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Why Now Is The Time To Start Hiring

Why Now Is The Time To Start Hiring

Amidst the Coronavirus pandemic, you have probably read countless articles regarding businesses shuttering or making layoffs. And while this may have some companies hesitant to hire during this climate, it’s actually an opportune time to start recruiting. Here’s why:

Your Hiring Process May Take Longer

It’s true; we don’t know exactly how long restrictions will be in place. Even after governors lighten the social distancing restrictions, hiring processes will probably still look a bit different. With many employees working remotely, it may take longer to sift through candidates, coordinate interviews, run background checks, and set up onboarding. Start crafting your job description today so that you can get a head start!

Candidates Are Available

As a result of layoffs and furloughs, there are some incredibly talented candidates on the market today. And once lockdowns are lifted, and states get back to normal, your competition will be scooping them up. By starting your hiring process today, you can get a jump on competitors and hire candidates that previously weren’t even on the market.

You Will Be Able To Hit The Ground Running

Once the world returns back to normal, you’re going to want your team to be fully loaded. In order to hit the ground running, you’ll need employees that have already been onboarded, trained in all the necessary areas, and have had the opportunity to get to know their team. This isolation period is actually the perfect time for your team to train and learn without distractions!

Are you ready to hire now? Or maybe you just want to put some feelers out there for what kind of talent is on the market today. Speak with one of our experienced recruiters and get the conversation started. They have connections with talented candidates throughout the United States, and they specialize in your industry and community.

The Job Description That Will Get You A Great Candidate Post COVID-19

The Job Description That Will Get You A Great Candidate Post COVID-19

Today’s age will make a significant change in how companies recruit and hire employees. In fact, it will probably be easy to look back and see a clear definition of pre-COVID-19 and post-COVID-19 hiring practices. But just because the hiring landscape is changing, doesn’t mean you have to be left behind. Get a head start on the competition by revamping your job descriptions TODAY. Incorporate these three things into your job description to secure top talent in this uncharted hiring territory.

Include Work Environment Details

The hottest topic in the professional world coming out of the Coronavirus is remote work. Many employers who would have never considered offering remote work were forced to do some for months. This opened their eyes to a whole new level of productivity and trust. From here on out, most candidates will be demanding remote working options and/or flexible schedules. Include these details regarding the work environment right in the job description. If you don’t offer remote work – be sure to include that to weed out incompatible candidates. Likewise, if you do offer flexible working arrangements, spell it out! That could be a huge attractor for many in-demand employees on the market.

Cover Benefits & Work Perks

In addition to remote work, the concept of PTO caused quite a bit of controversy during the COVID-19 crisis. Some professionals were even caught in the unfortunate dilemma of feeling ill and being required to quarantine for two weeks. With only five days of sick time and no flexibility, this created an incredible burden. Benefits will only continue to increase in importance to candidates and will be a huge factor in their future career decisions. Consider your current benefits package and additional perks, and ask yourself if they are meeting the needs of the market today. If so, make sure to lay it all out in the job description so candidates prioritize your company as one that will take great care of them.

Expand The Parameters

The COVID-19 pandemic only further proved that we are capable of accomplishing anything in a short amount of time with limited resources. Gone are the days of requiring 3-5 years of experience. There are fantastic candidates out there with less traditional experience but a whole arsenal of knowledge and diversity that they can bring to the table. They’ve acquired additional skills online, worked in adverse conditions, and are eager to learn and grow. Once you increase flexibility in your hiring parameters, you will open your company up to a brand new slew of incredible talent.

If you’re ready to hire top talent, you’ll need more than just a great job description. Partner with an experienced Recruiter from Johnson Search Group, and we will help you fill your critical hiring needs quickly and effectively. Contact us today to get started.

3 Growth Strategies To Lead Your Team To Success

3 Growth Strategies That Will Lead Your Team To Success

Growth can be intimidating. You worry that adding staff to your team may stretch your resources, increase your costs, and worry whether now is the right time or not. However, the job market is hot right now, and competition for qualified talent is at an all-time high. It is the perfect time to add to your team, and there’s a smart way to do it. These three growth strategies will help ensure that your team will grow in a steady, sustainable way.

1. Recruit The Right People

The most costly mistake you can make is hiring the wrong person. If a candidate is not thoroughly vetted or completely closed on the job, they will either leave quickly or stay and underperform. When you partner with a recruiting firm like Johnson Search Group, we meticulously vet each and every candidate we work with a minimum of three times before they are extended an offer. We walk our candidates through the entire hiring process, closing them on the job, money, company, and location every single time we talk with them. It is of utmost importance that we only submit the best candidates that want to join your team and make an impact.

2. Hire Quickly

With how competitive the talent market is right now, you must hire quickly! While it may feel like pushing to hire is an increase in cost, it will actually save you money and resources in the long run. The cost of talent acquisition is a huge burden to many departments and can cause a significant slowdown in production. Streamline your hiring process to shorten the time from first contact (application or submit) to offer and start date. This will ensure that you can secure the most qualified talent for your team.

3. Boost Retention Rates

One of the strongest moves you can make to grow your team is to keep your best employees on board. Again, with the candidate-driven market, there are a lot of opportunities out there. Your most talented staff are more than likely being actively recruited. So, give them a reason to stay! Are you offering fair compensation and benefits? Take a look at your company and team culture. Try implementing frequent reviews with each of your employees to check in on their happiness and satisfaction with their jobs.

Does your growth strategies need a boost? Partner with Johnson Search Group to take your team to the next level and achieve your growth goals this year.

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.

Candidate-Driven Market

A Survival Kit for Hiring in this Candidate-Driven Market

Yes, by all measurements, it’s a candidate-driven market. With 7.1 million job openings and 3.5 million voluntary quits, candidates know they can be more selective than ever deciding where they want to work. As a result, hiring managers out there are feeling the pain. It can be challenging enough just to find the right person with the required skill set that will fit in well with the team, but then to lose out to a competitor’s offer or counter offer is extremely frustrating! But not all hope is lost. Whereas you can’t change the market, you absolutely can increase your chances of landing the top talent.

Tighten up your hiring process

Remember that time kills all deals, so if you’re looking to hire, get serious about it. If you see a candidate you’re interested in, take action immediately. Make sure everybody that needs to be involved fully understands the importance of moving swiftly and make the initial contact asap. Simplify your interviewing process and use technologies like Skype and FaceTime to eliminate delays due to availability.

Ask the right questions

In addition to skillsets, education, and experience, knowing what the candidate is looking for in their next career move is equally important. Thus, take the time in your initial conversation to find out what they’re looking for. It could be something related to the company, the position in question, or the community. Whatever it is, if your company can offer those things, make sure to take the opportunity to sell it.

Work with an industry-specific recruiter

Traditional recruiting methods will net you the same candidates every other company has access to. Expand your net and tap into a pool of candidates you didn’t even know were out there. We’re in the market every day, talking with candidates, getting referrals, building relationships, and promoting opportunities with great companies. We have a large number of passively looking candidates that are not visiting websites looking for opportunities and not on LinkedIn. Instead, they trust us exclusively to find them an incredible opportunity with a fabulous company. Reach out to us today to better navigate this candidate-driven market.

Why Should You Work With A Recruiter

Why Should You Work With A Recruiter?

If you are a human resources professional or a hiring manager, you probably get calls from recruiters regularly. Some of you may have used them in the past, while others have never even considered partnering with a recruiting firm to fill your critical positions. And if you fall in the latter of the two groups, have you ever taken a moment to ask yourself, “why should I work with a recruiter?” Well, if that’s you, here are a few reasons why you should consider partnering with a recruiter in today’s tight job market.

You probably don’t have enough time to recruit

If you are like most of the organizations we speak with, you are juggling a handful of open positions. Some of our clients have dozens of open positions, and thus, just don’t have enough hours in the day to recruit. We get it! If you’re in human resources, hiring is probably not your only (or even most important) task. And if you’re a hiring manager, you have your own job to worry about and cannot spend all day sifting through resumes.

If this sounds like your department, give a recruiting firm, like Johnson Search Group, a call. We will do the heavy lifting for you, so you don’t have to spend your entire day searching for candidates. In other words, we’ll find candidates that are not only interested in your position, but someone qualified and ready to make an impact on your organization.

We have a deep pipeline of candidates

We spend all day talking with candidates across the nation. Our candidates (in both big and small markets) are ready to move, and possess various backgrounds and skillsets to perfectly meet your hiring needs. Before we ever submit a candidate to your team, we vet them to ensure they are a good fit for the position and your culture. We interview them and ensure their resume matches their background and we’ll never submit a candidate that isn’t qualified for your role. We promise to never present candidates to you just to fill a vacant position. Our team doesn’t like wasting your time or ours. Therefore, you can count on us to submit candidates you will want to bring on board.

We will get your jobs more exposure

At Johnson Search Group, we work with companies of all different shapes and sizes. Some of the companies are mid-size, while others are fortune-500 companies. If your organization is on the smaller size, it can be challenging to compete with larger organizations in your market. (Especially with 7.1 million open positions across the nation!) However, when you partner with us, your footprint gets exponentially bigger. We have dozens of different recruiting tools, we post our jobs on multiple platforms, we make hundreds of phone calls each day, and we have a dedicated team of recruiters that specialize in your industry. What more could you ask for?

If you want to take your recruiting to the next level, reach out to one of our recruiters today. We are ready to get to work on your critical roles and fill your vacant positions to help your team end the Fourth Quarter on a strong note.

hiring

The Ultimate Hiring Playbook

hiring

As the summer sun starts to wane, you’re probably already looking ahead to next year. You may be contemplating the goals you want to accomplish, how much you’d like to grow your team, and even how you can streamline operations. No matter what’s on your mind for 2020, there’s no doubt that hiring will play a big part in your strategy! And in a candidate-driven market, it can be overwhelming to strategize how your company will compete for the top candidates on the market.

But don’t worry… we’re here to help! The JSG blog is full of expert hiring advice from those that really know best – our recruiters. Here are some of our most recent resources to help you prep for hiring an outstanding team.

3 Soft Skills You Need To Hire For

While every company and hiring manager will want to look for different traits, we’ve listed 3 of our top soft skills to look for. Read More

How To Get The Candidates Your Team Needs

Are you one of the many employers struggling to navigate today’s tight labor market? If so, here’s how to streamline your hiring process. Read More

Is Candidate Experience Hindering Your Hiring?

One of the main factors affecting your company’s ability to attract and retain qualified talent is your candidate experience. These are the make or break steps throughout your hiring process. Read More

The Best Way To Interview Candidates Over The Phone

When interviewing candidates remotely, it’s important to maximize the opportunity and get all the information you need. Follow the link for a few things to keep in mind when you schedule your next phone interview. Read More

3 Tips For Maximizing Your Hiring With A Recruiting Firm

Follow these tips, and you’ll be able to hire the talent you need and establish a long-term working relationship with your partnered recruiters. Read More

What Today’s Talent Really Wants

When thinking about your recruiting strategy, be sure to push the boundaries of “standard” job offering by incorporating some of the following elements. Read More

These Interview Questions Will Reveal The Most About Candidates

When interviewing candidates, not every question is created equal. A focused list of purposeful questions can reveal a lot about a candidate and how they’ll fit into your open position. Read More

How To Attract Millennial Talent To Your Organization

By 2025, Millennials will make up 75% of the workforce. So what can your team do to secure this majority workforce? Read More

How Good Is Today’s Job Market?

You’ve read the news and seen the reports. The labor market is competitive. But is today’s job market really as strong as people think it is? The short answer is yes! Here’s a brief overview of today’s job market and how to navigate it if you’re an employer. Read More

soft skills, interviewing, hiring

3 Soft Skills You Need To Hire For

soft skills, interviewing, hiring

When you’re hiring your next team member, you will most likely scour their resume for hard skills. Do they have the experience and skills to perform the job? However, we recommend you take it one step further. Think of a list of necessary soft skills that will contribute to your team’s productivity and culture fit. While every company and hiring manager will want to look for different traits, we’ve listed 3 of our top soft skills to look for below. Additionally, you’ll find a behavioral interview question that will help you determine if a candidate has them.

Listening Skills

First and foremost, you want your employees to have excellent listening skills. But make sure you think beyond just absorbing information. Try to find people who will listen to feedback, take direction, and utilize that information in the future. Your best employees will use everything they learn to form their future strategy.

Question to ask in an interview: Tell me about a time when you took something you learned at a company and applied it directly to your job.

Ability To Take Criticism

Being receptive to feedback is what will make a good employee a great employee. You want to build a team that is not only open to constructive criticism from leaders throughout the company but also fellow teammates. As a bonus, look for someone who will not only accept the feedback but grow beyond exactly what they’re told and look for opportunities for self-improvement.

Question to ask in an interview: Tell me about a time when you received constructive criticism and used it to improve.

Grit

Every year, we pick a theme here at Johnson Search Group to guide our strategy. This year, we chose to focus on grit. By definition, grit means “firmness of mind or spirit; unyielding courage in the face of hardship or danger.” Your dream employees will be able to power through any trials or tribulations that come their way. They will take obstacles in stride and become better having gone through them.

Question to ask in an interview: Tell me about a time when you faced a difficult situation at work and how you overcame it.

Recruiting Firm

3 Tips For Maximizing Your Hiring With A Recruiting Firm

Recruiting Firms

If you’ve made the decision to partner with a recruiting firm, you’re already on your way to securing qualified candidates ahead of your competition. However, there are a few things you can do to get the most out of your relationship with an experienced recruiting firm. Follow these tips and you’ll be able to hire the talent you need and establish a long-term working relationship with your partnered recruiters.

Be open to advice

Consider why you decided to partner with a recruiting firm in the first place. In an effort to focus your time and passion on what you do best, you hire a professional team to fill your critical needs. So, it’s essential to your success as a team to lean on our experience and expertise. We spend thousands of hours researching the labor market and hiring statistics specific to your market. We know exactly what the cost of vacancy is for your team, what the cost of living is in your area, and how quickly you need to make an offer in order to secure the candidates you need. If you’re open to advise from your recruiting firm, it allows us to go to work for you as quickly and efficiently as possible.

Go in-depth on your expectations

The more information you can share the better. Don’t be afraid to get in-depth about the role, your team, and your company as a whole. We can be more successful in recruiting passive candidates if we have all the details about what makes this position great. Do you offer a flexible working environment? Is your department more team-oriented? Does this role require extensive experience in one area? Our favorite thing to do is to sell how awesome your company is, so this is the perfect time to pull out the humble brags!

Communicate effectively

Above all, effective communication is key to a successful relationship between you and your recruiting team. From our first call to closing the offer, the more open the lines of communication, the better. If a candidate’s experience quite didn’t match your expectations, detailed feedback will allow us to find someone who will. Did you have a stellar interview with a candidate that knocked your socks off? The sooner we know, the sooner we can pass that information along, which will set your company up for success. Especially if the candidate is juggling multiple offers.

Ready to take your hiring to the next level? Partner with Johnson Search Group to hire the qualified candidates you need to help your team succeed. Contact us today!