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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.

on the job training

Degree or On the Job Training?

I have this debate every day. Every time I vet a job with one of my clients, I always ask what exactly “degree preferred” means on the job description. Does that actually mean the degree is required? Often it does, but there are still many companies and hiring managers who want someone who knows what they’re doing because they’ve done it.

I will tell you as someone who sources people for a living, if I could recommend a master combo, it would be a bachelor’s degree in your field with an appropriate amount of real-world experience. My ideal candidate for well over 50 percent of my salaried jobs is someone with a BS and 5+ years of experience in their field.

As a recruiter, people often ask me for career advice. My friends and family members ask me if they are wasting money, or if their children might be if they go take out a bunch of student loans to go to college.

A degree vs on the job training

I have placed new graduates with degrees in chemical engineering with base salaries above $70,000 annually and know their career paths have them on pace for $110-120k if they can continue to develop their skills over the next decade or so.

I know people who went to trade school with paid on the job training and are earning similar salaries. My advice is this, and it borrows from a time when my hands were a little dirtier from work: measure twice and cut once. Certainly, do the same thing with your career.

What is the degree you’re pursuing? What type of job do you hope to get? Run some searches for job postings and see if those are the types of degrees they are hiring. My experience shows that Chemical, Mechanical, and Electrical Engineering degrees, when pursuing a career in manufacturing, can help you achieve great career success. Essentially, before you rush into anything, spend some time researching potential career paths you want to pursue. Sometimes, a four-year degree will help with that transition. Other times, it may not be necessary. It just depends on what you want to do and where you want to go. But I will say this, there is a definite skills gap across the country, and employers are desperate for skilled trade labor.

Regardless, there are jobs galore in today’s market

So, if you have your degree or some experience under your belt, the companies I work with are hiring. If you are looking for a move or need to work with a recruiter who understands the kind of talent you’re working with, consider partnering with my team at Johnson Search Group. The market is tight, and we have dozens of exciting job opportunities available. Let’s work together to put your hard-earned experience to work.

onboarding process

How To Streamline Your Onboarding Process

In today’s tight labor market, qualified candidates are often juggling multiple offers. And even the smallest things can end up being deal-breakers when it comes to securing the talent you need. This is why it’s so important to have a streamlined onboarding process! Here are a few things you can do to ensure your onboarding process is smooth, and your new employees can make an immediate impact on your team.

Get Started As Soon As Possible

As soon as you present an offer letter to a candidate, your onboarding process should begin. Have your new employee complete any necessary paperwork or complete any tests as quickly as possible. Procedures such as background checks and drug tests can take some time, so it’s essential to prioritize them. The sooner the onboarding process begins, the sooner your newest team member is cleared to start.

Set A Start Date

Get a start date set in stone with your new team member first thing! If they are currently employed, assist them with giving their notice. And be sure to follow up afterward to make sure everything went smoothly! When you set a firm start date, it makes it easier for both you and your new employee to commit to that date.

Keep Open Communication

On that note, maintain communication with any new employees before, during, and after their start date. The more information they have, the better. The last thing you want is for them to accept your offer and then feel left alone on an island! Once they’ve started, establish a check-in timeline. Be sure to check-in with your employees after their first day to answer any questions, and every-so-often after that just to see how things are going!

If you follow these guidelines for a streamlined onboarding process, you’ll ensure a smooth transition for your new employees. They’ll feel welcome and motivated to take your team to the next level. Are you feeling behind in your recruiting and onboarding process? Contact us for more information on how we can help!

JSG Happy Thanksgiving

Happy Thanksgiving from Johnson Search Group!

This year, everyone here at Johnson Search Group has a lot to be thankful for. Our clients, our candidates, our friends and family, and a strong labor market, just to name a few. 2019 was a fantastic year filled with milestones, such as celebrating our 35th anniversary and being named to three more Staffing Industry Analysts (SIA) awards.

Thank you for partnering with Johnson Search Group

All of these accomplishments couldn’t have been possible without the support of our clients across the United States. We thank you for partnering with Johnson Search Group and trusting us to fill your critical roles. The labor market is holding strong in the last quarter of the year, and 2020’s job market is going to pick up right where 2019’s left – tight. We look forward to continuing our partnerships and bringing you the best candidates on the market.

We would also like to express our gratitude to our talented candidates. Thank you for trusting Johnson Search Group and our recruiting team to help you find the next step in your career.

Our team wanted to take a few minutes out of their busy schedules to share what they are grateful for this year.

Happy Thanksgiving

Happy Thanksgiving from all of us at Johnson Search Group! We hope you have a fun and safe Thanksgiving and holiday season.

Relocation

4 Factors to Consider with a Relocation

Being a recruiter in this tight talent market has been a whirlwind! I am seeing a massive need for talent from my clients and other organizations in the market. The unemployment rate is currently sitting at 3.6 percent, and we are experiencing the longest economic expansion in U.S. history.

One of my most rewarding placements this year was my first-ever relocation. When I spoke to my candidate initially, who was in Oklahoma, I asked what his career goals were and if he would be interested in a relocation across the country.

I am not too familiar with the landscape, culture, or communities in Oklahoma; however, my candidate expressed a strong desire to be somewhere that offers a great work-life balance and in an area that provides an exciting outdoor lifestyle for his family.

We understand all the factors in a relocation

Identifying the initial drivers of WHY someone is currently looking to leave their current location is an excellent indication of whether it will be a good opportunity for them. At Johnson Search Group, we pride ourselves in knowing the clients we work with and the communities they operate within. It’s our responsibility to be familiar with the communities, schools in the area, housing market, and other factors that may attract a candidate to that area.

Over 7 million Americans willingly move to further their careers each year. With today’s severe talent shortage, it may be time for your team to consider relocating candidates to fill your open positions. There are four major factors we consider when working with candidates that require a relocation.

Time

Is the candidate willing to move within a reasonable amount of time? Is our client going to move our candidate through the process quickly? Time kills all deals! Relocations are not for everyone. Therefore, we must ensure both our candidates and clients are committed to a relocation to guarantee a successful placement.

Family/Spouse

Is the family of our candidate on-board with the move? Are there extended family members who would have a say in whether our candidate is going to move, and is the spouse on board as well? Will the spouse also need to find work in the new location? When relocating a candidate, you are often uprooting an entire family. There are countless hurdles due to family we must address before moving candidates through the relocation process.

Salary

Is our client willing to pay for a relocation? And is our candidate within the salary range our client is willing to pay? Salary is usually the most significant draw or deal-breaker in a relocation. It can be challenging to navigate the financial aspect of a relocation. The cost of living usually plays a BIG factor in a relocation. That’s why our recruiting team always communicates this with our candidates before we submit them to ensure they understand what they will be making and how much it costs to live in their new home.

Location

Speaking of home, we have to make sure our candidates are on board with the location. We do our due diligence with the information our candidates share to give them the pros and cons of the area. At Johnson Search Group, we always want our candidates to be able to make an educated decision on the opportunity. We never submit a candidate to a job without them being 100% sold on their potential new location.

Let us help with your relocation

At Johnson Search Group, our team of recruiters works with relocations every day. We understand the challenges associated with a relocation and have relocated candidates all across the country. So, if you’re struggling to find candidates in your local talent pool, give us a call. We can discuss what a relocation can look like for your organization and how to successfully recruit candidates outside of your market. Or if you are a candidate looking to make a move to a new location, check out our job board. We have hundreds of opportunities across the U.S. that may be a perfect fit for you!

Relocating

Why You Should Consider Relocating Candidates

Many employers are finding themselves falling victim to the skills shortage. According to the  U.S. Department of Labor, 75% of surveyed employers reported a shortage of skilled workers. If your company is struggling to hire the talent your team needs, we urge you to consider offering relocation benefits. Here are three reasons why relocating qualified candidates could be the right solution for your company’s hiring needs.

Relocation Increases Your Talent Pool

With the talent market as tight as it is, it can be challenging to find qualified candidates in your local market. By opening up your recruiting efforts, the world becomes your oyster! You can find candidates with just the right mix of experiences and skills. Candidates from other locations will also bring expertise from a wider variety of competitors, bringing fresh and new ideas to your team.

People Are Willing To Move

According to data from the Census Bureau, more than 35 million people move in the U.S. every year, and about 20% of those people move to further their careers. Millennials are particularly prone to relocation and are 50% more likely to move for a new job than non-millennials. And people are willing to move to all sorts of different locations. You would be surprised at the number of candidates we talk to that are looking for a change of scenery; whether that’s to a more rural location, a bustling city, or a cozy suburb.

Relocating Helps Your Local Community

Bringing new people to your community is a massive boost to your local economy. New candidates often need a place to live, a school for their kids, and a place for their spouse to work. They also bring an influx of cash, which goes to supporting your local businesses. Many of the job seekers we speak to our looking to move to a new community that they can make an impact on. Sometimes, your community can be your biggest selling feature you can use to attract candidates that you simply cannot find locally.

Need assistance in formulating a relocation recruiting strategy? Our recruiting team here at Johnson Search Group is ready to go to work for you and your team. We have coordinated relocations for thousands of candidates and are passionate about bringing you the talent you need. Contact us for more information!