Should You Make A Counteroffer After An Employee Resignation?

Should You Make A Counteroffer After An Employee Resignation?

We keep hearing about the Great Resignation, where employees are flocking in droves to new opportunities, resulting in businesses losing staff in record numbers. Some of these employees are looking for something new in the wake of the pandemic. Others have been passively searching for months and now feel confident enough to pull the trigger. So, as more employees announce their resignations, it can be tempting to counteroffer to hold onto your valued staff members. However, is this the best solution to your staffing crisis?

Counteroffers can be a quick fix

There can be a slew of reasons why your staff members are looking for greener pastures, but more often than not, money is at the root of it. Sometimes the easiest way to get a raise is to make a career transition, especially in today’s candidate-driven market. Employers desperate for talent are offering highly competitive compensation plans to entice job seekers to make a move. So, when one of your top employees turns in their resignation letter, a counteroffer may seem like your best method of attack. A counteroffer can help retain talent during a time when it’s challenging to attract new employees. Also, it eliminates the expensive costs and time required to recruit new candidates.

However, presenting a counteroffer is often only a quick fix and can generate other issues for your company.

The problems with countering a resignation

Counteroffering when an employee tries to resign can be like putting a bandage on a flesh wound. It might keep this employee happy and engaged for a bit, but how long until they start looking again? Can you ever fully trust them and have faith that they are committed to the team? The extra money or benefits might entice them to stay for a time, but the reasons they started looking in the first place will likely resurface.

Additionally, counteroffering with a pay bump can cause a ripple effect with the rest of your staff. If someone gets wind that another employee got a pay raise because they tried to move on, they will likely take the same route. As more employees approach you seeking a raise, you will have to continue to hand out more money, which makes this counteroffer more expensive than you initially thought. This slippery slope will only increase your pay disparity throughout your organization and contribute to pay inequality amongst your staff.

Defense is the best offense

The more efficient way to avoid this predicament is to create a strong defense. Instead of acting reactively, it’s time to be more proactive. Offer your team competitive salaries, benefits, and room for growth. Check in with your employees often and ask them for feedback, which will foster a more attractive employee experience and culture. Also, offering flexibility, healthy work-life balances, and encouraging your staff to come forward with suggestions will improve your employee retention and help you attract even more talent.

how to overcome the spooky hiring market in Q4

How To Overcome The Spooky Hiring Market In Q4

There’s no denying that the hiring market for the past two years has been a rollercoaster. And according to recent surveys, hiring is projected to be at an all-time high during the 4th quarter of 2021. In addition to the usual retail hiring fervor surrounding the holiday season, white-collar and blue-collar jobs also anticipate payroll growth. These include information (+62%), financial services (+56%), construction (+56%), and professional and business services (+54%). As a result, hiring will continue to be ultra-competitive. However, you shouldn’t let that spook you. It’s a great time to hire in preparation for 2022. Here are a few strategies you can deploy to overcome the spooky hiring market in Q4.

Revive Your Job Description Spells

If you’ve been using the same spellbook for job descriptions for centuries (or even just a few months), it’s time to switch it up! Bring your job descriptions back to life by going back to the basics. Include your absolute candidate must-haves and a high-level overview of the job. Then, sprinkle in some reasons why your company is a great place to work. Finally, to make the ultimate impact, note the salary range for the position. This comprehensive version of a job description will save time for both you and applicants.

Avoid Ghosting Candidates

In a competitive hiring market, every applicant is valuable. In the final quarter of the year, you can expect that applicants will be entertaining multiple offers at once. Thus, it’s important to maintain good relationships throughout the hiring process. Now is the time to establish a communication plan for candidates who have applied, interviewed, and had offers made. It will be advantageous to have a backup candidate (and a backup for the backup!)

Never Trick Or Treat (For Candidates) Alone

You were probably told never to trick or treat alone while hunting for candy when you were younger. Well, the same applies to the candidate hunt. You’re more likely to snag top-quality candidates when you partner with a hiring expert. Just think of us as the older kid who knows where all king-size candy bar houses are. Our proprietary network is filled with passive candidates just waiting to be connected with a great company like yours.

If you’re ready to overcome your fears and take on the hiring market in Q4, it’s a perfect time. Contact JSG today to discuss how we can work hand-in-hand to secure the talent you need before the new year.

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How to Attract and Retain Candidates in Today’s Chaotic Market

How to Attract and Retain Candidates in Today’s Chaotic Market

It’s no secret that COVID-19 has changed the landscape for many organizations over the past year. Throughout the last 18+ months, employers transitioned to a remote workforce, laid off or furloughed staff, and some even were forced to close their doors for good. Now that many areas are beginning to reopen, the job market is hot, people are hiring, and candidates are starting to make career changes.

People are quitting their jobs at record rates

According to JOLTS Report, 4 million quit their jobs in April with a renewed confidence in their career prospects. As the labor market continues to strengthen become competitive again, employed job seekers feel good about pursuing other opportunities. The industries where workers are quitting their jobs at record rates are retail trade; professional and business services; and transportation, warehousing, and utilities.”

Employers are struggling to retain their staff

April showed a record 9.3 million job openings – which means employers will need to work harder to retain their current employees. Employees are beginning to see that they have the upper hand; they continue to have negotiating power while they’re in the process of getting a new job. Also, the best candidates on the market are seeing an increase in counteroffers and retaining bonuses.

Not only are candidates quitting their jobs to go to other companies, but many people have had to become creative to generate income. Side hustles have been on the rise over the last couple of years, with more than 2 million people entering the freelance game in 2020.

What can your team do to attract candidates?

My clients have recently had to become creative in how they attract and retain talent. Retention bonuses, especially within mortgage positions, have increased significantly. Companies are also starting to offer sign-on bonuses to attract new talent.

If you’re having trouble attracting or retaining talent in today’s job market, reach out to me. I’ve helped several of my clients come up with solutions to fill positions and retain their best workers. We talk to candidates all day, every day, asking them the questions of what it would take for them to consider a career change. Partner with us, and let’s work together to create a plan that will help you attract and retain candidates, even in today’s chaotic market.

Hiring In A Post-COVID Market

Hiring In A Post-COVID Market

With the COVID-19 pandemic finally curtailing and economies opening back up, what does hiring look like for you as a company?

It would be easy to say that it looks like it did before the pandemic, but we all know it doesn’t. Hiring looks different for the first time in many years. It was a candidate-driven market when COVID first hit, whereas it is somewhat of a hybrid today. In some areas of the country, there are many more jobs than candidates, and job seekers are in the driver’s seat. However, in many markets, we are seeing the opposite. There are only a handful of jobs and many candidates.

The Current Hiring Market

COVID unemployment benefits are discouraging many job seekers from re-entering the labor force. This has been an issue for many companies and will continue to be so for those hit hardest by the pandemic.

Elsewhere, jobs far outweighed the candidates before COVID, and now the problem has only multiplied. Companies must be willing to cut short-term profits to get the right employees in place to meet their long-term goals. Otherwise, they are essentially the proverbial “dog chasing its tail.” They will never get enough employees to grow to meet goals and forecasts. To accomplish hiring goals, companies must figure out a way to attract candidates. Implement remote hiring, expand PTO offerings or other fun perks like free lunch and snacks.

I am working with a couple of banks currently that are hiring higher-level positions. Those institutions are struggling to find people who are willing to move from the comfort of their current role to an unknown new company. This also requires some fancy footwork to incentivize candidates to make a move. We see some companies opening up jobs to different skill sets and even lowering hiring standards to get someone in the door. However, that is a short-term fix while not truly addressing the problem. How do you get people to want to move to your institution without giving away the farm or lowering our standards too low, thus creating an inferior product/service?

How To Attract These Candidates

The answer to both questions is to find a great recruiting firm to partner with. A stable partner has been through .com bubbles, housing crises, recessions, downturns, chaotic political spectacles, and crazy great hiring times. Johnson Search Group is that firm. We can assist you with finding the best talent for all your jobs. Be it temporary or contract help or permanent, full-time roles, we have you covered. We can help you find the best talent because we are the best search firm for your company.  Contact us today to get started!

How To Secure Top Talent In Today's Market

How To Secure Top Talent In Today’s Market

How quickly are you able to make an offer to a qualified candidate? If your answer is anything less and just a few days, then you are probably missing out on great talent. A candidate-driven market where candidates have their choice between multiple offers is competitive. It’s not always whoever offers the best benefits package gets the hire. The most desirable candidates are only available for a limited amount of time already. And in the current market, those candidates are getting swooped up particularly fast. But don’t worry, there are ways to snag these qualified candidates. Here’s an easy way to secure top talent in today’s market.

Stop Playing Hard To Get

One way to ensure you end up hiring the best talent is to let a candidate know when you like them. The days of playing “hard to get” are over. Be upfront and honest about your process and intentions and set accurate timeframe expectations. Then, follow through and follow up with whatever expectations you set (or better yet, beat them). Candidates want to work for employers they trust. They value companies that immediately show that they will stay true to their word. It’s important to remember that candidates are interviewing you and your institution just as much as you are interviewing them! When multiple offers come into play, it really can be the small details that make a huge difference. Sticking to your word and treating candidates with respect is a fantastic way to set yourself apart as someone who leads with honesty and integrity right from the get-go.

If you have had any issues with losing out on great talent, whatever the reason may have been, give me a call. Let’s talk about ways we can work together to get the best talent on your team.

Five Trends That Are Making Hiring Difficult

Five Trends That Are Making Hiring Difficult

As a recruiter, I get a front-row seat to the hiring market. This allows me to gain perspective from both candidates and the hiring companies. Undoubtedly, the landscape has changed. It has been interesting to watch the dynamics between companies and candidates unfold. In recent years, we have discussed that we were experiencing a “candidate-driven market,” but from my viewpoint, that phrase now has a new meaning. Candidates are in the driver’s seat, and here are five trends that are making hiring difficult.


I think every hiring manager and human resource professional can remember looking through resumes in the not-so-distant past and seeing applicants with multiple positions in their work history and only one or two years with each employer. Switching from employer to employer is a strategy often attributed to Millennials looking to gain experience and lucrative opportunities. This strategy was commonly known as job-hopping, but not any longer! Older Millennials (born between 1981 and 1996) are bucking past trends, including postponing marriage, homeownership, and family and diving into all three with gusto. With newfound responsibility – priorities change. This paradigm shift has propelled job security as a top priority. Thus, many of these candidates are reluctant to change, especially if they are happy with their current employer.

No desire to relocate

The past year and a half have been interesting, to say the least. For the first half of 2020, hiring pretty much screeched to a halt as employers and candidates alike tried to understand and navigate the new landscape of the job market. By the second half of the year, people were starting to figure it out. Maybe not seeing the value in the past, companies quickly embraced virtual interviewing, and candidates happily jumped in with them. With interviewing back in full swing and opportunities flowing, one thing stands out: relocation has become a challenge for many organizations. Candidates are digging in their heels and are not wanting to relocate. They have a house, kids in school, and spouses with their own careers; it is a long list, and each factor ties into job security.

Job Title

While for many, security is the priority, there is still a substantial population of candidates looking for perceived prestige and respect in the form of a title. Companies got smart a long time ago and realized that they just need to provide title upgrades to keep good employees. A managerial title often overrode the lust for more money. This tradeoff has backfired a bit. The title “Manager” has become diluted to the employer, but not the employee. These candidates are now wanting to advance in their careers and are very selective about the type of opportunity they will pursue. They do not want to make a lateral move. With so many positions including the word “Manager” out there, getting to the next level is a waiting game. As a result, it has become challenging for employers looking to hire lower-level leadership.


“Show me the money!” was a statement made famous in the movie Jerry Maguire. This statement is true today with candidates. I am seeing a big disconnect between companies and candidates when it comes to money. Some large organizations realized earlier that along with a job title – money can keep employees happy, and with security so crucial for many, it has worked. They don’t call them the “Golden Handcuffs” for nothing. This appetite for larger salaries has caused a disconnect in the market. Smaller organizations who deal in commodities with lower or fluctuating value have a hard time competing for top talent. I am finding that the candidate they want would have to make a lateral financial move to take the position. Throw relocation into the mix, and it is a recipe that falls flat for employers.

Multiple offers

You found that candidate who is in the money and willing to relocate! Congratulations! You get them into the interviewing process. However, due to calendar delays with the hiring team, it has been a month and a half since the candidate first applied. Talent who is willing to relocate, take a lateral move, or miraculously are in your salary range is no longer on the market long. It is almost a guarantee that they have multiple companies vying for them. In today’s market, companies are hurting themselves with long interviewing processes.

There is a fine line between companies taking time to ensure that a candidate is the right fit and acting quickly enough to get them on your team (and off the market). All it takes is one day for that perfect candidate to accept another offer. Companies with an inefficient hiring process will have a tough time filling their positions.

Need help overcoming these hiring trends?

With so many hurdles to overcome, consulting a staffing firm, such as Johnson Search Group, is a smart move. With over 35 years of experience, our team has become trusted partners. We help organizations across North America find those perfect candidates in today’s competitive market. So, give us a call, and let us go to work for you!

Hiring Heats Up Across The U.S.

Hiring Heats Up Across the U.S.

As we edge closer to the summer months, our clients are kicking their hiring efforts into high gear! With candidates receiving multiple competing offers and some industries even experiencing an all-out talent shortage, companies are struggling to hire the talent they need to ramp up production. Today, we’re breaking down our team’s hiring activities in our core industries and discussing the greatest hiring needs across the U.S. 

Maintenance, IT, & Communications In Mining  

As mining and manufacturing companies work to get back to pre-pandemic levels, Maintenance is the largest area of need. We caught up with Mining Team Lead Alex Price, and he shared the following firsthand insights into the hottest areas of mining right now: “Across the board with our mining and industrial clients, we are seeing the continued push for maintenance professionals at all levels. My team and I are actively filling anything from entry-level skilled trades to management-level maintenance professionals. Also, as the mining industry continues to modernize, we are receiving more job orders in the IT and Communications space. Therefore, this new emphasis on efficiency improvements has hiring managers searching high and low for IT and Communication professionals.” 

IT & Digital Expertise in Banking  

Banking Team Lead Krista Portolesi shared some insights into the competitive world of digital banking. “Lately, there has been a significant increase in the demand for IT positions, specifically related to digital banking experience, as a result of the pandemic. Within the last few weeks, I have had two product-related positions, specifically dealing with oversight over multi-channel projects as it relates to digital banking and consumer experience. In fact, according to the Financial Brand, ‘almost 80% of respondents to their survey of top financial institutions stated that Covid-19 uncovered shortcomings in their institution’s digital capabilities. In most cases, these challenges were attributed to legacy infrastructure and data fragmentation.’” As a result, hiring in these areas has spiked significantly.  

Finance in Healthcare  

It’s no surprise that healthcare institutions are juggling a lot right now. And according to Healthcare Recruiter Stephanie Brown, one of the most extensive areas of need is the financial sector. “Financials in healthcare are booming because they are looking quite a bit different in 2021 and moving forward. The increasing demand for skilled Revenue Cycle candidates is crazy all across the board! Hospitals need to be on top of their profits right now and are looking for new talent to accomplish that. Additionally, they are hiring now, searching for new ways of sourcing talent quickly. Collaborative leaders are what my clients are requesting, that’s for sure.”  

We are ready to work for you 

So, these are just a few of our specialized industries that are competing for top talent right now. If you find your team struggling to hire the talent you need, contact us today! Or, if you are a candidate ready to take the next step in your career, join our Talent Network to be alerted to new opportunities in your location and area of expertise. 

How to Sell Your Job Opportunities to Candidates

How to Sell Your Job Opportunities to Candidates

When you are interviewing someone, and you think to yourself, “I like this person,” what can you do to ensure that they are just as interested in the positions? This moment in time is an important one for you to recognize and take advantage of. Today’s competitive market has been a great reminder that the “little things” matter. These small but essential details can ultimately determine whether or not a candidate accepts a job offer. So, what are you doing to gain the interest of prospective candidates? Are you selling yourself, your team, and your organization? Here are a few tips to help your hiring team better sell your job opportunities to candidates.

Illustrate your leadership style

A great place to start is honesty around who you are as a leader. Providing insight into your leadership style will go such a long way in getting the right team around you. Are you someone who is involved and ultra-supportive or someone who is more hands-off? Being upfront about your management style will help you gravitate toward the right personalities to joining your team. In the long run, this will make it easier to develop a team with excellent chemistry.

Explain what sets your company apart

Next, really think about what differentiates your company from your competition; focus on the aspects that would make a prospective candidate want to join your team. As the hiring manager, interviews are your opportunity to sell the company and team dynamic. In my experience as a recruiter, if you take the time to discuss your company’s unique offerings, it’s much easier to sell your job opportunities to candidates. You may set your company apart with extra vacation days, volunteer opportunities, or personal time, profit sharing, associate satisfaction programs, or top performer awards/recognition, or anything else. These are the employers who are setting themselves up to get the best talent. 

Need help strategizing your hiring process?

If you’ve lost a great candidate or two recently to a competitor, give me a call, and let’s discuss your hiring strategy. We can work together to develop an approach to better sell your job opportunities to candidates.

4 Ways To Attract Candidates To Your Company

4 Ways To Attract Candidates To Your Company

With the unemployment rate at its lowest since the pandemic started and more job opportunities opening, many companies are having difficulty finding qualified talent to fill their positions. It has become increasingly important for employers to make sure they stand out from their competitors in this crowded job market. Below are a few tips on how your company can attract candidates and retain employees.

Have a Speedy Hiring Process

A speedy hiring process is important in a candidate-driven market. If yours takes too long, top talent will turn to competitors. The demand for quality talent has increased, but the supply of actual skilled talent has decreased. You also have to consider that highly sought-after talent is currently employed. If they are willing to explore their options but encounter a slow hiring process, they will likely choose to stay with their current employer. 

Offer Unique Perks and Competitive Pay

Quality talent understands that their skills are in high demand and that they have options to choose from. By offering competitive wages and benefits packages, you set yourself apart from your competition and attract candidates. Additionally, companies that offer unique perks such as gym or hot spring memberships, complimentary chiropractor visits, in-house childcare, free food, and more are securing talent more quickly.

Create a Company Culture That Attracts Employees

Studies have shown that an employee’s happiness at work is linked to interpersonal relationships, company culture, and work environment. So, the stronger and more enjoyable your company’s culture is, the more likely your employees are happy working for you. As a result, your retention statistics will increase. Top talent will be drawn to the fact that your employees are not only happy, but most of them have decided to stick around for a long time.

Offer Professional Development Opportunities 

Many workers care a lot about professional development in today’s market. So, you must make it a top priority if you want to attract candidates. Invite knowledgeable speakers in your industry to your office from time to time to lead seminars. Invest in continued training and coaching activities or trade shows and conferences, and encourage your employees to attend. Knowledge is always a great investment.

If your company could use a hand with attracting top talent, please reach out to our experienced recruiters at JSG, who will consult with you and discuss your needs thoroughly in order to find you the talent you need and the quality you deserve.

Engaging with Passive Candidates

Engaging with Passive Candidates

Recruiting the right talent for your institution can be tricky! The days are long gone where you can post a job and hope that the right candidate will come along and apply. As a recruiter, passive candidates are highly desirable. They’re likely content with their job and probably not interviewing elsewhere, thus, I don’t have to compete with other employers and opportunities. It’s my job to reach out to the passive candidates, engage in a conversation, and see if I generate any interest in the opportunity I am recruiting for.

Therefore, to engage with these candidates, you must understand what they want. According to JobVite, money is the number one reason why a passive candidate would become an active candidate. Work-life with work/life balance a close second, followed by upward mobility and feeling challenged by their work. So, if your hiring team is looking to broaden your candidate pool, here are some ways to effectively engage with passive candidates.

Listen intently

When I get on the phone with a passive candidate, it’s my job to “sell” them on the position that I am recruiting for and at least try to have a conversation with them about it. You can uncover a lot of information just by listening to what the candidates are saying and any pain points they could reveal in the conversation.

Be persistent, not pushy

If you’re overselling the role, it can come across to candidates as disingenuous or even misleading. However, if you’ve identified a prospective candidate and you haven’t been successful at getting in touch, try other methods. If you’ve left messages for them with no returned calls, try emailing. Or if they have a LinkedIn, send a message on there. LinkedIn is a great way to network with passive candidates!

Ask for referrals!

Also, if a passive candidate you’re pursuing has no interest, chances are they know someone with a similar skill-set. Ask if they happen to know anyone that would be interested. For tough-to-fill positions, I sometimes offer a referral bonus for recommendations that receive a job offer.

Need help identifying passive candidates?

Hopefully, this will help you in your conversations with passive candidates when you’re not seeing applicants with the right skill-set.

If you’re looking for passive candidates, recruiters are a great way to leverage these conversations! My team at JSG has an extensive network of passive candidates looking for the right opportunity to make a move. So, reach out to us today, and let us expand your candidate pool.