What Kind of Help Do You Need


You’ve decided to hire a recruiting firm that can get it done for your organization. However, when do you pull the trigger to seek assistance from a professional? Do you try for months to fill the roles yourself, and eventually, call a recruiter only after you’ve exhausted all your efforts? Are you going to wait until you see the strain taking effect on the rest of your staff and now you have multiple positions open? Do you think that candidates just haven’t seen the posting?

They do and have seen the posting for months. It sends them red flags as to why the position is still open. The reality is most of the candidates you’d want to hire are never going to be hitting the job boards. From past experiences, they believe their resume will just sit on someone’s desk in HR. Maybe the resume gets stuck in a keyword checking system, or candidates are worried that HR will call their current employer for a reference. And the best candidates for your open positions are not even actively looking for a new position. These are the type of candidates a great recruiting firm, like Johnson Search Group, has in their network.

You get what you pay for

Obviously, the fee using a recruiter is an important part of the equation. If your organization has service agreements with recruiting firms for a lower fee percentage, or you require a vendor’s list for recruiters, but they are not filling your critical roles, why would you expect to get better service for the same price? The reason the other firms are likely not filling your position or presenting resumes may be that they are just incapable, or they are filling your competitor’s roles instead, as they have a better agreement with them.

Ever heard the expression “you get what you pay for?” And isn’t the definition of insanity doing the same thing over and over and expecting different results? I am not saying go crazy, and there are things like budgets to consider, but have you considered the cost of vacancy for each day an open role remains unfilled?

The strain on your staff

Are you relying on someone else in your organization who has their own desk to run, to get your needs met? I can’t tell you how many hiring managers I’ve talked to that tell me to call HR when I have the perfect candidate they’re looking for.

Why would I want to do that? HR will just assume it’s a salesperson the hiring manager wants to pass off. If you want to see a candidate, let your HR department know that you want to work with a professional that can bring you the candidates you need.

You need a specialist who knows the criticality of your unfilled positions; a recruiter that specializes in your industry. Plus, one that has a great process, and can bring you qualified, pre-screened candidates who will actually start. Acceptance ratios, fill rates, references from candidates about their experiences… these are all things to focus on, not just the fee.

Think about it like going to prom. Would you go to an assembly line haircut company to get a memorable hairstyle? Just like with a critical role, wouldn’t you want to go to a specialist who will give you exactly what you want?

If you want to work with a recruiter that specializes in your industry, let’s have a conversation.

hiring process

Your Hiring Process is Everything

hiring process

I recently had a conversation with a healthcare organization who is looking to fill a critical role. We were talking about the needs of the organization and what the impact would be if the position isn’t filled. The conversation was going along just fine until I asked how long it would take to make an offer after a successful interview. The hiring manager stated that once they were to identify a talent pool of four or five finalists, they would make an offer to the most qualified.

While this may sound like an ideal option for hiring the best candidate, it is not a reality in the current labor market. Basically, I ended the conversation with, I am not the recruiter for you.

A winning hiring process

In the world of attempting to secure top talent, your hiring process is literally everything. A winning process consists of the following:

Reviewing and responding to a resume within 48 business hours. This is vital, as the race to the finish line of getting a candidate to sign on the dotted line of an offer is very competitive.

Secondly, the response if you like the candidate’s background, is to schedule an interview, with the first phone interview taking place in the next few days. If that is not possible, I highly recommend finding a way to make it possible!

After a successful phone interview, schedule the next interview. If it’s a second phone interview, the same maximum of two or three days applies. Whatever the next interview step is, making those arrangements within the next 24 business hours is critical. It shows the candidate you are excited about them and gets time removed from their calendars when they could be interviewing elsewhere.

The final interview should be scheduled immediately and should take place no later than one to two weeks out, depending on travel. However, if it’s a local candidate, schedule it no later than one week out. If you can, schedule a Skype interview and if it is mutually agreeable with the candidate, make your offer! Essentially, the more efficient your hiring process is, the easier it will be for you to attract great candidates.

Urgency is essential

Make your offer within 48 business hours of the interview. If you need to do background, reference checks, etc. make the offer subject to successful background, references, etc. I cannot stress strongly enough, if you like the candidate, do not wait. If they would be a good fit for your team and the skill set you are looking for, don’t wait!

Do not wait to see if there is possibly a better candidate out there; do not wait for a few days or weeks in case you get lucky and someone applies directly so you don’t have to pay a recruiting fee; and the numerous other reasons and excuses that are possible. And for heaven’s sake, the excuse that HR is too busy to complete the compensation and offer letter just does not fly.

Your Human Resources department wants this role filled as well, as it takes one more thing off their plate. It just takes a bit of communication to your HR department that this is a candidate they need to expedite.

The final step in selecting the best recruiting firm. And here’s some things to consider when seeking the help of a professional.

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.

Is Technology Destroying Customer Service?

Is Technology Destroying Customer Service?

Is Technology Destroying Customer Service?

I recently had the experience of taking my car to my local dealership for a problem with the transmission. Of course, when the technician drove it, the transmission worked fine. They also told me that there was no code read outs on the electronic gizmo they use, so they did not know what to do. I asked if they had looked at the transmission fluid to see if there were any shavings, and the service guy looked at me like I had two heads. The answer was no, they had not but suggested that instead, I should keep driving the car until the check engine light comes on so it will be easier for them to diagnose. The dealership has gotten so used to a machine providing the diagnosis for them, that a simple manual inspection is out of the question. The result in this scenario is that they just lost a customer.

How about your organization? Is the customer service in your hiring processes so automated with keyword checkers, HR Departments that only look for attractive resumes, or an online application portal that is such a pain that the good candidates seek employment elsewhere? I currently work with one organization that has a 42-page hiring packet, and will not allow an electronic signature. Every hire must print, sign, and scan or fax all 42-pages and when discussing it with HR, they seem oblivious to the inconvenience as well as the challenge for many who do not own a scanner. And when was the last time you used a fax machine?

I had a candidate recently tell me that she had gotten hired by a hospital and while she was in new employee orientation, she got a call from HR telling her that they were sorry, but the position had been filled. She said she laughed out loud at the absurdity. Unfortunately, these stories are very common in today’s market. First, the department that is tasked with talent acquisition is also responsible for scheduling interviews, new employee orientation, updates to policies and HR procedures, human capital comparison, annual salary reviews, and the list goes on. Suffice it to say, they don’t have any skin in the game to fill the critical needs of any organization. And in fact, every time someone gets hired, it adds to the other responsibilities on their plate; it an interesting dichotomy.

What does this have anything to do with customer service? Everything! If a candidate is treated as a customer and provided a great experience through the hiring process, you begin the employee/employer relationship with someone who is impressed with your company and therefore the first impression is a great one. If your process does not start with excellent customer service, there is frustration, irritation, and a big fat question mark as to whether they are making the right decision to take the job. This can tank a new employee’s attitude from day one.

Basically, there are three choices:

1) You can attempt to emphasize customer service in your HR department, which of course will require a lot of time to ensure compliance

2) You can take over the responsibility of talent acquisition and recruiting for your own department’s open positions and not get your regular job done


3) You can choose to work with a recruiting firm that specializes in customer service which will take a ton of work off your plate.

As the market tightens for qualified ‘A’ candidates and you want to compete for that top talent, I recommend that you make one the above choices. Technology is great, but when you are seeking the ‘fit factor’ for a new staff member, a computer cannot identify the soft skills you are looking for or the personality that you want.

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.

Why Companies Have Trouble Hiring in A Candidate-Driven Market

Why Your Company Is Missing Out On The Best Candidates

Why Companies Have Trouble Hiring in A Candidate-Driven Market

There are 5.788 million job openings across the United States – all of which hope to be filled with the top talent on the job market today. That’s a lot of competition, and you’re probably feeling the burden of it when you lose those highly-sought after candidates to other companies. You might stop and wonder, what are we doing wrong? How can we get better? Well, I’m here to help with that. I’m sharing some of the major reasons that companies lose top candidates, and how they can improve in the future.

Slow Hiring Process

The first problem I aim to tackle with my clients is a slow hiring process. Most companies have a slow process for hiring, and they don’t even realize how much it’s hurting them. You can easily streamline the process by allowing direct and frequent communication between the recruiter and hiring manager, and cutting out unnecessary steps like second phone interviews, Skype interviews, etc. And the hiring process doesn’t end with interviews! Be sure to make an offer as quickly as possible after the interview.

Not Offering Market Value Compensation Packages

Speaking of offers, it is absolutely essential that you do research on this position and what the average salary for it is in your area. (Here are some great resources to help you do that!) Depending on the criticality of the position, the experience of the candidate, and how many other companies they are interviewing with, you may want to offer significantly stronger than the average. If you come in with your best offer right off the bat, you have a much higher chance of landing the top talent you need.

Not Pursuing Talent In Local Markets

I’m sure you’ve heard the phrase “right under your nose,” and let me tell you, that’s often where the best candidates are. Most HR departments are set up to receive active candidates, meaning people who seek out the job listing and apply for it. When you partner with a third-party recruiter (like me), I pursue what we call “passive” candidates, those who aren’t actively looking but might be open to the right opportunity. This requires a lot of legwork and research on competitors, skill sets, and trends, but the payoff can be huge in getting those high-caliber candidates. Not to mention, it can speed up the process because it requires less travel for interviews AND candidates are more likely to be an immediate cultural fit if they’re from the area.

So, there you have it. The three biggest issues companies run into when hiring in a candidate-driven market. Have you experienced these issues at your organization? Let me know!


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 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!