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.


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.


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.


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.


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!


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!

Candidate-Driven Market

A Survival Kit for Hiring in this Candidate-Driven Market

Yes, by all measurements, it’s a candidate-driven market. With 7.1 million job openings and 3.5 million voluntary quits, candidates know they can be more selective than ever deciding where they want to work. As a result, hiring managers out there are feeling the pain. It can be challenging enough just to find the right person with the required skill set that will fit in well with the team, but then to lose out to a competitor’s offer or counter offer is extremely frustrating! But not all hope is lost. Whereas you can’t change the market, you absolutely can increase your chances of landing the top talent.

Tighten up your hiring process

Remember that time kills all deals, so if you’re looking to hire, get serious about it. If you see a candidate you’re interested in, take action immediately. Make sure everybody that needs to be involved fully understands the importance of moving swiftly and make the initial contact asap. Simplify your interviewing process and use technologies like Skype and FaceTime to eliminate delays due to availability.

Ask the right questions

In addition to skillsets, education, and experience, knowing what the candidate is looking for in their next career move is equally important. Thus, take the time in your initial conversation to find out what they’re looking for. It could be something related to the company, the position in question, or the community. Whatever it is, if your company can offer those things, make sure to take the opportunity to sell it.

Work with an industry-specific recruiter

Traditional recruiting methods will net you the same candidates every other company has access to. Expand your net and tap into a pool of candidates you didn’t even know were out there. We’re in the market every day, talking with candidates, getting referrals, building relationships, and promoting opportunities with great companies. We have a large number of passively looking candidates that are not visiting websites looking for opportunities and not on LinkedIn. Instead, they trust us exclusively to find them an incredible opportunity with a fabulous company. Reach out to us today to better navigate this candidate-driven market.

trick or treat

Trick or Treat: Don’t Be Fooled By Your Candidates

As a hiring manager, you may be surprised by the following statement: October is the busiest month for hiring. Don’t believe us? There are currently 7.1 million job openings across the nation, and according to LinkedIn, October is their highest volume month for new job postings. And with an all-time low unemployment rate, the job market is the busiest it’s been in decades. So, if you’re trying to fill your vacant positions before the end of the year, here are a few tips so you’re not left with a trick instead of a treat.

Improve your hiring process

We say this a lot, and it’s worth mentioning again. As an employer in today’s tight market, you MUST improve your hiring process. Identify inefficiencies in your process and try to mitigate them. Take a 10,000-foot view of your process and see if there is any room for improvements or areas where you can speed things up. You cannot afford to move slowly with an unemployment rate of 3.5 percent. If you take too long, your candidates will simply ghost you and pursue another opportunity.

Eighty-nine percent of hiring managers are currently filling their open positions in less than four weeks. So, if your hiring process (from the first interview to a candidate’s start date) is much longer than this, you will probably experience some hiring hiccups in the Fourth Quarter. Speed up your process and get the candidates you need, or else they’ll find other opportunities.

Set clear expectations for candidates

You never want to spook your candidates away. Be upfront with your candidates from the very beginning, as communication is vital for a successful hire. Let them know what the next steps are and what you need from them throughout your process. Essentially, provide them with a roadmap of what’s expected.

Enlist help from a recruiter

As a hiring manager, you’re busy. You’re trying to finish up ongoing projects before year-end, work on budgets, as well as perform your typical day-to-day job. Let us take some of that stress off of your plate this season by helping you find the talent you need. Partner with a recruiter from Johnson Search Group. We promise to satisfy your candidate sweet tooth and bring you the top talent your team has been craving.

4th Quarter

4th Quarter Job Market Outlook

A recent LinkedIn survey revealed that October has the highest number of job openings on the LinkedIn platform. Moreover, the majority of hiring managers (89 percent) filled these roles in less than a month. So, as a hiring manager or human resources professional, how do these statistics affect you and your business? It means you have some competition! So, if you are one of the many companies having a difficult time filling your vacant roles, here’s how to navigate today’s job market as we enter the 4th Quarter.

Eliminate hiccups in your hiring process

In today’s labor market, it’s essential to have a streamlined hiring process. You simply cannot afford to take your time when making hiring decisions. In today’s world, candidates actively on the job market are juggling multiple interviews and potentially, several job offers. To ensure you aren’t missing out on strong candidates, schedule interviews quickly, have close communication with candidates, and send out official job offers immediately. Now is not the time to drag your feet and take your sweet time. If a great candidate interviews for an open position, extend an offer to them. Because if you don’t, another employer will, maybe even one of your competitors.

Utilize contract workers

Has your team ever used or considered hiring contract workers to fill your critical positions? Utilizing contractors is an excellent way to fill your critical positions quickly. When hiring contract workers, there are fewer obstacles to go through during the hiring process, and it gives you’re the opportunity to “try before you buy.” They help you keep production going while you continue to find a permanent person for the position. However, if the contractor works out well and is an excellent fit for your team, you have the opportunity to bring them aboard fulltime.

Plus, by using contractors, you avoid the costly cost of vacancies that can really hurt your company’s bottom line over time. This is especially true for all the employers out there with several job openings. So, by hiring contract workers, your team can keep your day-to-day operations running smoothly and avoid throwing thousands of dollars out the window due to the cost of vacancies.

Be active, not reactive

In today’s job market, you cannot be passively recruiting on your open roles. Unfortunately, with a 50-year low unemployment rate, you cannot post a job opening and sit back and relax. You must be actively recruiting on your roles if you need talent showing up at your door. It’s a candidate-driven market, and candidates can pick and choose which opportunities they pursue.

If your team simply doesn’t have the bandwidth to fill your open positions, partner with a recruiter that specializes in your industry. We have an experienced team of recruiters here at Johnson Search Group that are ready to find the candidates you need to keep production running strong in the Fourth Quarter. Ready to have a conversation about how we can help you compete throughout the month of October and beyond? Contact us today.

4th Quarter Job Market Outlook

4th Quarter Job Market Outlook
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!