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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.

recruiter

What Kind of Help Do You Need

recruiter

You’ve decided to hire a recruiting firm that can get it done for your organization. However, when do you pull the trigger to seek assistance from a professional? Do you try for months to fill the roles yourself, and eventually, call a recruiter only after you’ve exhausted all your efforts? Are you going to wait until you see the strain taking effect on the rest of your staff and now you have multiple positions open? Do you think that candidates just haven’t seen the posting?

They do and have seen the posting for months. It sends them red flags as to why the position is still open. The reality is most of the candidates you’d want to hire are never going to be hitting the job boards. From past experiences, they believe their resume will just sit on someone’s desk in HR. Maybe the resume gets stuck in a keyword checking system, or candidates are worried that HR will call their current employer for a reference. And the best candidates for your open positions are not even actively looking for a new position. These are the type of candidates a great recruiting firm, like Johnson Search Group, has in their network.

You get what you pay for

Obviously, the fee using a recruiter is an important part of the equation. If your organization has service agreements with recruiting firms for a lower fee percentage, or you require a vendor’s list for recruiters, but they are not filling your critical roles, why would you expect to get better service for the same price? The reason the other firms are likely not filling your position or presenting resumes may be that they are just incapable, or they are filling your competitor’s roles instead, as they have a better agreement with them.

Ever heard the expression “you get what you pay for?” And isn’t the definition of insanity doing the same thing over and over and expecting different results? I am not saying go crazy, and there are things like budgets to consider, but have you considered the cost of vacancy for each day an open role remains unfilled?

The strain on your staff

Are you relying on someone else in your organization who has their own desk to run, to get your needs met? I can’t tell you how many hiring managers I’ve talked to that tell me to call HR when I have the perfect candidate they’re looking for.

Why would I want to do that? HR will just assume it’s a salesperson the hiring manager wants to pass off. If you want to see a candidate, let your HR department know that you want to work with a professional that can bring you the candidates you need.

You need a specialist who knows the criticality of your unfilled positions; a recruiter that specializes in your industry. Plus, one that has a great process, and can bring you qualified, pre-screened candidates who will actually start. Acceptance ratios, fill rates, references from candidates about their experiences… these are all things to focus on, not just the fee.

Think about it like going to prom. Would you go to an assembly line haircut company to get a memorable hairstyle? Just like with a critical role, wouldn’t you want to go to a specialist who will give you exactly what you want?

If you want to work with a recruiter that specializes in your industry, let’s have a conversation.

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!

Nick Crider, Account Executive:

Dear Santa,

For Christmas this year, since I really was so good, I would like the perfect candidates for all my job orders in order to win an awesome trip for reaching my annual goal! Also, a great head coach for my Green Bay Packers would be ideal (because they need to start winning some games)!

Thanks, Buddy!

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

Tracey Smith, Manager

Dear Santa,

If you could provide two more hours each day, my clients would be forever grateful! With the current employment market, our hiring managers keep telling me if they had two more hours in each day, they would be able to work in the time to interview more of my candidates. I always try to provide everything my clients want, even if it means working miracles. And I know you do that! Thanks for your help, Santa.

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

Smart Shopping: The Different Approaches to Recruiting

approaches to recruiting

Have you ever noticed the different habits of shoppers? Over the years I have noticed the parallels between distinct shopping behaviors (and their outcomes) with the world of recruiting. Here are a handful of the different types of shoppers that distinctly remind me of the different approaches to recruiting:

  • The shopper that’s always waiting for a sale. This is a 50/50 proposition. As often as it is successful, the item either ends up sold out or never goes on sale, so you just lose out.
  • The shopper that’s searching for the best product for the best price. Usually ends in a bit of extra work, but worth it in the end.
  • The shopper that sees what they want and buys it, without even looking at the price tag. The benefit is you get what you want, but sometimes pay more than you should have.
  • The shopper with the pie in the sky. They want a ‘purple unicorn’ and will accept no substitutes. There are options that come close, but they keep on looking because it’s not ‘perfect.’ Once in a while they get lucky and find one, but most of the time they are unsuccessful.
  • The shopper who may ideally want a purple unicorn but are willing to find a close substitute.
  • The shopper we see at the garage sales and flea markets who get in arguments with the vendors. They will not pay the ticketed price because they just HAVE to get a bargain. This, of course, results in sometimes getting a deal, but more often, results in just irritating or offending vendors.

As a recruiter, I am guessing you know where I am going in my analogy. Recruiting top talent offers many similar scenarios to the nuances of shopping, with often the same results.

Approaches to recruiting

The shopper that’s always waiting for a sale

You may find the right candidate, but you keep looking until you find someone who has the same qualifications, but is cheaper, or in this analogy, on sale. Often, when you finally decide to bite the bullet because you can’t find a sale priced candidate, the one you want has already been ‘sold’ to another ‘shopper.’

The shopper that’s searching for the best product for the best price

Looking for the best-priced candidate whose salary expectations are realistic takes a good process to land great talent but can be worth it in the long run. There are competitors who may pay more, so an efficient process here is key. A good process and a flexible salary range will show them you recognize their value. The candidate will feel appreciated.

The shopper that sees what they want and buys it

The person who sees what they want and doesn’t care about the price tag in the hiring world is rare indeed. They often get what they want and move quickly, and candidates are happy; however, you also run the risk of hiring a candidate who inflates their value, and therefore, their salary expectations.

The shopper with the pie in the sky

The purple unicorn shoppers will interview many and select none. They want a purple unicorn and will not even settle for a pink panda. I think we all know how this turns out.

The shopper willing to buy a substitute

Negotiating for the best deal speaks to both candidates and companies. So why, when a company gives you a low-ball offer, are we so offended? Recognize that the company may be trying to stretch their budget or hoping for a good deal. If you don’t like the offer, come back with a reasonable number and tell them how much it will take to get the deal done. If they don’t accept, walk away, if they do, everyone wins. Just don’t get bent out of shape because they are trying to get a great deal.

The yard sale shopper

And for companies who are looking to add talent, making a fair offer is paramount in the perception of your company and the successful acquisition of talent. If you know the salary expectations of a candidate and choose to interview them, pony up. If you don’t want to pay that rate, let the candidate and recruiter know up front what their experience is worth in the grand scheme of your business. Don’t string them or their recruiter along. Tell them what the estimated wage would be if an offer is forthcoming, so you don’t waste your time or the candidate’s time.

Work with a professional

As a hiring manager, you must make the best impression, negotiate fairly, take the best offer, and consider both sides of the equation. You may be surprised at the difference an attitude makes when recruiting new talent for your team. If you are shopping for great talent and want a recruiting firm that will negotiate fairly, give us a call to find out what it will take to get the best bang for your buck.

Let’s work together

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.

recruiting

Why Won’t My Recruiter Tell Me Which Company They’re Recruiting For?

recruiting

As a recruiter, I run into this question all the time. Why do recruiters often keep a search confidential? Why can’t you tell me what company you’re recruiting for? It’s my responsibility to place the best candidates with the best role for them. If you’ve ever wondered why the secrecy, here’s what’s going on from my position as a recruiter in the mining and heavy industrial industries.

It’s a private search

This happens a lot. I have clients who are replacing a current employee and it’s sensitive. I have to keep my search private so the candidate or someone within my client’s organization doesn’t catch wind of the search. Sometimes there are internal candidates who are not ready to step up, and we don’t want to lose them to advertising that fact.

Ensuring it’s a right fit

Most people are honest, and I honestly want to help you. If I know exactly what your strengths are, I’m not going to put you in a role that you can’t handle. Getting a resume before you see the job description allows me to ensure I’m fitting the right company and the right person together. It would be a lose-lose situation if I place you in a role that isn’t a good fit for either you or my client.

Why you can’t apply directly

I don’t want you to apply directly because it may hurt your chances of getting the job. By applying directly to the job, your resume just gets added to the heaping stack of resumes in my clients’ database. I am brought in to fill critical roles.

If I call you, I am already considering you for the role. I will directly represent you to the hiring manager. Instead of your resume getting lost in an Application Tracking System after receiving your permission, I pick up the phone and get your resume right into the hands of the hiring manager. I have a conversation with them and explain why they need to schedule an interview with you.

You may be working for the competition

Sometimes there is sensitivity associated with a hire, and I’m not at liberty to disclose new ventures until I’m confident we’re on the same page. You may be currently working for my client’s direct competitor. As a result, I cannot reveal all the details until I am positive you are a great fit for the role and are genuinely interested.