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Recruiter That Specializes in Your Industry

Why You Should Use A Recruiter That Specializes in Your Industry

The value of the staffing industry will surpass the $157 billion mark in 2020, with over 20,000 staffing firms throughout the country. The industry is incredibly complex, with many different nuances, strategies, and services. With terms like contingency, retained, engaged, contract, direct-hire, temp-to-hire, and many more, selecting a firm to hire can seem like a daunting task. But how do you know which firm is right for your company? Here are a few reasons why you should enlist the help of a recruiter that specializes in your industry.

You get what you pay for

So how do you select which firm is right for you? Several factors go into this; the first that comes to mind is the price. According to Top Echelon, the average recruiting fee for direct-hire placements is 21.5%, but the price isn’t the most crucial aspect of selecting a staffing agency. For instance, there are recruiting companies that will offer aggressively low rates, like 10%, to earn your business and hope to get a placement. But what are you even getting for 10%, 20%, 30%, or even 40% for a fully retained search? While the price is clearly important, there is much more to consider before you choose the recruiting firm that’s right for your company.

Does your recruiter understand your hiring needs?

What does the recruiting agency specialize in? Do they specialize in anything at all? Or just work on whatever role they can get? This is a common practice that often leads to recruiters not knowing much about the industries they are recruiting on because they work on anything and everything. The result of this is sending unqualified candidates to the end client.

For example, if I have never worked with a Chemical Process Engineer, discussed the role with hiring managers, and self-educated myself on the position, how would I successfully determine a qualified candidate? And then, the next day, start working on a Nurse Practitioner while also working on SBA Business Development Officer? It’s a practice that can net results, but it won’t likely provide clients with qualified candidates in a timely fashion. Also, if this is a position that is directly responsible for the safety of others, such as a Safety Manager, you may be putting the lives of others at risk if you submit a candidate that isn’t qualified and competent to do the job.

Find a recruiter that specializes in your industry

Working with a recruiting professional that specializes in your companies’ field is the way to get the best results. It isn’t always the cheapest solution, but time is money, and how often is the most affordable product the best? Here and Johnson Search Group, we specialize in four different industries:

We pride ourselves on self-education and understanding the ins-and-outs of the industries we recruit in to identify qualified candidates, screen those candidates (multiple times), and submit them to our clients in an efficient manner.

Partner with a recruiter that understands your needs

So, I ask you: who have you selected for your staffing partner? Do they understand your hiring needs? Are they supplying the right candidates for your vacancies? If your answer is no, I suggest exploring other options that may achieve better results, and ultimately, fill your staffing needs.

For a recruiter that specializes in YOUR industry, give me a call. I want to work with you and learn how Johnson Search Group can impact your company.

3 Growth Strategies To Lead Your Team To Success

3 Growth Strategies That Will Lead Your Team To Success

Growth can be intimidating. You worry that adding staff to your team may stretch your resources, increase your costs, and worry whether now is the right time or not. However, the job market is hot right now, and competition for qualified talent is at an all-time high. It is the perfect time to add to your team, and there’s a smart way to do it. These three growth strategies will help ensure that your team will grow in a steady, sustainable way.

1. Recruit The Right People

The most costly mistake you can make is hiring the wrong person. If a candidate is not thoroughly vetted or completely closed on the job, they will either leave quickly or stay and underperform. When you partner with a recruiting firm like Johnson Search Group, we meticulously vet each and every candidate we work with a minimum of three times before they are extended an offer. We walk our candidates through the entire hiring process, closing them on the job, money, company, and location every single time we talk with them. It is of utmost importance that we only submit the best candidates that want to join your team and make an impact.

2. Hire Quickly

With how competitive the talent market is right now, you must hire quickly! While it may feel like pushing to hire is an increase in cost, it will actually save you money and resources in the long run. The cost of talent acquisition is a huge burden to many departments and can cause a significant slowdown in production. Streamline your hiring process to shorten the time from first contact (application or submit) to offer and start date. This will ensure that you can secure the most qualified talent for your team.

3. Boost Retention Rates

One of the strongest moves you can make to grow your team is to keep your best employees on board. Again, with the candidate-driven market, there are a lot of opportunities out there. Your most talented staff are more than likely being actively recruited. So, give them a reason to stay! Are you offering fair compensation and benefits? Take a look at your company and team culture. Try implementing frequent reviews with each of your employees to check in on their happiness and satisfaction with their jobs.

Does your growth strategies need a boost? Partner with Johnson Search Group to take your team to the next level and achieve your growth goals this year.

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