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Basketball Isn’t the Only Thing Mad This March

March Madness

Whether you’re a candidate or client, you can relate the job search to the exciting 18-day roller coaster ride of March Madness. It’s inevitable that when you’re applying for a job, you’re trying to win each step or “game” of getting that offer letter.

The more games/steps in the job process you win, the closer you get to the championship round bracket! Companies and candidates are hoping they both can win in the end. And lucky for you, the only difference between March Madness and the craziness of this candidate-driven market is both parties can win at the end of the day! A candidate finds a job and a company finds a great employee. The main thing is though, you want to effectively navigate the madness of this job market so you can reach the championship round! And whether you’re a candidate or an employer, here’s how you can do it.

Make Job Descriptions Concise and Clear

As a company looking to hire a great new employee, one of the most important things you need to do is find them. The way you can do this is by making your job descriptions concise and clear. It will help you find those winning candidates through the madness of this job market. Make sure to focus on what they will do, the fun things about your company, and of course, the experience and skills they need to have.

Only apply for a job you really want

Being a candidate in this market can be overwhelming. Even though it’s good to see what other opportunities are out there, it’s stressful. There are so many jobs to choose from and it can be hard to narrow down what you’re truly looking for when you’re ready to move. But the first step is knowing what you’re looking for in a new job.

Are you wanting more freedom or maybe a company that has an amazing culture? Are you looking for more money or a different location? These all are questions you need to answer before applying. It will help you weed out the jobs you may like but wouldn’t be a great fit for you. Because let’s be honest, you’re moving because you want bigger and better. Don’t bog yourself down by applying for jobs you wouldn’t absolutely love!

And if you’re having a difficult time finding a job that’s a good fit, that’s where a recruiter, like one from JSG, comes into play. We’ll help you match your skills to a position that you will be successful in!

Make your hiring process quick

When it comes to this tight job market, you have to have a quick process! There are tons of different ways you can do that and sometimes relying on a recruiting firm, like Johnson Search Group, can be the biggest money saver and helping hand you could ask for. An efficient process will prevent your bracket of good candidates from busting and not leave them vulnerable to receiving other offers.

Prepare for interviews

As a candidate, you have to be prepared. Just because you may have a lot of job options, it doesn’t mean you want to slack on being ready for an interview. A company doesn’t have to hire you, even if they may need to. They still have a choice but so do you! So take this time to find out information about the company.

What are their reviews like? Do they have cool accolades? Are they involved in community service? All of these things will help you understand a little bit more about what this company does and how they treat their employees. And remember, in an interview, they aren’t just interviewing you, you’re interviewing them as well.

Find the Best Candidate

After you’ve gone through the madness of resume reviews, interviews, and on-site tours, you’ve probably had the opportunity to find a great candidate; the one you want to extend an offer to because you know they will truly be a great fit and add a great amount of value to your organization. This is the fun part; you’ve made it to the championship!

Find the Best Company

After going through the wringer, you’ve made it! You’re now onto the championship with a company you’ve found passion in. The ball is now in your court and if you say yes, you’re ending this game with a slam dunk!

Today’s job market is overwhelming not only for companies but also for candidates. If you’re struggling to find the right people or the right job opportunity, Johnson Search Group would love to give you an assist in hopes of finding you your perfect matchup!

Get an assist from JSG to help you navigate this crazy job market.

cover letter

Cover Letter: Four Steps to the Perfect CV Letter

cover letter

It’s a candidate-driven market. The unemployment rate has been hovering around 4.0% all year. Candidates have options (and lots of them!). However, if you don’t write an outstanding cover letter, you may still be faced with a turndown.

If you really want to nail that job interview, here are four steps to writing a killer cover letter.

Make it personal

If you want to start your cover letter off on the right foot, you must personalize it. That means “To whom it may concern” won’t cut it.

You need to do your due diligence and address your cover letter to the hiring manager. If you don’t know who the hiring manager is, jump on LinkedIn and do a quick search. Find the organization for the job you are applying for and look at their list of employees. You can filter them down to find the right person to address your letter.

For example, if you are applying for a Marketing Specialist position, you can find the marketing manager on LinkedIn and use them to address your letter. If you are still having troubles addressing your letter, give a quick call to the company’s HR department and just ask. They will be more than happy to help!

If you don’t address the cover letter to a specific person (or worse, address it to the wrong person), you might as well not even apply for the position.

Mirror the job description

The hiring manager, of course, wants to hear all of your accomplishments and skills. However, you must refer back to the job description as you are writing your cover letter.

Think of the job description as a checklist. Now, I am not saying you have to copy it verbatim, but you do want to ensure that you illustrate that you’re qualified to tackle the job. I would suggest going through the description and highlighting all of the key qualifications the organization is searching for.

If you can do this, you will prove that you are a perfect match for the job and will almost guarantee yourself a callback.

Tell them why you’re interested

Don’t just regurgitate the same old cover letter you use for every job application. You need to tell the hiring manager why you’re excited about the job and the organization if you want to impress them.

It’s one thing to be qualified for the job. It’s another to be excited about the opportunity and the potential of working for the employer. If you can do this while tying in some facts about the company, you’re in good shape.

Hiring managers want to see what you know about the company and how you will play into the bigger picture. You can reference recent accomplishments, awards, events, or other recognitions. Showing that you’re excited about the job will help the person reading your CV letter be excited about you as a candidate!

Be yourself

It may seem weird to let your personality shine through the cover letter, but employers want to see the real you. Don’t be afraid to be yourself. Just make sure you keep it professional.

As company culture is becoming more and more important, employers are searching for candidates that will be a good fit for the organization. If a hiring manager can tell that you’re a good fit, your chances of landing an interview drastically increases! Good luck!

A Little Luck Can Go A Long Way

A Little Luck Can Go A Long Way

A Little Luck Can Go A Long Way

As a member of the JSG team, I see the ups and the downs of recruiting. I see some planned successes and some lucky ones. I see the time and effort that our recruiters put in to help both clients and candidates fill and find the right spots for them.

I’ll be the first to admit that I got pretty lucky holding the position I do here at JSG. Speaking of my own experience, and those that I see on a weekly basis, finding a job or filling a position requires a bit of luck. Trust me when I say, a little bit of luck can go a very long way.

It starts with the job description

The job description may have one phrase or even one word that strikes a candidate a certain way. It makes them see themselves working at your company for a very long time. The more time you put into your job description, the better your chances are of getting lucky with a great candidate.

Partnering with JSG

Next comes your partnership with JSG. I don’t mean to brag, but we have some excellent recruiters who really know what they’re doing. Not only do they care about you as the client, but they care about the candidate. They would never fill a position for you with a candidate that doesn’t fully fit or want the position. They know what to ask, which means you don’t have to. Partner with JSG, and see your luck increase over the next few months.

Closing the deal

The last bit of luck comes once the deal has been done. Once the candidate starts with your company, watch them blossom. We pride ourselves in vetting our candidates to give you the best ones available. Our work will turn into luck for you, as you see the candidate succeed in their role. Don’t be surprised when they exceed your expectations.

As St. Patty’s Day approaches, expect a little bit of luck coming your way on behalf of the JSG team. We’ve got you covered for your next open position.

Now I just need a little bit of luck to stop slipping and falling on ice.

Your Job Description Is Scaring Away Candidates. Here's How To Fix It

Your Job Description Is Scaring Away Candidates. Here’s How To Fix It

Your Job Description Is Scaring Away Candidates. Here's How To Fix It

As a recruiter, I spend considerable time reviewing different job descriptions for a variety of mining and heavy industrial related positions. They are usually 1-3 page documents outlining job duties, key responsibilities, and requirements, giving an in-depth explanation of what is to be expected for the position. But even the “best” job descriptions are scaring away candidates. Either they are too long, too confusing, or not exciting enough. Here are a couple tricks I’ve learned to get the most out of your job description and start attracting the best candidates.

1. Keep it brief. In today’s world, people have a lot going on. The best candidates are still employed while they are searching for their next role. On top of that, they have families, social lives, and hobbies that are all competing for their time. They do not want to invest what little spare time they have on trying to decipher your multi-page job description. Remove any unnecessary information or industry standards to keep your job description concise. Things like “communication skills,” “Microsoft Office experience,” and “organization” are a waste of space and your candidate’s time.

2. Share specifics. Some job descriptions are incredibly generic and don’t give too many details about this specific job and how it’s unique within your company. Through experience and research, you can begin to learn what specifics the job generally requires. For instance, when I get a job order for a Reliability Engineer and the job descriptions says, “must have bachelor’s degree,” through experience I know they are generally looking for an engineering degree usually in mechanical or industrial with hands-on experience and preventative maintenance experience. This goes for all job orders, you must know your industry and understand the candidates that you are trying to attract in order to effectively recruit on positions.

3. Add personality. Culture fit is becoming more and more important in today’s world of recruiting. Candidates want to understand how they will fit in with your team, and what the company’s mission and visions are for the future. Take a paragraph in your job description to describe the team makeup and the company. Do you have casual Fridays? Monthly team happy hour? Does everyone get really into March Madness? I’m sure your organization is a great place to work, just make sure to let candidates know that right off the bat!

5 Most Common Job Description Mistakes

Have you ever applied for a job and when you read the job description, you knew you were a perfect fit, only to receive an email that says in essence, thanks for applying but you are not qualified? How can this be possible? Alternative two, you are a professional recruiter and you submit candidates with a resume that EXACTLY matches the job description, only to have them rejected and you are sitting there wondering “What just happened?”

There are actually a number of reasons that I have discovered over time that are possibilities, here are a few of the more common:

  1. The description was written quite some time ago and is not even reflective of the current role.
  2. There is a new hiring manager and he/she is looking for an entirely different team member but has not written a new description (see item 1).
  3. There are differing viewpoints within the organization that have not been communicated.
  4. The position description is patterned after an industry common template for the position title and not reflective of the organizational needs.
  5. Last and often the most frustrating, the organization really does not know for sure what they want, but are going with the general thought process similar to the 1964 Supreme Court’s definition “I will know it when I see it” and the search continues. This may not even be deliberate, but is the underlying challenge at work.

How do we overcome this?  When the pool for qualified talent is shrinking, or in the case of rural communities with hard to compete budgets, the talent pool is microscopic to begin with, time is money for both the recruiter and the company with a critical need. When valuable time is wasted due to any one of the reasons listed above, how do we overcome it?

The best answer can be found in the manner in which Johnson Search Group was founded and operates – building relationships with hiring managers. When we have the ability to communicate with and share ideas and concerns directly with the manager who will be the decision maker on the hire, the process and end results are significantly more productive.

Additionally, we focus on one industry and have become recruiting experts in that industry. This allows us to also act as industry consultants to our clients as well as partners in their searches. The communication that is developed by becoming personally invested in our clients as well having a clear understanding of their needs, minimizes the hit or miss mentality for recruitment. Effective and direct communication with hiring managers, understanding their business and culture, and understanding our specific industries are all vital to our success and meeting the needs of our clients.