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Golden Rule

The Golden Rule of Recruiting

You’ve heard of the Golden Rule, right? Treat others the way you would like to be treated. It’s a simple concept to grasp. Treat people with respect because you also want to be treated with respect. However, this rule doesn’t often appear in the world of recruiting. In today’s candidate-driven market, job seekers have tons of opportunities to pick and choose (7.3 million openings to be exact). With so many job openings, job seekers have plenty of options, and thus, often drop out of the interviewing process to pursue another opportunity.

And that’s not a big deal. We understand. At Johnson Search Group, we are always rooting for the candidates we represent. If you are presented with a better opportunity, we don’t blame you for pursuing it! We want what’s best for you, and if that’s another opportunity, then that’s fine. All we ask is if you be honest with us.

Just be honest with your recruiter

Recruiting is hard. We spend hours upon hours to ensure you’re adequately prepared for the entire interviewing process and are fully committed to your success. So please, if something else comes up, just be honest. Yeah, we might be bummed that we no longer get to place you with an excellent job opportunity, but we’ll be excited for you and wish for the best. So, you can stop the ghosting and the lies and just be upfront about it – we’ll respect your decision!

At Johnson Search Group, we’ve heard some crazy stories from our candidates when they decide to drop out of the hiring process. Medical emergencies, family incidents, car issues, or worse, we just randomly stop hearing back from you. And while some of these are definitely true, we know some of these are lies. We get it; it’s hard to tell someone no or turn them away. You are afraid of how a recruiter may react to your decision. However, we talk to thousands of job seekers each week and can pretty much always tell when a candidate is being dishonest. And if you are dishonest with us, we unfortunately probably won’t work with you in the future, no matter how skilled, educated, or qualified you are.

Remember the Golden Rule

So please, be honest with us because we promise always to be honest with you and communicate with you each step of the way.

Why Should You Work With A Recruiter

Why Should You Work With A Recruiter?

If you are a human resources professional or a hiring manager, you probably get calls from recruiters regularly. Some of you may have used them in the past, while others have never even considered partnering with a recruiting firm to fill your critical positions. And if you fall in the latter of the two groups, have you ever taken a moment to ask yourself, “why should I work with a recruiter?” Well, if that’s you, here are a few reasons why you should consider partnering with a recruiter in today’s tight job market.

You probably don’t have enough time to recruit

If you are like most of the organizations we speak with, you are juggling a handful of open positions. Some of our clients have dozens of open positions, and thus, just don’t have enough hours in the day to recruit. We get it! If you’re in human resources, hiring is probably not your only (or even most important) task. And if you’re a hiring manager, you have your own job to worry about and cannot spend all day sifting through resumes.

If this sounds like your department, give a recruiting firm, like Johnson Search Group, a call. We will do the heavy lifting for you, so you don’t have to spend your entire day searching for candidates. In other words, we’ll find candidates that are not only interested in your position, but someone qualified and ready to make an impact on your organization.

We have a deep pipeline of candidates

We spend all day talking with candidates across the nation. Our candidates (in both big and small markets) are ready to move, and possess various backgrounds and skillsets to perfectly meet your hiring needs. Before we ever submit a candidate to your team, we vet them to ensure they are a good fit for the position and your culture. We interview them and ensure their resume matches their background and we’ll never submit a candidate that isn’t qualified for your role. We promise to never present candidates to you just to fill a vacant position. Our team doesn’t like wasting your time or ours. Therefore, you can count on us to submit candidates you will want to bring on board.

We will get your jobs more exposure

At Johnson Search Group, we work with companies of all different shapes and sizes. Some of the companies are mid-size, while others are fortune-500 companies. If your organization is on the smaller size, it can be challenging to compete with larger organizations in your market. (Especially with 7.1 million open positions across the nation!) However, when you partner with us, your footprint gets exponentially bigger. We have dozens of different recruiting tools, we post our jobs on multiple platforms, we make hundreds of phone calls each day, and we have a dedicated team of recruiters that specialize in your industry. What more could you ask for?

If you want to take your recruiting to the next level, reach out to one of our recruiters today. We are ready to get to work on your critical roles and fill your vacant positions to help your team end the Fourth Quarter on a strong note.

We Simply Get People Hired

We Simply Get People Hired

When we talk about what we do as recruiters, we simply get people hired. The same way your cell phone is simply purchased and used to make a phone call. It’s a straightforward concept, but there’s a reason why only a handful of firms continue to emerge as the best of the best. According to the American Staffing Association, there are 20,000 staffing companies in the U.S. with combined 39,000 offices.

A lot is going on behind the scenes. When you partner with a recruiter at Johnson Search Group, you’re getting the technical expertise and refined processes tailored to fit your specific needs. We design our process to get you the skillset, attributes, and candidate experience to help you meet your hiring goals.

Take a look at the numbers

Over the last 35 years, JSG has consistently been named to several prestigious industry lists, including SIA’s Fastest Growing, Largest Firms (in the U.S. and Canada), and notably this year, the 13th Largest Engineering Staffing Firm in the U.S.

I work with a very passionate group. We are committed to doing what it takes to bring the talent our clients need. Currently, JSG has over 4,000 hires in the last year. However, we represent only 0.1% of the offices in the country; operating only around 40 of the 39,0000 staffing offices here in the states. These numbers show our dedication to staffing and recruiting only the best for our candidates and clients.

We work to provide quality over quantity

If you don’t want a better and faster hiring process, we might not be the best recruiting firm for you. Or if you are looking to comb through 100s of resumes on one position, again, we might not be the best fit.

We work diligently to do the work behind the scenes. We thoroughly vet candidates to fit your requirements and present to you the best possible talent on the market. So as far as it pertains to your next hire, if you partner with JSG, all you need to know is we simply get people hired.

We want to do the hard work so that you can meet your hiring and production goals. Reach out to one of our experts in your industry today; let’s work together to get your team the talent you need to head into 2020 confidently.

hiring

The Ultimate Hiring Playbook

hiring

As the summer sun starts to wane, you’re probably already looking ahead to next year. You may be contemplating the goals you want to accomplish, how much you’d like to grow your team, and even how you can streamline operations. No matter what’s on your mind for 2020, there’s no doubt that hiring will play a big part in your strategy! And in a candidate-driven market, it can be overwhelming to strategize how your company will compete for the top candidates on the market.

But don’t worry… we’re here to help! The JSG blog is full of expert hiring advice from those that really know best – our recruiters. Here are some of our most recent resources to help you prep for hiring an outstanding team.

3 Soft Skills You Need To Hire For

While every company and hiring manager will want to look for different traits, we’ve listed 3 of our top soft skills to look for. Read More

How To Get The Candidates Your Team Needs

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. Read More

Is Candidate Experience Hindering Your Hiring?

One of the main factors affecting your company’s ability to attract and retain qualified talent is your candidate experience. These are the make or break steps throughout your hiring process. Read More

The Best Way To Interview Candidates Over The Phone

When interviewing candidates remotely, it’s important to maximize the opportunity and get all the information you need. Follow the link for a few things to keep in mind when you schedule your next phone interview. Read More

3 Tips For Maximizing Your Hiring With A Recruiting Firm

Follow these tips, and you’ll be able to hire the talent you need and establish a long-term working relationship with your partnered recruiters. Read More

What Today’s Talent Really Wants

When thinking about your recruiting strategy, be sure to push the boundaries of “standard” job offering by incorporating some of the following elements. Read More

These Interview Questions Will Reveal The Most About Candidates

When interviewing candidates, not every question is created equal. A focused list of purposeful questions can reveal a lot about a candidate and how they’ll fit into your open position. Read More

How To Attract Millennial Talent To Your Organization

By 2025, Millennials will make up 75% of the workforce. So what can your team do to secure this majority workforce? Read More

How Good Is Today’s 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. Read More

Recruiting Firm

3 Tips For Maximizing Your Hiring With A Recruiting Firm

Recruiting Firms

If you’ve made the decision to partner with a recruiting firm, you’re already on your way to securing qualified candidates ahead of your competition. However, there are a few things you can do to get the most out of your relationship with an experienced recruiting firm. Follow these tips and you’ll be able to hire the talent you need and establish a long-term working relationship with your partnered recruiters.

Be open to advice

Consider why you decided to partner with a recruiting firm in the first place. In an effort to focus your time and passion on what you do best, you hire a professional team to fill your critical needs. So, it’s essential to your success as a team to lean on our experience and expertise. We spend thousands of hours researching the labor market and hiring statistics specific to your market. We know exactly what the cost of vacancy is for your team, what the cost of living is in your area, and how quickly you need to make an offer in order to secure the candidates you need. If you’re open to advise from your recruiting firm, it allows us to go to work for you as quickly and efficiently as possible.

Go in-depth on your expectations

The more information you can share the better. Don’t be afraid to get in-depth about the role, your team, and your company as a whole. We can be more successful in recruiting passive candidates if we have all the details about what makes this position great. Do you offer a flexible working environment? Is your department more team-oriented? Does this role require extensive experience in one area? Our favorite thing to do is to sell how awesome your company is, so this is the perfect time to pull out the humble brags!

Communicate effectively

Above all, effective communication is key to a successful relationship between you and your recruiting team. From our first call to closing the offer, the more open the lines of communication, the better. If a candidate’s experience quite didn’t match your expectations, detailed feedback will allow us to find someone who will. Did you have a stellar interview with a candidate that knocked your socks off? The sooner we know, the sooner we can pass that information along, which will set your company up for success. Especially if the candidate is juggling multiple offers.

Ready to take your hiring to the next level? Partner with Johnson Search Group to hire the qualified candidates you need to help your team succeed. Contact us today!

How To Attract Millennial Talent To Your Organization

How To Attract Millennial Talent To Your Organization

How To Attract Millennial Talent To Your Organization

Many well-established companies find themselves with a new problem these days: how to attract fresh talent with new skill sets and new ideas. By 2025, Millennials will make up 75% of the workforce. Organizations are now having to change their approach to attract and retain these young candidates. So what can your team do to secure this majority workforce? Here are a few dos and don’ts for hiring Millennials.

Don’t Go Overboard On “Years Of Experience Required”

A long list of requirements is a huge reason that companies miss out on extremely talented candidates. While the Millennial generation might not have 3-5 years of experience, they bring a host of other skills to the table. Consider things like modern education, internship experience, and self-education. Younger candidates may be able to prove value beyond strictly years of experience. Leave the job description as simple as possible. Then, during the interview, you can determine if the candidate will be a good fit.

Paint A Picture Of Company Culture Throughout The Interview Process

Millennials like to know what they’re getting themselves into. By showing them the culture of the company and team early on, they start to picture themselves fitting in. One of our favorite ways to do this is by getting your whole department involved. When a candidate comes on site, show them the workspace and have them meet with other team members. Be sure to include any fun events or extracurriculars you participate in. These can range from the occasional team happy hour, to holiday parties, to how you get involved in the community.

Think About Offers Holistically

Younger generations prioritize holistic offer packages. This means they’re looking for benefits like comprehensive healthcare, generous paid time off, and flexible work-life balance. Competitive salaries are still essential to a great candidate offer. Millennials just desire much more than just a steady paycheck. In fact, the average Millennial is willing to take an annual pay cut of $7,600 for a more desirable work environment. The companies that are currently winning the talent war go out of their way to take care of their employees.

Don’t Incorporate Slang Into Professional Settings

It has been proven that businesses using slang is a huge turn off for young professionals. They view it as insincere and inauthentic, and it comes across as force-fed. While this talent market may be young, they still want to be treated with respect! Keep your job descriptions and communication professional.

Merry Christmas

Dear Santa, Our Recruiters Have Some Requests

Merry Christmas

Dear Santa,

It’s been almost a year since we last sent you our Christmas list here at Johnson Search Group. And we were so pleased with what you brought us last year that we had to write another list this year!

This year, we were able to place tons of candidates with great companies and continue to grow Johnson Search Group. We broke records, started new marketing campaigns, and added a few new faces to our growing team. 2018 was filled with great ups and some downs, but as we get closer to the holiday’s, we’re getting very excited to see what you bring us. Because to be honest, we’ve been even better this year! So, if you’re able to bring us some Christmas cheer, here is our list.

Perry Paden, Senior Vice President of Johnson Search Group

Dear Santa,

There is one thing I would like you to bring to our office this Christmas. If you can bring everyone the realization that they can reach their full potential in 2019 that would be fantastic!

Mining’s Christmas List

Dana Belstler, Manager:

Dear Santa,

This year for Christmas I would like to ask for a prosperous year for all! Especially, all of us here at Johnson Search Group who I see every day working hard to hit their goals, and help their clients find the perfect candidates. I’d also like to continue meeting and working with the great people in the Mining industry!

Ken Heller, Account Executive:

Has it been a year already? Wow. First, let me thank you for kindly bringing me what I asked for last year. Over the last 12 months, I’ve been able to build some fantastic relationships with Mining industry leaders that I value greatly. This year, I’d simply ask to grow those relationships and add new ones.

Merry Christmas!

Alex Price, Team Lead – Mining:

Dear Santa,

For Christmas this year I want a new client with a lightning fast hiring process and the Seahawks to win the Superbowl. If you can bring me this, I promise to be so good in 2019!

Thanks, Santa!

Jeremy Johnson, Account Executive:

A bigger toolbox for the garage. If they make one with a fingerprint so all my tools are always right where I left them, that would be great! I’m kind of leaning toward a framed in piece down the center aisle that the drawers can open to either side. So, if you can swing that Santa, I’d really appreciate it! From a work standpoint, I’d like to have the chance to make impacting hires. Seeing people I placed getting active online and enjoying their new career is always rewarding.

Banking’s Christmas List

Tracy Isakson, Manager

Dear Santa,

I would really like two things for Christmas: the US banking market to continue to do well and banks to continue to hire (especially my candidates). If you can do this for me, I would truly be filled with joy! Have a great Christmas, Santa.

Krista Portolesi, Account Executive

For Christmas this year, I would like to help a new financial institution by placing top talent in their organization, a full night sleep, rock-hard abs, and a new immune system that works. All jokes aside, I hope each and every person I’ve spoken to this year has a great Holiday with their loved ones. Cheers to 2019! And thanks for everything, Santa!

Healthcare’s Christmas List

 

Michelle Smith, Account Executive

Dear Santa,

If you could send me new clients that would be happy to have great candidates I am currently working with, I would be ecstatic to help add to their teams! Oh, and if you could maybe fit a new horse in your Santa bag, I would greatly appreciate that! Thanks, Santa!

RaChelle Pederson, Account Executive

Dear Santa,

Since I have been a perfect angel all year, I would greatly appreciate it if everyone I contact would be excited to hear from me and realize the value I bring to their company. I also wish that each one had a job order they wanted me to fill immediately and understand the heart and dedication I put into placing quality candidates for their organization. I do not want to be greedy, but I would loooooooove when given job orders, that the perfect resume would pop up in my email instantly! However, what I wish for the most is everyone will have their best Christmas ever!

Merry Christmas from Johnson Search Group!

Santa, we know some of these may be hard to fit in your bag, (especially, the Seahawks winning the Superbowl…) But! You haven’t failed us yet, and with us all working so hard this year, we know you won’t leave us hanging. We hope you have a Merry Christmas and we can’t wait to see all the amazing goodies you bring us and everyone else this year!

Recruiting Methods

Why Traditional Recruiting Methods Aren’t Working

Recruiting MethodsMost companies are having a hard time in today’s job climate filling their critical positions. This may be because their traditional recruiting methods of finding talent aren’t working.

With the unemployment rate nearing the lowest it has been in over 18 years, seeking out great talent is difficult.

More Jobs Than Workers

In the latest reports, the amount of positions open to be filled has well surpassed the number of people the Bureau of Labor Statistics says are unemployed. This obviously causes a huge problem for businesses for multiple reasons: One being other employees are having to pick up the slack, without receiving any benefit from it. This, in turn, can generate more open positions because employees know they have options. And if the price and position are right, they will move.

So now, companies are having to make a choice: Either raise wages or risk losing internal and external candidates to other opportunities.

It’s a Buyer’s Market

With candidates knowing they have options, it leaves companies vulnerable to losing their good talent if they feel unappreciated. But it also causes a problem for companies that are searching to fill positions. Candidates are not just looking at one offer nowadays; they are looking at multiple.

Which leaves your company vulnerable to being ‘ghosted’ by great candidates who found an even better offer. Traditional methods simply aren’t helping you lock down the candidates you want.

This Market is Costing Employers

An annual report in June 2018 illustrated that workers received their largest wage increase (of 2.8%) in nearly a decade. This means employers are having to offer higher wages to attract and keep qualified candidates. With this hike in salaries, it’s putting more pressure on good companies to fill their currently vacant roles.

And it’s making them either increase their salaries or find another way to recruit good candidates. The environment is causing a lot of stress for companies but thankfully, there is a great option for them.

Partner With an Expert

As you’ve read, job boards and the traditional recruiting methods for finding great candidates aren’t working anymore. But that’s what JSG is here to do. We work solely for our clients to find them the best candidates for their positions, so they don’t have to. We know that our clients are just as busy as we are, and they deserve to have experts pushing their companies forward while still filling their critical roles.

With JSG’s expertise in our current job climate, we can help your company with those critical positions that desperately need to be filled. By partnering with an expert, we take stress off you, but we also take stress off your current employees who are having to do extra work just to keep things moving.

Traditional Recruiting Methods Are Not As Effective

traditional recruiting

Why Aren’t Traditional Recruiting Methods Working for Me?

traditional recruiting

Whether you’re a hiring manager or a candidate looking to land your dream job, you’ve probably been impacted by today’s surging job market. More than 600,000 workers re-entered the job market last month. And the low unemployment rate has been hovering around 4% all year. With this tight market, traditional recruiting methods may not be as effective for both candidates and clients.

Candidates

The stars have aligned, perhaps you are actively looking, or have a search alert, and the job you’ve been searching for is available. Maybe it’s the company’s reputation, the location, or a combination of the two. You’re directed to apply to a portal on a job board and you receive your confirmation email. Time goes by and you never hear another word. They must have filled the role or didn’t think you were a good fit, right? Not necessarily.

Companies are so busy with growth that they are struggling to find the time to review every submitted resume.

Picture this vicious cycle a contact in an underground mine recently told me: Due to a long-standing vacancy, he and his crew are working overtime. Because of the lost time at home, everyone’s tired, and there’s a risk of losing more good employees. The hiring manager has to do his own job and now has had even more added to his plate by the vacancy. Somehow he has to spare some time to filter through mostly underqualified applicants. The result of this situation could net even more open positions. People are falling through the cracks.

HR departments and hiring managers are swamped. Many of them need help filling their most critical positions. If you, as a candidate, just submit your application on a job board, there’s a good chance you may never hear back.

Companies

More companies are reaching out to recruiters directly for help because traditional recruiting methods are no longer netting the results they desperately need. Companies are opening and reopening closed locations. With more job openings than available workers to fill them, there’s more demand for talent and less talent to be had. Finding qualified individuals willing to make a transition from the job they already have, just isn’t exciting enough to beat the drum to get resumes rolling in. There has to be something going on outside of just trading companies to facilitate this. A catalyst, if you will.

We are always managing our pool of qualified candidates. We here at JSG’s use our proprietary talent network, to have real-life conversations with real-life people. Understanding what excites candidates makes a big difference. Especially, when it comes to relocation.

Building strong relationships with our skilled candidates and having more in-depth conversations with them is key. It allows us to bring qualified candidates directly to the hiring manager’s desk. As well as, freeing up a lot of time for our client’s HR departments and hiring managers by doing the heavy lifting for them.

Partner with a recruiter

The job market isn’t the same anymore. Traditional recruiting techniques aren’t as effective. So, it may be time to look at streamlining your recruiting process by partnering with a recruiter.

opportunity

Opportunity is Calling – Where Are You?

opportunity

As recruiters, when we are conducting searches for top candidates for our clients, we virtually make thousands of calls. Some of those calls lead to messages like: “You have reached a number that is no longer in service” or “the subscriber you are calling has a voicemail that is not set up or the mailbox is full.” You’d be surprised with how many numbers end up being incorrect on resumes. Or when they are correct, I often hear “The subscriber you are calling is not accepting calls at this time.” The list goes on and on.

Everyone knows the old saying, “Opportunity only knocks twice in a lifetime.” So how many times does it ring, and how many people are missing out on that one significant role that could change your life or the lives of others? If you want to be offered the next big thing in your career, you must be prepared to answer the door.

Tips for not missing that ring:

  • Have the correct phone number and email address on your resume. Not a day goes by that we don’t see this one. I can’t even tell you how many wrong numbers I’ve called trying to get ahold of a candidate for a stealer job opportunity.
  • Add a contact number when you leave a message. This has become a lost art. Leave a callback number so I can quickly get in touch with you if I miss your call.
  • Set up your voicemail. If you put your contact number on your resume, WHY would you not set up your voicemail? If I can’t leave you a voicemail, how can I tell you about this amazing opportunity?
  • Empty your voice mailbox. What else can we say about this one? If your voicemail is full, I can’t leave you a message.
  • Always have an updated resume. It is easier to update your resume periodically than to always have to rewrite it.
  • If you can’t answer your phone, set it up so it will go to your voicemail or forward it to a message phone. Have someone that is reliable and willing to answer the call and take a message on your behalf.
  • When you only have an email on your resume to contact you, reply back. I understand that some candidates do not want to receive calls. It is common courtesy to reply, even if you are not interested or available for the role. Trust me, I will stop bugging you sooner if you let me know you’re not interested!

These are a few ideas that should help the next time you are wondering why you are missing out on that next missed opportunity.