set of skills.

40 candidates apply and 2 candidates make the cut: Dick and Jane.

Dick has everything that Leo needs, except he is about 2 years shy in product development experience.

Jane has plenty of product development but doesn’t have the management experience, and really doesn’t fit the culture as well as Dick.

Leo stews over it for a week and decides that even though he has two great candidates in the mix, he should look for another candidate. 

In this second round of recruiting, Leo discovers Suzie. She interviews well but has a different set of skills. In the end, she doesn’t compare to Dick, and Jane is still stronger in product development.

3 weeks after the initial interviews, Leo is ready to make his decision. He offers the position to Dick, but Dick has lost his excitement about the opportunity and has taken another offer with DEF Bank. 

So, Leo offers the position to Jane. The offer comes in lower than Jane was expecting, and she decides she is more comfortable staying with her current employer. 

Now, the position has been open for 9 weeks and after two turn downs, Leo is desperate to fill it. Instead of starting the entire process over, he hires Suzie. 

Sound familiar? The moral of the story is that the “perfect candidate” is a myth. Great candidates become the perfect candidate when they are valued and appreciated. Slow decision-making processes cost an organization not only in opportunity cost and lost productivity, but also amazing talent with incredible potential.

How to Hire Smarter In 2017

How To Hire Smarter In 2017

As we navigate through the early stages of 2017, the hiring landscape is full of excitement, promise, and the unknown. We have been in an increasingly stable economy for a few years now, the candidate-driven market is in full swing, and authenticity is becoming a priority for employers and candidates alike. One thing is for certain, 2017 will be a competitive hiring year with candidates obtaining more soft skills, companies offering more enticing perks, and millions of open jobs. In order to compete, you’re going to have to hire smarter in 2017. Here are the most important trends to keep in mind:

How to Hire Smarter in 2017

  1. Average time to hire

Time to hire has always been an important metric in recruiting, but it is now more essential than ever. Did you know that 30% of companies currently hire in less than 1 month? Chances are, those companies are landing the top talent you need to successfully grow your team. Over 50% of companies say it takes 1-2 months and 17% say it can be up to 3-4 months. In a growing candidate-driven market, the urgency of that 30% will win out when it comes to hiring the best employees. In 2017, you’ll need to ask yourself, what can my team do to get to that 30% range?

How to Hire Smarter in 2017

  1. Quality of hire

As the labor market opens up, candidates are more fluid and it’s getting more and more difficult to not only find the best talent, but to retain them as well. In 2017, companies will be focusing on measuring the success of their hiring. The number one contributing factor? The length of time new hires stay at a company. What many leaders forget, however, is that retention starts at the time of hire. Are you hiring the best candidates on the market? Are you accurately and transparently representing the culture and community of your company? Are you hiring for personality as well as hard skills?

How to Hire Smarter in 2017

  1. What you can offer a candidate

Gone are the days when candidates were in it “just for the money.” When considering an employer, candidates consider culture and values first and foremost, even before perks and benefits. Mission and vision also play an important part in the decision process. And when asked what swayed them to take a job? 44% opportunities for career advancement and challenging work. We’re willing to bet that your company has a great culture, comparable benefits, and challenging work, but the question remains, are you conveying this information to potential candidates during the hiring process?

How to Hire Smarter in 2017

  1. Hiring budget

According to LinkedIn, 37% of companies plan to increase their recruiting budgets this year. When asked what they would invest in if they had an unlimited budget, companies prioritized employer branding, new technology, better sourcing tools, candidate experience, and training for recruiters. But what if there was one solution that could do all of these things for a fraction of the cost?

You’d be surprised at the power of partnering with a third party recruiter. At JSG, we can do all of these things and more (it’s kind of our thing). Give us a call today to discuss your hiring needs for 2017 and how we might be able to help. We can’t wait to connect you with the talent you need to make this year, your year.

*All data and information from LinkedIn’s Global Recruiting Trends 2017 Report. Click here to download.

Is Your Hiring Process on Autopilot?

Is Your Hiring Process On Autopilot?

Is Your Hiring Process on Autopilot?

Have you ever been driving home after work with your mind wandering and not paying attention to anything around you and you suddenly end up in your driveway. It’s a scary feeling when you snap back to reality, realizing that your subconscious was on autopilot making every turn you’ve made so many times without having to think about it. There are so many different scenarios that could have disrupted my autopilot, turning this routine drive home into a complete disaster. A mind on autopilot can be a dangerous thing when operating a car, heavy equipment, or even an aircraft, and yet we are continually overtaken by the mundane repetitiveness and we allow it to happen.

Autopilot extends into many facets of our lives. We get set in a process that works and just coast. As I talk with clients about their hiring processes, I am shocked with how many companies rely on an automated hiring process to get candidates in their doors. Did you know that it is now taking US businesses an average of 29.3 working days to fill a job opening?

While there are a couple different explanations as to why the job vacancy duration is so high, when you boil it down it comes back to one thing: an autopilot hiring process. Also known as the common (but despised) phrase, “Well we’ve always done it this way.”

Is Your Hiring Process on Autopilot?

There are many factors that affect how you search for and hire a candidate, and they are constantly changing, pushing you to get off autopilot. Here are the ones that are currently affecting the time to fill and the difficulty that companies are facing in hiring qualified people:

Candidate-Driven Market

The concept of a candidate-driven market has been reiterated across the internet this year, yet many companies choose to ignore it and lose out on top candidates. In 2016, candidates are receiving multiple offers in a short period of time, and they are not waiting 15 to 30 days for a job offer.

Succession Planning

The baby boomer generation is reaching retirement age and leaving the workforce in droves. This movement has been deemed “The Silver Tsunami.” A vast majority of companies did not examine the long-term and have not planned for the proper succession of their workforce. This combined with the job-hopping habits of young Millennials has left organization scrambling to rebuild their teams.

Downsizing

Downsizing is occurring across the country in many different industries. Whether due to poor market performance, automation technology, or new government regulations, companies are trimming the fat across all departments. When employees hear even the hint of a rumor regarding downsizing, they jump ship to ensure career stability. This can leave a critical gap in the company’s infrastructure.

“Check the Box” Recruiting

When your HR team is considering candidates, do they simply examine their resume to make sure they “check the boxes” on the job requirements? If so, you’re missing a huge opportunity to asses candidates for soft skills and culture fit up front rather than getting through two rounds of interview only to find that this candidate is not ideal for this position or team.

Leaving your hiring process on autopilot will cause you to FAIL when faced with these hiring obstacles. In order to land the A+ talent that your team so critically needs, replace autopilot with an agile recruiting process. Or better yet, let JSG take the helm!