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recruit remote workers

How to Successfully Recruit Remote Workers

Before the pandemic flipped the labor market upside-down, remote work was gaining popularity. Fast forward to today, and millions of Americans are working from home (and likely well into the future). In fact, even as hiring growth has slowed for many companies, there was a 12% increase in remote job listings from July to August. Thus, if you want to be competitive in the post-pandemic labor market, you must be able to attract job seekers searching for remote opportunities. Here is how your hiring team can successfully recruit remote workers.

Use appropriate keywords

To attract the right candidates, you need to use appropriate keywords. This will help weed out candidates uninterested in remote opportunities; the right keywords can also help job seekers find your job posts easier on job boards. Consider adding the word “remote” or other keywords in the job title.

For example, your job title could be “Cloud Engineer – Temporarily Remote.” This helps job seekers know right off the bat that this is a (temporarily) remote opportunity. Some other useful keywords are:

  • Work from home
  • Work from anywhere
  • Virtual
  • Remote
  • Remote Opportunity

Be transparent about what “remote” means

If you want to recruit remote workers, you have to be transparent about what “remote” means to your company. Is this job temporarily because of the pandemic? Is it only remote for a specific amount of time, say six months? Or is it remote permanently? To attract the right candidates, you must clarify this in your job descriptions.

If this position is just remote due to the pandemic, specify what the transition will be like afterward. Just because the job description says “remote,” it does not mean the job is 100% remote. Whatever the opportunity is, define it clearly to ensure you are not deceiving candidates.

Specify location requirements

A common misconception for remote opportunities is that candidates can live or work from anywhere. This is likely not the case for several reasons, such as employment laws, taxes, travel, and so on. Do you require your remote workers to come into the office once a week? If so, they have to live close enough to commute. Does the role involve a lot of travel? If it does, you may need candidates close to metro hubs for easy access to transportation and airports.

If there are location requirements, even if the position is mostly remote, you must clarify that in the job description to successfully recruit remote workers.

Partner with a recruiting firm

Working from home is a new concept for thousands of employers and employees alike. As a result, it will be challenging to recruit remote workers in the post-pandemic era. If your team is struggling to hire strong candidates in today’s market, partner with a recruiting firm. Johnson Search Group has connections all over the country with talented candidates ready to get back to work. Reach out today, and let’s discuss a partnership.

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.

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 Cover 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!