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Myths About Contract Workers

3 Myths About Contract Workers

Contract Workers

You’ve probably heard at some point or another that the ‘gig economy’ – a marketplace of contingent or short-term contractors or freelance workers – is thriving. According to a recent study, more than one-third (57 million) of U.S. workers hold a contract position. Despite encompassing so much of today’s workforce, countless employers still don’t understand and see the value in hiring contractors.

Here are three of the most common myths about contractors and why your team should consider enlisting them.

They’re always looking for greener pastures

A common myth about contractors is that they are always looking for ‘better’ opportunities. And while that may be true for some contractors, most of them will finish out their assignment. Whether it’s three months, six months, or even a year, contract workers will typically stick around and help your company reach its production goals. In fact, many are working hard for the opportunity to earn a permanent position on your team.

They don’t have the experience I need

This is another misconception about contract workers that simply isn’t true. Contract workers can often have more experience than candidates who’ve only held permanent positions. However, it may be challenging to identify this. It can be tricky to understand the resume of a contract worker as it probably looks nothing like a traditional resume. For example, a contractor’s resume may be much longer than a standard resume because they probably have worked at numerous employers with a broad range of positions.

Or, since they’ve had some many positions, it can make them appear to be a job hopper. However, since contractors often work for numerous employers in various industries, there’s a good chance they are even more qualified than a ‘traditional’ candidate.

It’ll cost my company more money

Many hiring managers and employers believe that utilizing contract workers is too costly to their company’s bottom line. Again, this isn’t always true. Your organization can actually save money hiring contract workers instead of waiting weeks or even months to hire a permanent employee. If it’s taking you months to hire the right candidates, it costs your company more than you might think. The average cost of a vacancy is over $4,000 over a 42-day span. So, if you have a handful of positions and they’re vacant for months (which is often the case in today’s labor market), it’s costing your company tens of thousands of dollars.

And do you know what an efficient solution is to avoid these costly hits to your bottom line? Enlisting contract workers! Contract workers will help prevent hiccups in production and keep operations running smoothly. The best part about contract workers is if they’re adding value to your team, you can offer them to come on board permanently.

Partner with Johnson Search Group for your contracting needs

Contract workers are a great solution to your staffing needs in today’s tight labor market. If you are interested in utilizing contract workers, reach out to a recruiter at Johnson Search Group today! Let’s work together to find the talent your team needs.

Today's Job Market

How to Navigate Today’s Job Market

Today's Job Market

As most of you know, the labor market is tight. Business payrolls increased by an astonishing 195,000 jobs in August, well-surpassing economists’ predictions of 148,000 jobs. There is a lot of talk about an upcoming recession, but each month, more and more jobs are added in the United States. Plus, the total number of people claiming benefits in all programs for the week ending August 17 was 1,639,60. That’s a decrease of over 4,000 claims from the previous week and almost 9,000 from the same time last year. In other words, the job market is strong.

However, as an employer, this can be tough. If you are struggling to fill your critical roles, here are a few tips to help your team navigate today’s job market.

Move quickly

In today’s market, regardless of your industry, your hiring team has to have a sense of urgency. Frankly put, you don’t have time to mess around and be picky when candidates are only on the market for an average of 17 days. Don’t believe me? Listen to Krista Portolesi, one of our executive banking recruiters:

If talent is only on the market for 17 days, your organization must make a decision and onboard your candidates faster than the market average of 42 days. The longer your hiring process takes, the more you will struggle to fill your critical positions.

Be proactive

In this tight market, you cannot be reactive as an employer. You must identify your hiring needs before they become pitfalls. The last thing you want is to be unaware that your team or department lacks the talent it needs to keep up with production. If you’ve identified a hiring need, act now before it costs your bottom line. The average cost of vacancy (at an average of 42 days) is $4,129. That’s four grand you could have allocated towards a new software or piece of equipment. If there is a hiring need on your team, fill it now, or those cost of vacancies will start adding up really quickly.

Work with a recruiting firm

If your hiring process needs a helping hand, why not reach out to a recruiter? At Johnson Search Group, we have talented recruiting professionals that specialize in your industry. We know the market trends and genuinely understand your hiring needs. We have heard time and time again from employers that they are struggling to fill their critical positions – sometimes even taking months to do so. So, instead of worrying about meeting production goals, give us a call and let us help you navigate today’s job market.

Credit Union Jobs

3 Most Wanted Credit Union Jobs

Credit Union Jobs

Credit Unions have changed their strategies and landscape over the last decade. As I recruit for financial institutions, I’m discussing the hiring pain points of many hiring managers in today’s tight market. These are the top three credit union jobs my clients are in need of in this candidate-driven market.

Loan Officers

According to the Bureau of Labor Statistics, employment for Loan Officers is expected to grow 11 percent from 2016 to 2026. Loan Officers have a significant impact on revenue, especially if they farm that customer relationship. If a Loan Officer gets a customer to switch over to the bank or credit union for all of their banking services, they will generate more revenue for their employer. So, whether it’s a Mortgage, Commercial, or Consumer Loan Officer, this position is essential to financial institutions all over the country.

Information Technology

Just 15 years ago, more than half of all banking transactions transpired inside of banking branches, face-to-face. However, that number fell to below 10% in 2019. Financial institutions are continuously needing to make the shift to keep up with the digital era. Therefore, the need for specialized IT folks is in high demand. We see positions often anywhere from Help Desk to System Administrators, all the way up to CIO positions.

I personally am seeing numerous IT changes emerge throughout my clients’ teams. The great thing about these candidates is that their skills are transferrable across any industry! In other words, there are tons of great IT professionals out there. However, they may be difficult to recruit in today’s challenging job market without partnering with an expert. My team and I have a wealthy network of IT professionals with banking experience. And they are exclusively looking for their next opportunity through us!

Financial Analysts

Similar to the first two positions, employment for Financial Analysts is expected to grow 11 percent from 2016 to 2026, according to the Bureau of Labor Statistics. There aren’t a plethora of candidates with this skillset, typically because my clients look for someone with banking or financial services experience.

Let us help you navigate this tight market

If you’re a hiring manager at a Credit Union, I’d love to have a conversation about the candidates I’ve been working within these areas. Or, if you’re a candidate looking for your next opportunity, reach out to me and my team! I would be happy to discuss any opportunities.

hiring process

How to Get the Candidates Your Team Needs

hiring process

If you are like many other employers, it’s becoming incredibly difficult to find talented candidates to fill your open positions. The U.S. Department of Labor recently released a report demonstrating that nine different states have record low unemployment rates. So, are you one of the many employers’ struggling to navigate today’s tight labor market? If so, here’s how to streamline your hiring process.

Speed up your hiring process

The first (and most important) step to successfully recruiting candidates to your team is to speed up your hiring process. And we’re not just talking about getting the job description posted! Think about the entire process, from the beginning to the candidate’s start date. The average time to fill across all industries is 42 days at an average cost of $4,129. The longer your process, the longer your job vacancy will be, and thus, the more money your company is wasting.

Gone are the days of bringing candidates back for three or four interviews and taking your sweet time. In today’s market, employers do not have that luxury. Try to find areas throughout your process to eliminate time or unnecessary steps. If you can remove a phone screening and move straight to an onsite interview, do it. Cutting out unnecessary steps will save you time, money, and ensure you’re getting the talent your team needs to keep producing.

Make decisions quickly

Eliminating redundancies and inefficiencies throughout your hiring process is critical. However, the interviewing process is only just the beginning. Once you and your team choose a candidate, you must make an offer and agree on a relatively soon start date. In this market, if you take your time to extend an offer after the final interview, you’ll likely miss out on a great candidate. It’s a candidate-driven market. That means candidates have options (and lots of them!). The more time before an offer is extended, the more time candidates have to explore additional lucrative job opportunities.

The same thing goes with excessively long start dates. If you make an offer to a candidate and set a start date for a month or more down the road, your organization runs the risk of missing out on your hire. Even if a candidate accepts your offer, a lengthy onboarding process grants them the opportunity to check out other jobs or receive additional offers. In this job market, candidates may move on if they find a job that may offer better benefits, a higher salary, or is more appealing to the candidate. Make your decision quickly and onboard efficiently to ensure your candidates don’t jump ship or ghost you at the last second.

Ask a recruiter for help

Having trouble identifying areas in your hiring process that need improvement? Don’t worry; you’re not alone. It can be challenging to find areas to improve to ensure you’re getting the best candidates possible. If you need a hand finding areas in your process to improve, reach out to one of our talented recruiters today. We can go over your hiring process with you and help find ways to streamline your process and ensure you have the talent needed to keep producing. Reach out to Johnson Search Group today and let’s work together to fill your critical roles.

contract staffing

Contract Staffing: The Key Hiring Strategy Your Bank Is Missing Out On

contract staffing

The current hiring market for the banking industry is extremely competitive. One of the best ways to get a leg up on your competition? Incorporate contract staffing into your hiring strategy! There are many benefits to hiring contractors, for both you and contractors. Moreover, contract staffing can be utilized in almost every department of your organization. Having partnered with several top credit unions and banks in the Pacific Northwest, I can attest that the need for contract staffing will only continue to drastically increase.

Contract staffing is everywhere

According to the American Staffing Association, America’s staffing agencies and companies employ 17 million contractors each year. Additionally, one-third of those contract employees end up receiving a permanent job offer from the company they are on assignment with.

Almost half of employers utilize contract staffing for IT positions

The need for contract staffing in financial services and banking covers a range of positions; from administrative duties to the mortgage department and even one of my specialties, IT. For example, according to Interactive Business Systems, 48% of companies have used a staffing agency for IT-related job functions. The era of digital banking is here and the need for talent in those areas is increasing.

According to Ernst & Young, “A recent study found that 62% of senior leaders in the banking industry believe that the digital talent gap, or the disparity between the supply of qualified people with digital expertise and the demand for those candidates, has been widening in recent years. As the needs of banks change, they will sharpen their focus on recruiting people with specific technology expertise.” In other words, there is a talent gap in the banking industry for exceptional IT professionals.

Mortgage loan professionals are great for contract staffing

My clients find that their need to hire support staff increases as the number of mortgage loan applications fluctuates throughout the year. Typically, I recruit very heavily for banks and credit unions at the beginning of the year to beef up their mortgage support teams. These contracts range anywhere from 6 months to one year. Thus, these assignments are just long enough to get them through their busy season. Fortunately, I have a large network of mortgage talent that I’ve built up over the years. This allows me to service the same clients year-over-year in accordance with their busy seasons.

Whether it’s a short-term contract or a long-term project you’re looking to hire for, I am happy to help! I understand the need for top-talent and the shortage of qualified candidates on the market today. Let me help you source contractors that are not only qualified but also excited about contract assignments!

The 3 Most Wanted Mining & Heavy Industrial Positions

Mining & Heavy Industrial

As a recruiter who specializes in the mining & heavy industrial industries, I navigate the ever-changing landscape daily – from interesting new clients and candidates to new job orders and hiring processes. So far this year, my team and I have noticed several trends throughout the labor market. Here are the top 3 most critical positions that we are seeing across the mining & heavy industrial manufacturing.

  1. Environmental, Health, and Safety (EHS)

Nearly every client of mine is looking for some sort of EHS Professional. These roles range in seniority, from specialists to global directors. EHS is certainly a must-need so far this year. With the importance of employee safety and environmental safety, EHS seems to be at an all-time high. Different states have different regulations to abide by. As a result, job descriptions and qualifications vary greatly from company to company. The good news is that EHS professionals are some of the best candidates to work with!

  1. Process Engineers

Oh boy, I swear everyone needs a Process Engineer. In fact, most companies are looking for several. With such a focus on continuous improvement projects throughout facilities, Process Engineers are in incredibly high demand. If you have a Chemical Engineering degree and six-sigma experience, get in contact with my team NOW! I believe every HR team is working on at least one Process Engineering position. This goes for just about all industries we work on including mining, aggregates, pulp and paper, and metal manufacturing.

  1. Instrumentation and Electrical (I&E)

The number one most wanted position in the mining & heavy industrial space has to be Instrumentation and Electrical. With mining and manufacturing doing so well in today’s market, everyone needs some sort of I&E position. From power systems to instrumentation and controls, this is by far the most critical role I have received across the board. Luckily, there are a good number of qualified candidates to fill these roles. It certainly wouldn’t be a bad time to have these skill sets and qualifications. In other words, I am seeing these candidates get great compensation packages. Electrical maintenance is a position I work on day in and day out. If you have an I&E background and are looking for a new opportunity, get in touch with me and my team.

Subsequently, if your mining or heavy industrial team has critical roles to fill in these areas, contact me today. I have a steady pipeline of qualified candidates ready to grow their careers and make their next move.

job market

How Good is Today’s Job Market?

job market

You’ve read the news and seen the reports. The labor market is competitive. But is today’s job market really as strong as people think it is? The short answer is yes! Here’s a brief overview of today’s job market and how to navigate it if you’re an employer.

According to LinkedIn’s May Workforce Report, gross hiring in the United States was 7.4 percent higher in April 2019 than in the year prior. And we are also experiencing an unemployment rate of 3.6 percent, which is a near 50-year low.

The labor market is really strong, and some industries are more competitive than others. To put this in perspective, the three industries Johnson Search Group specializes in (Mining & Heavy Industrial, Banking, and Healthcare) have all seen tremendous growth over the last 12 months.

Mining

The Mining & Energy industry has come back to life in recent years. Over the last year alone, the number of unemployed mining professionals has been cut in half from 39,000 to roughly 17,000 people. Moreover, year-over-year growth in the Mining & Energy industry is 4.9 percent. And over the last two months, the growth has been 2.2 percent, from April to May. In April 2019, the unemployment rate in Mining was just 2.4 percent, well below the nation’s average.

Banking & Finance

In April 2019, there were 12,000 Banking & Finance jobs created. And over the last 12 months, 110,000 jobs were generated in the industry. Average hourly earnings in the industry have also risen over the past year from $34.46 an hour to $35.53. The unemployment rate in this sector is well below the national average at 2.1 percent. The Banking & Finance industry has a 7.7 percent growth year-over-year.

Healthcare

263,000 Healthcare jobs were added in April 2019, overshadowing the average monthly gains of 213,000 for the last 12 months. Not surprisingly, the Healthcare industry has continued to grow rapidly over the year. The industry experienced year-over-year growth of 7.5 percent over the last 12 months. And this growth will keep climbing. Healthcare became the largest U.S. employer in 2018, and by 2026, the industry will add nearly 4.0 million jobs.

How to navigate this market

With how competitive the market is, it can be difficult to find the talent your team needs. It’s a candidate’s market and employers cannot afford to drag their feet when making hiring decisions. You must move quickly to ensure you secure top talent.

Have you ever thought of the costs incurred from a vacancy on your team? There are several hidden costs associated with unfilled positions at your organization. According to SHRM, the average open position takes 42 days to fill at a cost of $4,129. The cost of vacancies can certainly add up as good employees take advantage of this hot job market and move onto other opportunities. Many of our clients are incurring these indirect costs and don’t even realize the financial impact of unfilled positions.

If you find yourself in this same boat, have you thought of partnering with a recruiter? A recruiting company, like Johnson Search Group, will help you find the qualified talent your team needs quickly and help you mitigate these costs. We have a huge network of great candidates ready to make a move and make an immediate impact on your organization. Let’s have a conversation and help you fill some of those vacant positions.

searching for a new job

Searching for a New Job? Here’s What You Need to Know

searching for a new job

Are you thinking about searching for a new job? Or are you already actively looking for your next role? If so, now’s a great time to be on the hunt! Whether you’re fresh out of college or looking for the next step in your career, here’s what you need to know about today’s job market.

You have plenty of options to choose from

It’s a candidate’s market. You have plenty of options to choose from. In fact, according to the last JOLTS Report from the BLS, there are currently 7.5 million job openings. Pair that with a near 50-year low unemployment rate (3.6 percent) and you are in an ideal environment for your job hunt.

In this market, you don’t have to worry about a lack of job opportunities. Additionally, March was the 13th consecutive month of available jobs outnumbering the number of unemployed people who are actively searching. So, as a candidate, now is a great time to find an opportunity that’s right for you. You have the ability to take your time and be picky.

Your market value is strong

Your market value is robust (and will keep going up!). With more jobs than available workers to fill them, many employers are in desperate need of qualified candidates. Thus, a lot of hiring managers are willing to sacrifice certain skill sets or experiences because they need talent now. Thus, if you don’t have all the hard skills or background to do the job, you may be considered if you have the right attitude and soft skills to learn.

With such a tight market, you, as a candidate, may even see yourself with stronger compensation packages than you were expecting. Employers need good talent. And they need them immediately. You may be able to get a nice pay bump or better benefits by transitioning to a new employer. To illustrate, over the last 12 months, average hourly wages have increased by 3.2 percent, or $0.88 an hour.

Recruiters are here to help

In this competitive market, the best candidates are often the ones that are still employed. If a recruiter, like one from Johnson Search Group, reaches out to you about a new opportunity, hear them out. A recruiter will be your biggest advocate and help you tackle the hiring process. If find yourself searching for a new job, reach out to one of our recruiters today and let’s see if we can help you find your next opportunity!

Easter

How to Fill Your Easter Basket with Great Candidates

Easter

Today’s competitive job market is a lot like an Easter egg hunt. Many employers are on the hunt for fantastic candidates. And in this competitive market, it can be challenging to find the “golden egg” of a candidate. According to the latest JOLTS Report, there were 7.1 million job openings in the US in February. That’s a lot of job openings! But the tricky part here is that there are currently only 6.2 unemployed Americans. In other words, there are not enough eggs (candidates) to fill your basket.

No matter how hard employers search for qualified candidates to fill their open roles, they are coming up empty-handed. If you want to efficiently find great candidates to join your team, here’s how to ensure your search doesn’t result in an empty basket.

Stop hunting for golden egg candidates

Like with an Easter Egg hunt, there is often a golden egg; an egg that everyone is after because it’s filled with candy or has some grand prize in it. But in this market, employers cannot afford to be searching for that special egg. You can’t wait around for the “perfect” candidate to walk through your door.

If you find some good candidates that cross off most of the requirements on the job description, take a chance on them. If they have the right soft skills and a great attitude, you can easily teach them some of the hard skills that they may need to acquire.

Take a page out of Peter Cottontail’s book

There’s no time to casually stroll down the bunny trail. You have to swiftly hop down the trail to find the talent your team needs. In other words, you must move candidates along quickly. With more jobs than people to fill them, it’s a candidate’s market. Your team doesn’t have the ability to take your time throughout the hiring process.

Put together a competitive offer

In this market, you have to put together an attractive offer. You have to offer a competitive wage to ensure you keep your prospective candidates on the hook. According to the Bureau of Labor Statistics, hourly wages have increased 3.2 percent over the last 12 months, for a total hourly rate of $27.70. Wages have steadily been increasing the last year and if your company isn’t offering a strong compensation package, you may be missing out.

Now, we understand that you may have budgetary constraints when putting together offer letters. However, there are other things you can offer besides money to entice candidates. If you can’t offer more money, try offering better benefits, including more vacation days or better work flexibility. In fact, Millennials, the largest growing workforce population, are willing to take an annual pay cut of $7,600 for a more desirable work-life balance and better work culture. So, if offering more money is out of the question, there are other ways to gain the interest of candidates.

Don’t go hunting alone

In this market, it may be difficult to fill your basket with the candidates your team needs. But you don’t have to go hunting alone. Partner up with a professional! Johnson Search Group is here to assist you with your search. Team up with a recruiter who knows the ins and outs of your industry, your organization, and your community. Let’s work together. Happy hunting!