In The World Of Recruiting, Quality Beats Quantity

In The World Of Recruiting, Quality Beats Quantity

I have heard the same story from dozens of clients I partner with. When they work with other recruiting firms, they only receive dozens of unqualified candidates. (What a headache!) However, when they work with my team and me, we submit a few select candidates that match on qualifications, salary range, culture fit, and even excitement to be a part of their organization. Proving that in the world of recruiting, quality beats quantity every time. 

High-Quality Recruiting Strategy

Healthcare recruitment is heating up. And while it may take me a bit longer to find you the right candidate(s) for your open positions, it’s worth it! We utilize our experience, tools, and passion for recruiting to find you the right team member. Thus, the more knowledge I have as to what you wish for in a candidate, the better! That is the information I need and take to heart on my search. I ask candidates the hard questions so that they are ready to go when they do land on your desk. 

High-Quality Customer Service

Johnson Search Group is very much the Nordstrom of recruiting agencies. We do not just sell you whatever is easiest. It’s essential to understand the needs of your organization and your community, and we find just that. We work hard vetting our candidates, asking the right questions, and even double vetting them to make sure nothing slides through the cracks.

I have stated time and time again that my goal is not to waste anyone’s time. Time is the most important gift we have on earth, so we hunt for only the best and exactly what you have asked us to find. When you need help, give me a call, and I will listen, take good notes, and find exactly what you asked me for and nothing short of that

Contact me today and let me do all of the quality recruiting work for you so that you have more time for all your other critical tasks. It is a win-win situation! I always try my very best and forget the rest!

Banking Jobs On The Rise In 0221

Banking Jobs On The Rise In 2021

It’s that time of year where we start to look towards what’s next. Banks nationwide are putting together projections for the new year and trying to craft a hiring strategy. Admittedly, this is a little more challenging than it has been in the past with the tumultuous market and unpredictable economy. So, which banking jobs are poised to be strongest in 2021? 

Mortgage Professionals

It practically goes without saying that the mortgage industry will continue to be hot into the new year. Considering interest rates and housing markets all over the country, mortgage departments will continue to be a constant revenue stream that will keep associates busy and engaged. And these professionals are a hot commodity as banks try to keep up with a continually growing demand. 

Business Development Professionals

Through discussions with my clients, I have found that banks anticipate building upon their Business Development talent. They believe these roles are key to making significant progress in 2021. So, which kind of relationship builder are you looking for? There are really two schools of thought around this. First, there are hardcore numbers people who will show so much “activity” it’s a little bit crazy. They will inevitably show results in the end, but do clients get lost in the numbers?

The other type of business development professional takes a quieter approach. They may not show the same level of activity, but these relationship-builders tend to take the time to build long-lasting relationships. They find the right clients, have real conversations, and lead with experience, knowledge, and trust. Which is more successful in the end? I guess that’s a matter of personal opinion. However, I can tell you is that I have seen a preference shift towards the latter. So what does that say about the industry as a whole, and where is it going?

2021 will be a strong year for the banking industry

Based on our experience, 2021 is going in a great direction, with banks focused on building foundations of genuine caring, relationship building, and trust. 

What kind of banking jobs will you be hiring for in 2021? Let’s get the conversation started about how I can bring you the talent you need, people who can build a base of trust, generate referrals, and recruit added business.

2020 Recap: Mining and Heavy Industrial Recruiting Trends

2020 Recap: Mining and Heavy Industrial Recruiting Trends

Welcome to the 2nd Annual Year-End Recruiting Blog! Before writing this blog, I re-read my 2019 Recap, and holy smokes, have things changed! I know a lot of us are missing the good old days. However, I want to focus on the trends I’ve seen over the past 12 months recruiting for my mining and heavy industrial clients and what I expect moving into the new year.

The Job Market In 2020

The year started out incredibly strong in the 1st quarter. The majority of my clients maintained their standard hiring practices; I was working on pretty routine job orders focusing on Engineering, Process Improvement, leadership positions, and as always, skilled trades and maintenance positions. Then, around March, things changed drastically for mining and heavy industrial companies. Hiring suddenly centered around safety, hourly production, maintenance, and skilled trades. This trend remained strong throughout the year.

Over the past two months, my team and I have certainly felt a shift in the job market once again. There has been an influx of new salaried roles; my clients have begun taking steps to reopen  and are looking to staff up for the new year. Over the past six weeks, I have received more direct-hire, salaried roles than before. We are seeing more management positions, IT positions, and safety roles becoming increasingly in demand. New business is also popping up, and companies we have communication with are reaching out to finalize staffing agreements for the new year. We believe this is an excellent sign of things to come in 2021.

The Job Market In 2021

Analyzing the patterns of this year makes me very hopeful looking towards 2021. I believe there will be an increased focus on safety, which will be here to stay. Companies are trying to come back smarter and more efficiently. With the sizable number of unemployed candidates, companies ready to hire will have robust pipelines to choose from when working with a recruiter. Our job is to stay in contact with those qualified candidates who are prepared to make a move and get back to work. 

Our team at Johnson Search Group prides itself on maintaining excellent relationships with candidates and clients alike. We are available to provide the best talent on the market when it’s time to make those critical mining and heavy industrial hires to support your organization. Please reach out to me directly, and let’s work together in 2021!

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 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.