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leadership

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 Hack The Hidden Job Market

How To Hack The Hidden Job Market

There has been a lot of buzz lately about the “hidden job market.” But what exactly is it? The hidden job market refers to all of the jobs that exist, but don’t necessarily get promoted to the public. They may be high-level positions, jobs for internal candidates only, or openings that need to remain private for one reason or another. While the actual numbers are up for debate, it has been estimated that only around 40% of jobs are advertised online. So how can you put your hat in the ring for the other 60%? Here are a few tips for hacking the hidden job market.

Tap Into Your Network

One of the most valuable resources in your job search toolbox is your network. You would be amazed at some of the connections that your network have. Whether they can connect you with hiring managers at their company, or they have a cousin who works on a team that’s hiring, or maybe a spot just opened in their department! If you’re unemployed and actively looking, let everyone know! Post about it on Facebook and LinkedIn. If you’re looking privately, reach out to your contacts one-on-one.

Seek Out Your Dream Companies

One way to hack the hidden job market is by first understanding what you want. Make a list of your dream companies. Check out past job openings that were listed online to ensure that they have positions fit to your skillset. Then, seek out connections with current employees on LinkedIn. The more you know about the company and the stronger relationships you have, the better your chances of someday becoming a part of the team!

Partner With A Recruiter

Hands down, the best way to hack the hidden job market is to partner with a recruiter. (And we’re not just saying that!) Companies often give job requisitions exclusively to the expert recruiters that they work with. We have cultivated relationships with experts across the industry and often know about openings before they even hit the market.

So, whether you’re actively looking for a position, or simply ready to take the next step in your career, give us a call. We’ll chat about your career goals, your experience, and your options. And always remember, we work hard, we work together, we work for you.

Executive Confidence Grows In Job Security & Remote Work

Executive Confidence Grows In Job Security & Remote Work

After two months of altering our working states to accommodate the impending threat of the Coronavirus, sentiments are slowly starting to shift. By March 27, an estimated 16 million U.S. workers began working remotely as we practiced social distancing. That number has undoubtedly climbed even higher since. And with unemployment hitting a colossal rate of 14.7% in April, job security was far from guaranteed. However, there seems to be a light at the end of the tunnel according to the latest Workforce Report from LinkedIn. Let’s take a look.

Viewpoint On Remote Work

As COVID-19 started sweeping the nation, millions of workers across the country found their work lives completely overturned. Many leaders who were hesitant to allow working from home were suddenly mandated to evolve. And while it may have been uncomfortable and chaotic at first, things are actually starting to settle in. In fact, 55% of respondents to the survey now think their industry can be effective when people are working remotely.

And it’s not just employees who are adapting his mindset. “The crisis has shown that we can work in different ways,” Mondelez chief executive Dirk Van de Put told The Wall Street Journal this week. “Maybe we don’t need all the offices that we currently have around the world.” Google Executives announced work from home policies through the end of 2020, while Twitter CEO Jack Dorsey announced a permanent work from home option just this week.

Outlook From Senior Leadership

Upon the initial stay at home orders, many companies made swift and necessary moves to streamline. This, unfortunately, resulted in millions of layoffs or furloughs and left many Senior Leaders feeling downtrodden and questioning their job security.

However, the latest edition of the Workforce Report reflected a promising light for Senior Leadership. Overall confidence from this group saw a marked increase driven by higher scores in job security and financial outlook. This is most likely due to states slowly starting to reopen and developing plans for the new normal.

Head over to our blog for more up to date news on COVID-19 and how it’s affecting the job market!

Job Market Guide for the COVID-19 Crises

Your Job Market Guide for the COVID-19 Crises

Whether you are a job seeker or an employer, now is a trying time for us all. The workplace is looking different for many Americans across the country as they work from home to slow the spread of the coronavirus. Others, are not so lucky, and are, unfortunately, out of work as some states remain in lockdown to keep their citizens safe from the pandemic. This has forced over 30 million hardworking Americans to file for unemployment claims over the last six weeks. This is uncharted waters for the majority of us, and as a result, there are people struggling to make the best of this situation. To help aid both job seekers and hiring managers, we have compiled some helpful resources to help you navigate today’s market. Here’s your job market guide for the COVID-19 crises.

What to do if you’ve been laid off

What to Do If You’ve Been Laid Off

The BLS reported today that another 5.2 million Americans filed for unemployment insurance in the week that ended April 11. So, since mid-March, over 22 million Americans have filed for initial unemployment benefits, shattering the previous record from 2009. If you’re unfortunately one of these millions of hardworking professionals out of work due to COVID-19, it can be discouraging. However, we have a few easy suggestions for you to make the best of a rough situation. Here’s what to do if you’ve been laid off because of the coronavirus pandemic.

How employers are hiring during the COVID-19 pandemic

hiring during the COVID-19

Over the last three weeks, I have had hundreds of conversations with some of my clients and hiring managers. We have discussed their strategy for hiring during the COVID-19 pandemic and how they are weathering this unprecedented storm. Although the impact varies for each company based on their industry and location, they’re falling into one of two camps: it’s either business as usual or they’re pumping the brakes.

How to nail your video interview

Video Interviews May Be The New Norm – Here’s How To Nail Them

The recent global pandemic has changed how we interview and hire, not only during these uncertain times but perhaps forever! As COVID-19 sweeps the globe, employers are finding themselves scrambling to hire essential employees in order to keep their business running smoothly. But with social distancing, stay at home orders, and travel bans, that’s not as easy as it once was. Enter video interviews.

As a result of the increase in remote communication, telecommunication apps such as Zoom and Microsoft Teams have seen increases of up to 500%. All this to say, there’s a good chance that you may have a video interview in your future. And while many of the same principles apply as in-person interviews, there are a few virtual-specific things to note to ensure that you nail your video interview.

The job description that will get you a great candidateThe 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.

How COVID-19 will shape the future workplace

COVID-19 Will Shape the Future Workplace

There is no disputing that the coronavirus has shaken up the workforce. The viral pandemic has made working from home the new norm for millions of workers. Thousands of employers have been encouraging or mandating employers to work remotely the last two months or so, and with the virus still hitting the labor market hard, working from home may last a few more. As a result, this shift in working environments is going to have a permanent impact even after the virus is no more. Here are three ways COVID-19 will shape the future workplace.

3 Growth Strategies To Lead Your Team To Success

3 Growth Strategies That Will Lead Your Team To Success

Growth can be intimidating. You worry that adding staff to your team may stretch your resources, increase your costs, and worry whether now is the right time or not. However, the job market is hot right now, and competition for qualified talent is at an all-time high. It is the perfect time to add to your team, and there’s a smart way to do it. These three growth strategies will help ensure that your team will grow in a steady, sustainable way.

1. Recruit The Right People

The most costly mistake you can make is hiring the wrong person. If a candidate is not thoroughly vetted or completely closed on the job, they will either leave quickly or stay and underperform. When you partner with a recruiting firm like Johnson Search Group, we meticulously vet each and every candidate we work with a minimum of three times before they are extended an offer. We walk our candidates through the entire hiring process, closing them on the job, money, company, and location every single time we talk with them. It is of utmost importance that we only submit the best candidates that want to join your team and make an impact.

2. Hire Quickly

With how competitive the talent market is right now, you must hire quickly! While it may feel like pushing to hire is an increase in cost, it will actually save you money and resources in the long run. The cost of talent acquisition is a huge burden to many departments and can cause a significant slowdown in production. Streamline your hiring process to shorten the time from first contact (application or submit) to offer and start date. This will ensure that you can secure the most qualified talent for your team.

3. Boost Retention Rates

One of the strongest moves you can make to grow your team is to keep your best employees on board. Again, with the candidate-driven market, there are a lot of opportunities out there. Your most talented staff are more than likely being actively recruited. So, give them a reason to stay! Are you offering fair compensation and benefits? Take a look at your company and team culture. Try implementing frequent reviews with each of your employees to check in on their happiness and satisfaction with their jobs.

Does your growth strategies need a boost? Partner with Johnson Search Group to take your team to the next level and achieve your growth goals this year.

price of talent acquisition

Is the Price of Talent Acquisition Increasing?

Have you or your department ever taken a few moments to understand the costs of your talent acquisition efforts? It may be more than you think. And those costs are likely going to increase in 2020. But where do you start analyzing these costs to see how much you’re spending to secure the talent your team needs to keep production running smoothly? Let’s take a closer look at the price of talent acquisition in 2020.

How to calculate the price of talent acquisition

Does your team truly understand the cost per hire? There are dozens of internal and external expenses that contribute to your talent acquisition efforts. In this tight talent market, it is becoming increasingly more difficult (and expensive) to hire top talent. Here are just a few of the many expenses your organization is paying to hire talent:

  • Numerous job boards (Glassdoor, LinkedIn, Indeed, CareerBuilder, just to name a few)
  • Paid social media advertisements
  • Application tracking system/database
  • The salary and time of your internal recruiting staff

This is not a comprehensive list of costs of talent acquisition. If you sit down and think about all the tools, resources, and manpower of your recruiting efforts, the costs really start to add up. In some industries, talent acquisition expenses are even higher due to the nature of today’s tight talent pool. For example, due to today’s tight labor market, many employers are struggling to fill skilled labor positions such as electricians and EHS positions. As a result, we sometimes hear that employers have these types of positions open for months!

These costs don’t even include your costs associated with production losses, paying overtime for other employees to pick up the slack, and even worse, turnover from overworked employees. In other words, hiring is becoming very expensive, and it may be time to partner with a recruiting firm to fill your roles quicker with an overall cheaper cost per hire.

Competition is heating up

The costs mentioned above are just typical talent acquisition costs. With a half-century low unemployment rate, employers must offer more competitive compensation packages to attract the best candidates. It’s a candidate-driven market, and job seekers are demanding more; they want higher salaries, better benefits, and even bonuses are just a few of the additional acquisition costs employers are facing. Over the last 12 months, average hourly wages have increased by 2.9 percent, showing steady growth throughout 2019. To be competitive when it comes to your hiring efforts, you must come in with strong offers, or your candidates will likely move onto other opportunities.

How to overcome these costs

There are several simple ways employers can overcome these growing talent acquisition costs. To start, are you or have you considered utilizing contractors? Hiring contractors is an efficient way to secure talent that your team needs fast! The onboarding time is typically quicker, the cost for employment is usually cheaper, and you will face fewer production shortfalls, saving your team time and money. There are fewer risks and costs with utilizing contract workers, and if they don’t fit the needs of your organization, you don’t need to extend their contract. But if they are an excellent fit for your team, you can bring them on board as a full-time employee. It’s a win-win!

Secondly, you can utilize a recruiting firm, like Johnson Search Group, to help you fill your critical roles quickly. We will work with you to understand your hiring needs and present you with candidates that are a perfect match for your organization. So, what are you waiting for? Let’s have a conversation today and see how Johnson Search Group can help your team save money while securing the talent you need.

Candidate-Driven Market

Today’s Candidate-Driven Market Isn’t Disappearing in 2020

Well, 2019 has gone away. And along with it, the decade. That was an interesting year in the staffing and recruiting space for hiring managers! And if you were a candidate seeking new opportunities, it was an exciting year filled with hope. Let’s look at what 2020 looks like and see how you can navigate today’s candidate-driven market.

It’s still a candidate-driven market 

2019 was an excellent year for candidates. The sea was your oyster as far as employment opportunities go. Candidates could look for a job at any time of the year and make a move. Employers were offering more competitive compensation packages, and there were more job openings than available workers to fill them. What a fantastic year, and I will leave you with a little hint – 2020 will be about the same. Woohoo! 

However, if you were a hiring manager, things weren’t quite as kind to you. Most were able to get jobs filled, but it took months to fill instead of weeks. Your employees were overworked and starting to feel the pressure. There was significant lack of candidates, and the ones that applied to the jobs were generally not the right fit for your team or demanding way too much money. 

Hiring managers were feeling this pain in almost every industry – especially in the banking space. Many financial institutions had great years, but many struggled to navigate this tight talent pool. If you were a bank that relied on SBA lending, many had a lackluster year. It didn’t help that the SBA division shut down for 35 days at the beginning of 2019. This affected the market as a whole, as small businesses have a significant impact on our country’s economy. 

However, if you were going after C&I business, it was a great year! Additionally, the mortgage business was hot this year, which is somewhat of a surprise as many analysts thought it would be a flat or slightly down year. 

2019 was a “rebuilding” year for many banks 

I work with many banks, and I always want to understand their plan of attack for the new year. Many took 2019 as a “rebuilding” year. They maximized where they could but tightened the belt where they had inefficiencies before. Many banks took the year to make adjustments that will be needed to succeed during a potential downturn or recession. 

2020 is looking fantastic! The market is expected to be tight, and thus, job seekers will prosper, and some hiring managers will continue to struggle to attract top talent. So, what can you do as a hiring manager to navigate this tight market? If you need talent this year, you are going to have to think outside the box. 

More candidates are partnering with recruiters 

Banking candidates want to partner with a recruiter more now than ever. They see the value in what we offer, as they know we can get them directly on the hiring manager’s desk. The ease and convenience of not having to stress over the back and forth of interviews, information gathering, or negotiating compensation and benefits. They also know that a trusted partner, like Johnson Search Group, will help them navigate the entire interviewing process. We prep every one of our candidates along the way. We never let anyone go into an interview without knowing what to expect. 

Banks must expand their hiring efforts to ensure their hiring is successful in 2020. And the easiest way to grow your pool of qualified candidates is by partnering with my team at Johnson Search Group. In today’s labor market, many candidates are passively looking for their next opportunity and like the idea of working with a “middle person” to buffer the hiring process. 

Partner with a great recruiting firm, like Johnson Search Group, and we will help you avoid the pitfalls of today’s candidate-driven market. We are working with dozens of candidates that are ready to make an impact on your institution in 2020. You are busy running divisions of banks; you don’t want to constantly be on the phone with candidates trying to get answers, schedule interviews, and scan hundreds of resumes. We make the hiring process smooth and seamless for you and your team. Let’s work together and start your hiring efforts off strong in 2020. 

Mining & Heavy Industrial

How to Get a Mining & Heavy Industrial Job in 2020

The world has changed. Industries and technologies are advancing at lightning speed during today’s revolution. Are you still looking at your job search the same way as you used to? Maybe it’s time to change it up! Mining & Heavy Industrial companies have changed. And so has the job market and the technology these companies use (just look at this recent Jobs Report!).

If you find yourself looking to make a career move, now is a great time to do so. The job market has been scorching hot over the last two years. Along with the new year, companies have new budgets and new goals. Additionally, they have grown accustomed to the tight labor market and developed strategies to quickly hire top talent and beat out their competitors.

To make the most out of this fast-paced market and increase your visibility during your job search, consider the following:

Appeal to Applicant Tracking Systems  

When you apply to a job through a website, your resume is probably not going straight to a hiring manager. First, your resume must pass through applicant tracking systems, internal recruiters, and sometimes even HR.

To ensure your resume gets through to the next level, it’s time to think about keywords. Don’t assume the first person looking at your resume is technical enough to know every area of your job function. For example, if you are an electrical maintenance professional, instead of using the acronym PLC, spell out “programmable logic controller.”

Additionally, be sure to cover all your bases. You took the time to apply to the company you want to work for, but did you do your best to ensure they understand your full potential? One of the benefits of working with a recruiter who specializes in the industry is we are your biggest advocate. We have strong relationships with hiring managers, and we will help champion you through the entire hiring process.

Find a company that’s right for you  

I like to think of this blog as a tool for improving your current position or better defining your job search. With the market this hot, there is room to really consider the right opportunity when making a change.

What skills do you have that can benefit an employer? What technologies are you proficient with that an employer will find valuable? Companies are looking to advance technology to increase every aspect of their operations: production, reliability, environmental compliance, safety, and inventory planning. Plant Managers today can look at a tablet, know the time of an order, the inventory on hand to complete it, and study a maintenance schedule all within moments.

This is where you can really bring it all together. Spend some time researching. Look at what development projects companies have in press releases. If you are absolutely against unmanned mining equipment, maybe don’t go work for a company whose mission statement is to decrease workplace injury by reducing the number of machines that require operators.

If you find a company that is continuously investing in R&D, and you just think it’s cool, say so! Stand out during the interviewing process by letting the hiring manager see your excitement. It demonstrates intent. Make yourself the prime candidate. Energy and intention, while highlighting your ability to do the job, could be the thing that puts you over the top.

Try before you buy  

Have you ever considered a contract opportunity? We place a tremendous number of contractors in the mining and heavy industrial space. This is a great way to “try before you buy.” Many contract opportunities also allow you to transition into a full-time position after the completion of your contract assignment. You can really get a first-hand impression of your potential new company with a contract position.

Need help finding your next career move?   

So, if you’re ready to pursue a mining & heavy industrial job in 2020, we can help. With 35 years in business, Johnson Search Group recruits on both contract and permanent roles. We have a team of recruiters that specialize in several industries across the U.S. and Canada. Let’s work together to find you your next big career move!

contract staffing

Contract Staffing: The Benefits for Employers and Job Seekers

2019 was very much a candidate-driven market, and it’s no surprise that this remains true as we enter the new year. The unemployment rate is the lowest it’s been in 50 years, there are more job openings than there are people to fill them and, if you’re like most hiring managers today, you’ve felt the frustration and stress this can add to the workplace. While permanent, full-time roles are a majority of the job openings today, contract staffing can bring so many benefits to both job seekers and your teams. Here are some of those benefits and how your organization can capitalize on them in 2020.

Benefits to the client

Quick hiring process

If you’re looking to fill a position immediately, contract staffing is the way to go! Time to fill ratios for these positions is substantially lower than permanent roles. According to HireVue, the average time to fill a permanent position is 42 days. This is a huge problem because candidates are only on the job market for 17 days, so chances are you’re missing out on great talent!

“Try before you buy”

Hiring a contract worker is a great way to ensure the candidate has the right skill-set and fits well with your company culture. If the candidate isn’t working out, you can end the contract, or if they’re a great asset to the team, you can convert them into a permanent employee!

Cheaper than hiring a full-time employee (FTE)

As most employers are aware, employees are the most expensive asset to organizations with the highest risk. By hiring a contract worker, you reduce your costs associated with vacant positions, as well as the costs related to onboarding a permanent, full-time employee.

Staffing flexibility for projects and overflow

Hiring a contractor for a short-term project is a great way to get the work you need to be accomplished while not having to worry about headcount once the project is over. If you need workers with a unique skill-set or knowledge, this is a great way to tap that resource without having to invest in a full-time hire.

Benefits to the contractor

Contract workers can be a tremendous asset for your organization; however, contract assignments also benefit you as a job seeker. Here are a few reasons why a contract assignment is attractive to job seekers as well.

Quick hiring process

Yes, this is also a benefit to the temp employee. If you need a job immediately, contract positions are the way to go. You can typically start working as soon as you complete all necessary onboarding procedures. Essentially, you get to jump right into your next opportunity!

Try something new

This is an excellent way for a worker to see if the organization is a fit for them. In my experience, if candidates go in and do a great job for the organization they’re working for, they’ll often keep them on-board and convert them into FTE.

Adds diversity to your skill-set

Permanent positions, while great for the long-term, can hinder skill-set if you’re not continually taking on new challenges or responsibilities. Contract jobs are a great way to expand your skill-set and get exposure to other areas in the workforce. These skills can be great resume boosters and help make you a more valuable employee in the future.

Fills your income gap while searching for FT position

A contract job is a great way to earn income while you search for a full-time job. Searching for a full-time position can be a daunting task and usually takes much longer to get through the interviewing and onboarding process.

Want to discuss the possibility of contract staffing?

This isn’t an all-inclusive list for all of the benefits contract jobs have to offer. If you’re currently in need of a contract employee, contract job, or just would like to discuss the additional benefits of contract staffing, I can help! I have added contract employees to numerous banks and credit unions in the Pacific Northwest; I would love the opportunity to partner with more organizations and make an impact in 2020.

career change

2020 Vision: Put Your Career in Perspective

You’ve heard the stereotypical adage “new year, new me.” And while some might roll their eyes at this cliched idea of transformation in January, it’s actually the perfect time to reevaluate your career goals. If you have even briefly considered making a career change in 2020, here are a few steps you should take this month to kick off the new year.

Evaluate your current position

Are you happy where you are now? Consider your role, level, company, and how your employer is currently utilizing your skills. If there’s any room for improvement, now is the time to consider a change. The labor market is as tight as it ever has been, and there are more job openings than there are available workers to fill them. So, whether you’re looking for an increase in salary, better benefits, or a challenge to push you to new heights, there are opportunities out there! 

Think about where you’d like to be

Make a list of goals. Jot down your target companies, and don’t be afraid to DREAM BIG! With how competitive the market is, the world is your oyster. Companies that may have seemed out of reach are now looking for team members just like you. Do your research! Compare mission statements, comb through social media, and talk to a recruiter. Your perfect opportunity is probably out there; you just don’t know it yet!  

Define what’s important to you 

Make a list of what you’d like in your next position. Include the obvious benefits such as salary, health insurance, and bonus structure, of course. However, you should also think outside the box. Many companies are looking for remote employees, allow flexible working schedules, and even offer additional perks like gym memberships. Keep in mind you might not be able to find a position that includes ALL of your dream benefits, but knowing what’s most important will help guide you in your job search.  

Now, are you ready to make a career change? Connect with a Johnson Search Group recruiter today to discover what could be on the horizon for your career in 2020.