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Hiring Urgency In Healthcare

Hiring Urgency In Healthcare

Hiring Urgency In Healthcare

Let me see if I understand this correctly…

Recently we were given a job order for a Director-level role with a rural hospital. (This type of organization and community happens to be a specialty of Johnson Search Group, as we are passionate about hiring in rural health!) The leadership team told us that the position has been open for two years. They have had other firms work on it with no success, and they would love our help.

Using our process, we were able to locate an excellent candidate in just a few days. This qualified candidate was within driving distance of the hospital, so they didn’t require relocation. They had all the skillset and licensure that they were looking for. Additionally, this was precisely the ideal position for which the candidate would change jobs. The candidate was excited, we were excited, and we immediately submitted their resume to their HR department. The response… “Thank you so much, but we have an Interim in place until September, so we are not scheduling interviews for that position yet.” In the infamous words of my Senior Vice President Perry Paden, “…reeeaaallly?”

The Continued Struggle In Hiring

Sadly, this is common. It is no wonder that many critical roles remain open! When the ‘top of the inbox’ drives priorities as opposed to the ‘get ‘em while they’re hot,’ organizations struggle to secure top talent in this current market. According to the Rural Health Organization Hub: “Rural communities often face challenges in maintaining an adequate health workforce, making it difficult to provide needed patient care or to meet staffing requirements for their facilities. Therefore, rural healthcare facilities should be proactive and strategic about recruiting and retaining personnel.”

What’s The Potential Impact?

Consider also the added cost of contract staffing to budgets of already strained rural community hospitals. When critical roles go unfilled, and patient’s lives are in the balance, you resort to hiring interims and travelers. This has a significant effect on the profitability of the organization. A recent study showed that 78% of healthcare leaders said reducing staffing costs was a significant concern. Combining budget shortfalls, staffing shortages, burnout for overworked healthcare workers, lack of local talent, and the increased needs and demands on the services in these rural communities, the overall impact to rural communities is staggering. The unfortunate and all too common result could be closure and lack of access to healthcare for the approximately 60 million people who currently reside in rural communities in the United States.

When there are options to address shortages and costs that can be as simple as responding in a timely fashion, why not take it? If you need a better process or better results, I can help!

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!

These Interview Questions Will Reveal The Most About Candidates

When interviewing candidates, not every question is created equal. If you’re referencing an outdated list of interview questions that you found on the internet, you’re doing yourself (and your candidates) a disservice. A focused list of purposeful questions can reveal a lot about a candidate and how they’ll fit into your open position.

Behavioral questions

These questions typically begin with, “tell me about a time…” Your aim is to have the candidate explain past situations and how they handled them. Try to customize the question to accurately represent situations they would encounter if they were to join your team. Here are some of our favorites:

  • Give me an example of a time you faced a conflict while working on a team. How did you handle that?
  • Tell us about a time when you did not meet a customer’s expectations. What happened, and how did you attempt to rectify the situation?
  • When you’re working with a large number of customers, it can be difficult to deliver excellent service to them all. How do you go about prioritizing your customers’ needs?
  • Tell me about a time you failed. How did you deal with the situation?
  • Explain a time you had to be very strategic in order to meet all your top priorities.
  • Tell us about a successful presentation you gave and why you think it was a hit.
  • Describe your proudest professional accomplishment.

Personalized questions

Questions that directly relate to a candidate’s resume and experience will always reveal a lot about them and how they’ll function at your company. Try asking them to expand on statistics listed on their resume. Additionally, choose projects they’ve worked on that are especially pertinent to the role they’re interviewing for and ask them to elaborate.

We encourage you to continue asking personalized interview questions throughout your entire meeting. If something a candidate says sparks your interest, don’t be afraid to follow up and ask for more information.

Application questions

Every company and every team has unique situations that your employees run into. Be sure to ask your candidates real-world application questions that could be a part of their everyday life if they secure this job. Maybe there’s a project that your team is currently brainstorming. Ask the candidate about their ideas or how they would approach that particular situation.

summertime

Why Summer is a Great Time to Hire

summer

Can you believe it’s already June? The days are getting longer, and the weather is getting warmer. In fact, June 21st is the first day of summer. It’s a common misconception that summertime is a notorious slow season for hiring. But in today’s job market, this simply isn’t true. Don’t believe us? Check out the Johnson Search Group job board. We have dozens of exciting opportunities across the United States.

It’s time to officially get this myth out of your head! Here are a few reasons why summer is a great time for hiring, for both candidates looking for opportunities and employers searching for new talent.

For candidates looking for new opportunities

Now is a perfect time to hit the job search hard. The unemployment rate is at a 50-year low of 3.7 percent and there are still more jobs than available workers to fill them. Today’s market is definitely a candidate-driven one! There are plenty of fantastic opportunities to choose from. In fact, according to the Bureau of Labor Statistics, there are over 7.5 million job openings.

June is the sixth month of the year. In other words, if you see a job posted, it’s more than likely a critical position. That means these roles are essential to the operations of the employer, and thus, they will likely make a decision quickly. Additionally, many people are out on vacations and not even thinking about new opportunities. That’s great for you if you’re on the job hunt! You have less competition out there fighting for the same job opportunities you are applying for.

As a prospective candidate, now is a fantastic time to find the next step in your career. Don’t let this summertime myth derail your job search.

For employers searching for new hires

As employers, we know how you feel, it’s summer. Employees in every department are out of the office taking vacations or enjoying “summer Fridays.” During this time, it can be difficult to get everyone together to form a panel interview or make a hiring decision. However, regardless of the season, you can’t drag your feet when it comes to hiring in this candidate-driven market. You just need to be a little more flexible.

Candidates are only on the job market for an average of 17 days. This means you need to streamline your hiring process to fit within this timeline. This will help you secure the best talent on the market and save money. On average, an open position is costing your company $4,129 every 42 days. The cost of vacancies really starts to add up when you have multiple positions open. So being forced to make quick hiring decisions may actually save your department money and fill your critical needs efficiently.

The stereotype of summer being a difficult hiring season simply isn’t true. Don’t let this age-old myth postpone your hiring needs. Take advantage of your competitors that are buying into this misconception and fill those hiring needs in this busy labor market.

And if your team is struggling this summer to find the talent you need, don’t be afraid to ask for help. Partner with a recruiter that specializes in your industry and streamline your hiring process.

How To Attract Millennial Talent To Your Organization

How To Attract Millennial Talent To Your Organization

How To Attract Millennial Talent To Your Organization

Many well-established companies find themselves with a new problem these days: how to attract fresh talent with new skill sets and new ideas. By 2025, Millennials will make up 75% of the workforce. Organizations are now having to change their approach to attract and retain these young candidates. So what can your team do to secure this majority workforce? Here are a few dos and don’ts for hiring Millennials.

Don’t Go Overboard On “Years Of Experience Required”

A long list of requirements is a huge reason that companies miss out on extremely talented candidates. While the Millennial generation might not have 3-5 years of experience, they bring a host of other skills to the table. Consider things like modern education, internship experience, and self-education. Younger candidates may be able to prove value beyond strictly years of experience. Leave the job description as simple as possible. Then, during the interview, you can determine if the candidate will be a good fit.

Paint A Picture Of Company Culture Throughout The Interview Process

Millennials like to know what they’re getting themselves into. By showing them the culture of the company and team early on, they start to picture themselves fitting in. One of our favorite ways to do this is by getting your whole department involved. When a candidate comes on site, show them the workspace and have them meet with other team members. Be sure to include any fun events or extracurriculars you participate in. These can range from the occasional team happy hour, to holiday parties, to how you get involved in the community.

Think About Offers Holistically

Younger generations prioritize holistic offer packages. This means they’re looking for benefits like comprehensive healthcare, generous paid time off, and flexible work-life balance. Competitive salaries are still essential to a great candidate offer. Millennials just desire much more than just a steady paycheck. In fact, the average Millennial is willing to take an annual pay cut of $7,600 for a more desirable work environment. The companies that are currently winning the talent war go out of their way to take care of their employees.

Don’t Incorporate Slang Into Professional Settings

It has been proven that businesses using slang is a huge turn off for young professionals. They view it as insincere and inauthentic, and it comes across as force-fed. While this talent market may be young, they still want to be treated with respect! Keep your job descriptions and communication professional.

3 Ways to Ensure You’re Making an Excellent Hiring Decision in 2018.

3 Ways to Ensure an Excellent Hiring Decision in 2018

3 Ways to Ensure You’re Making an Excellent Hiring Decision in 2018.

Fact: The talent pool isn’t as deep as you’d like it to be. You know it, I know it. The national unemployment rate is hovering around 4.1%. In February 2018, the hiring across the U.S. was 20.1% higher than February 2017.

This is great for the country, but it sure makes your job as a hiring manager or HR much more difficult. To ensure your hiring is successful this year, you need to keep these three things in mind.

Proactive Hiring

I’ll give you some insight into what my most successful customers are doing to ensure they are getting high quality hires in this talent-driven market: They have me on the lookout for candidates with certain skills or experience. It makes perfect sense why they do.

Why not have someone who’s shopping in the talent market every single day have your needs on their shopping list?

Don’t undervalue your company culture and values

This is the area I would recommend you put some additional attention and focus into because the importance of a good cultural fit has never been more critical. In conversations I’ve had with hiring managers and HR, by far the #1 reason a recent hire didn’t work out was that they didn’t share the same values.

I can’t tell you how much we here at JSG drill into values just as much as skills when interviewing with potential candidates. We value families, communities, teamwork, and company culture when making hiring decisions. They can have all the skills needed to succeed in the role, but if they are not a good culture fit, they ultimately won’t work out in the long-run.

Hire Johnson Search Group

Here at Johnson Search Group, we have long-standing relationships with our customers because of our ability to consistently provide successful outcomes. We strive to understand your company culture and values just as much as the job requirements.

We work tirelessly for our customers and vet every candidate multiple times before we present them to you. If you’re not used to getting that personal attention from your current recruiting firm, maybe now is a good time to see what you’ve been missing.

3 Reasons You Should Definitely Hire In December

3 Reasons You Should Prioritize Hiring In December

3 Reasons You Should Definitely Hire In December

It can be tempting to put off hiring until after the holidays. You usually have a lot going on between year-end financials, planning for next year, and personal obligations. However, you must prioritize hiring this month, or you’ll be missing out on a great opportunity to secure new talent. Here’s why:

1. Your competition is taking a break.

Many companies slow way down during the Holiday season. They start prepping for the next year, completely forgetting that they still have one (very good) month left to accomplish goals!

Job openings are reaching a 10-year high throughout the country. According to the Bureau of Labor Statistics, only 24 states were over 4% unemployment in October 2017,  which means over half of the country is sifting through the smallest talent pools in the 21st century! So as we head into 2018, an already tough candidate market will be absorbing the “A” talent, and fast!

Take this opportunity to get a head start before everyone else. Historically and generally, January is the strongest month for company’s new hires. Get ahead of your competition by snatching up the best talent NOW, when no one else is looking!

2. Use up that remaining budget!

If your department allocated space in your budget that hasn’t been used yet, now is the time. To keep funds in your budget for next year, you need to hire candidates before the year is up. This will also leave room for additional growth in your budget for next year, and help keep operating costs low.

3. Get ready to hit the ground running in the new year.

Because of the nature of the holiday season, many new projects are slated to start in the new year. The last thing you want to be doing is trying to onboard someone in the midst of starting dozens of new projects. By hiring in December, you get a jump start on getting new talent on board and prepped before you reach the new year. That way, once 2018 hits, you can hit the ground running with an employee who is fully ready to take on new challenges.