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How Hiring C-Suite Executives Has Changed In 2020

How Hiring C-Suite Executives Has Changed In 2020

LinkedIn just released a new workforce report, detailing a significant shift in hiring trends for  C-suite employees. As companies seek to diversify and stabilize during a tumultuous year, they are adding new “chief” titles to their team. Here is a breakdown of the fastest-growing C-suite titles and what it means for today’s hiring market.

Chief Diversity Officer

As millions of Americans nationwide call for racial equality in 2020, companies are stepping up to the plate. As a result, hiring for Chief Diversity Officers has grown around 84% as a proportion of total C-suite hires this year, relative to 2019’s titles. Company leaders recognize the need for an executive in this space responsible for establishing diversity-focused task forces, diversifying recruitment and career development, and permeating anti-bias company-wide training.

Chief Growth Officer

Chief Growth Officer is a more ambiguous title. This position covers anything from marketing initiatives to overall company strategy, focusing on growth. In essence, the role is designed to relieve some of the CEO’s responsibilities or potentially replace the CMO. In uncertain economic times, a Chief Growth Officer can offer some stability to your team. They ensure that there are alternative paths to growth when the initial strategy goes haywire.

Chief Underwriting Officer

The third fastest-growing C-suite title is nearly exclusive to the Insurance industry. With an unemployment rate of only 2.7% in October 2020, the insurance industry is one of few largely unaffected by the Coronavirus pandemic. In fact, the turnover rate is as high as ever. The Chief Underwriting Officer is responsible for developing “all underwriting procedures, and employs new practices, directs and oversees all aspects of an organization’s underwriting function.” So, A CUO significantly impacts an insurance agency, thus providing stability and vision to the business when filled with the right candidate.

Here’s a quick snapshot of the top 16 C-suite hiring trends:

How Hiring C-Suite Executives Has Changed In 2020

If you’re looking to add one of these “Chief” leaders to your team, partner with Johnson Search Group. We employ a team of recruiting experts with a keen eye for leadership skills and charisma. Contact us today!

How Hiring In 4th Quarter Has Changed In 2020

How Hiring In 4th Quarter Has Changed In 2020

Usually, the 4th quarter is one of the most challenging times to add top-tier talent. There are several reasons people don’t want to make a change during the last few months of the year. Let’s explore the three main ones and why hiring in 4th quarter has changed in 2020.

Annual Bonuses

During a typical year, people have a pretty good idea of what their annual bonus is going to be. Depending on the role, it can be a significant amount of the overall pay. Some have to wait until February or even June for some to receive this bonus. I certainly would not want to walk away from a 20-100% bonus unless there was a significant reason to leave. 

However, in 2020, many of the Bank Executives I’ve talked to are predicting annual bonuses to be minimal. Due to local shutdowns, a fluctuating economy, and uncertainty surrounding the Coronavirus, there are many uncertainties. Professionals don’t feel as secure in their positions or as confident in their annual bonus. As a result, they are more open to making a change.

Flexibility In Hiring

The pandemic has really exploited the weaknesses of mediocre performers. And, with limited bonuses at competitors, banks have the opportunity to capitalize on capturing high performers. Additionally, if you are willing to get creative with the compensation and work/life balance, you’ll be able to attract A-level candidates. These are the areas in which professionals are looking for a change. 

This year has demonstrated that remote work is effective. Banks are rethinking the mindset of “all employees MUST work in the office.” Being flexible on this is really going to allow you to capture the best talent you are looking for to help your team.

The Holidays

Normally, the holidays are hectic and chaotic with parties and travel, but not this year. Travel is limited at best, and parties are not happening. Even major retail cornerstones like Black Friday will be completely different this year. Often, hiring in 4th quarter is slow because of the holiday. However, this year it is the perfect time to snag top talent. There are some incredible candidates looking to start 2021 off on the right foot.

They want to be a part of a strong leadership team with a bank that has a successful track record. We are talking to hundreds of people who will be making a move in the 4th quarter this year because they put up with less than ideal circumstances for too long. This is the time to uncover game-changing talent.

As you have seen, the pandemic has been a challenging time for most. However, it has created some fantastic opportunities for those ready to build the best team. (Even when there is a bit of chaos in the market.) It certainly changed the way we do business. Banks have realized that many jobs can be done remotely. Additionally, it can save a ton on rent, equipment, and, most importantly, staff happiness. 

Now is the time to cut the mediocre and capture the best. And to do that you need to use the best firm to help you find those candidates. Call me today, and we can discuss your situation and how we can help you find the best talent for your team.

leadership

Leadership is the Key to Hiring Better Candidates

When I am recruiting for my clients, one of the keys to hiring better candidates is exhibiting stable leadership. Organizational leadership is a huge selling point for candidates in this labor market, even more so than salary or other prevalent deciding factors. Job seekers want to know that their next career move (and their new home) will offer robust mentorship, encouragement, and, ultimately, healthy leadership.

When I have conversations with my clients, I develop an understanding of their management style. For instance, I work closely with a 200-bed facility. Their executives always make themselves accessible to answer my questions and discuss their hiring needs. Thus, I can sell that leadership style to the candidates I am working with and use as a tool to attract the best talent in the healthcare industry. Job seekers want to know they are going somewhere where there is GREAT management.

Servant leadership goes a long way

I recently learned the philosophy of Servant Leadership. Last week while recruiting, I came across two candidates that mentioned it. One recently retired and brought up Servant Leadership. She explained how much she missed her staff and told me about the leadership style of her former employer; she was so delightful to speak with.

The other candidate I was speaking with discussed his desired leadership style and how he wants to work for an organization that fosters “servant leaders.” The philosophy of “lead by walking beside your people” is something every candidate is looking for in today’s job market.

Let me sell your organization’s management

Let me share your management philosophies with job seekers to help your team hire better candidates. Everyone wants to work with kind, supportive, and encouraging leaders. Let me have the opportunity to find those healthcare professionals for your team.

Reach out to me today if you are searching for great RNs, MTs, Coders, and other healthcare professionals for your organization. Whatever your needs are, I simply source for the best candidates that are excited to be part of your team’s culture.

How To Make Your 2021 A Standout Success

How You Can Make 2021 A Standout Success

What will it take to make your 2021 a standout success? What accomplishments would you like your team to make? How much growth do you anticipate, and how will you make it happen with a budget that could be less than stellar? 

Making smart hires is critical in an unpredictable economy. Finding people who are driven to excel can make all the difference in your team. One great employee who is positive, supports their teammates, and puts extra energy into a project can make a world of difference on your bottom line. Conversely, making the wrong hires will affect your team just the opposite! Bringing in negative energy can be toxic for your established team. Additionally, you have the added headache of formulating an action/exit plan to manage a bad employee. Finally, you’ll find yourself scrambling to fill the critical position.

Upgrade Your Hiring Process

Positive contributors are worth their weight in gold. Some hiring managers are great at finding those people, while others struggle. It’s easy to be fooled by the performance a candidate puts on during an interview only to realize later on that it was a huge mistake. If you have found yourself frustrated with hires you’ve made in the past, now may be the time to upgrade your hiring process. Lean on someone who will ask the hard questions. Professional recruiters are not be mesmerized by a skilled interviewer, we dig deep to find the best candidate for your team. These are the changes that will make your 2021 a standout success.

The great thing about working with a recruiter is you don’t have to worry about the red flags. We sort through the “almost” candidates, identify red flags, and remove them from the process to avoid turmoil down the road. All you see are the very best candidates on the market. The game-changers who will achieve goals and drive your team to success in 2021. Now is the time to put a plan in place. 

Give me a call today. Let’s partner up to answer those kickoff questions. Together, we will discover the talent you need to make 2021 a standout success!

Growth Opportunities During Crazy Times

Growth Opportunities During Crazy Times

During these crazy times, most banks are pulling back from hiring and trying to shuffle staff to fill in where they can. However, we work with many banks and credit unions that see this as an opportunity to grow and capture top tier talent. With uncertainty afoot, many incredible candidates are not getting what they want from their current financial institution. As a result, hiring managers are taking advantage of this opportunity and building a great team.

Why The Growth Opportunity Exists

When I speak with candidates about this, many are hesitant at first due to the current economic climate. However, after a little research on the institution and introspection on the benefits of exploring a new opportunity, they realize the signs have always been there. They just pushed them aside because it is a pain to change companies. As an Executive Recruiter who works solely in the banking and finance space, I completely understand that. I have seen a wide variety of reasons anyone would make a move through my years in the industry.

Growth Opportunities From A Hiring Perspective

If your team has established your desired reputation, you can have your pick of top talent. Although, now you need to help them see why your organization is where they want to be and what they need to put their career on their desired trajectory. As much as many people feel uncomfortable “selling” the organization or simply don’t like to sell at all, this needs to change. Candidates need to feel desired in order for them to make that move. If they feel like a cog in a never-ending wheel, they won’t leave a stable position with their current organization. Why not take the plunge and help sell the opportunity. Explain why they need to join your team and the value that they will add from day one. 

How You Can Take Advantage Of Growth Opportunities

If your organization is taking the hard stance that you can’t hire right now, you need to reconsider YOUR role on this team. Look for a firm that wants to see you and your team be the best they can be. Sometimes that even means cutting the low performers to make room for the people you want on your team. People are resilient. They will either learn from the cut and become a better professional, or they will complain and do nothing. (Which of course that proves your point as to why you let them go!)

No one enjoys getting let go. But believe me, I lost a great job during the last economic downturn, and it helped make me a better and stronger person for my next opportunity. I also appreciated the next position, even if it wasn’t exactly what I wanted and have really learned to value every opportunity that has brought me to where I am today. 

In the end, times like these teach us tough professional lessons. Who is valuable, who isn’t, where we truly belong, and which growth opportunities you should jump on. If you are ready to take your team to the next level or live up to your full potential with a different organization, give me a call. I will help you craft a custom strategy to fit your specific career goals, setting you up for success now and in the future.

Hiring Insights From Industry Experts

Hiring Insights From Industry Experts

Today’s hiring market is unlike any we’ve seen before. While some companies are feeling unstable and unsure of the future, others are thriving and ready to grow. No matter which mindset you are in currently, there is an opportunity to take advantage of the incredible talent on the market today. We sat down with two of our expert recruiters who have been successfully serving their clients during this uncertain time as well as partnering with new clients to help them develop an effective hiring strategy. Learn more from Krista Portolesi, Division Lead of our Banking and Finance team, and Beth Tensfeld, Mining and Heavy Industrial Recruiter for our Mountain West Region.

What are you hearing from clients about the current hiring landscape?

Krista: People are doing lots of virtual interviews and offering flexible working options like working remotely. As well as requiring proper social distancing protocols. This is allowing our clients to hire during this time while still being safe.

Can you describe some of the candidates you’re working with?

Beth: Due to recent layoffs, I am working with some amazing candidates. These workers span from entry-level Laborers to Safety Managers with decades of experience.

Krista: I also have extraordinary candidates with leadership skills due to downsizing or consolidating. I have noticed that candidates are open to contract work as they are more flexible with what they’re looking for.

How can companies take advantage of this incredible talent on the market right now?

Beth: Start recruiting immediately! Whether you’re in a hiring freeze or not, you need to start building your candidate bench now.

Krista: Companies can benefit from partnering with a recruiter to discover passive candidates that are currently working, as many people are open to changing positions right now!

What about companies who may be hesitant to hire but need to fill critical positions?

Beth: Utilize contract options! We can fill the role temporarily, and we can convert to permanent once the company is stable. At that time, your candidate will already be trained and easy to transition.

What is your #1 tip for companies in today’s market?

Beth: Don’t wait! These great candidates won’t wait for you to decide it’s time to go.

Krista: Absolutely. Companies must implement a quick hiring process because your competitors are looking for the same type of people!

Even if you are unsure of your current hiring needs, build a relationship with a recruiter today. We can evaluate your situation, assess your current team makeup, and build a custom strategy that works for you, when you need it.

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.