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Post-Coronavirus Workplace

The Post-Coronavirus Workplace

The COVID-19 pandemic has affected each and every one of us. Some of us are working from home, while others are unfortunately laid off for the time being. Interviews will probably never be the same, and some employers are permanently implementing new policies to offer a more agile working environment. As a result of all of these changes, our place of work will look much different, at least for the time being. Here are just three ways the post-Coronavirus workplace will change.

Exercise more caution

Every single one of us will (or should) be more cautious going forward. If you don’t feel well, work from home, if possible. If you can’t work from home, take a sick day. If COVID-19 has taught us anything over the last couple of months, our health and the health of those around us is imperative. Even if it’s just a head cold, most people will take the precaution and stay home.

Regularly cleaning will be a must. It might even be part of your new daily or weekly routine to disinfect your tools and workstation. It may seem like overkill to some, but it’s better than the alternative. Some people may stop shaking hands as a greeting or congregating in a small breakroom for a cup of coffee. Some of these new routines will relax over time, but the workplace may look like this upon your return.

A leaner workforce

As of today, May 28, nearly 42 American workers have applied for unemployment benefits as the number of layoffs continues to grow (although at a slower rate). However, some teams may not build back up as they were before COVID-19. Many employers are doing fine with their new, smaller teams. Sometimes, less is more. So, as a job seeker, that means the market might be more competitive for the foreseeable future. As a result, you’ll have to be on you’re A-game and know how to navigate this environment! If you’re in that position, check out one of our recent blogs that offers helpful job search tips and tricks.

Flexible working conditions

Flexibility will be a huge change for many employers. Work from home will likely be a new perk that many employers were utterly against before COVID-19. Managers and executives alike are realizing that their workforce can be just as (if not more) productive. This shift will likely lead to better benefits, such as working from home for new parents or for when a child is sick. Millions of us are still working from home and successfully balancing our work and home lives. Therefore, your employer maybe a little more open-minded in the new post-Coronavirus workplace.

Since we are still feeling the effects of the pandemic, employers will likely show more flexibility for certain situations. For example, a new report shows that many parents are reluctant to return to the office because they have kids that are home alone finishing the school year online. And with some states or counties still forcing daycares to remain shut, some parents don’t have a choice to stay home with their families. Therefore, employers across the nation will be more understanding of situations like this and allow work from home days when needed.

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.

labor market remains candidate driven

The Labor Market Remains Candidate Driven

labor market remains candidate driven

Last week, the number of Americans who applied for unemployment benefits decreased, as 8,000 fewer Americans filed jobless claims in the first week of April than in the final week of March. Seasonally adjusted to 196,000, this figure for the week ending April 6th is the lowest figure since October 1969.

This sharp decline in jobless claims refutes economists’ predictions of slowing economic growth as businesses continue to create jobs and attract workers. It also brings the four-week average of weekly unemployment applications to 207,000 – the lowest figure reported since December 1969.

Following a disappointing February, the US Economy added 196,000 jobs in March. This brings the monthly average of jobs gains to 180,000 over the first quarter of 2019, with the unemployment rate remaining steady at 3.8 percent.

While forecasts for the rest of the year vary, most experts remain optimistic that the US economy will continue to grow in 2019. In this candidate-driven market, employers may be struggling to find or retain high-quality talent for their organizations. With so many opportunities, the best employees can be selective when choosing a career; they have the opportunity to focus on the areas that matter most to them.

The challenges of today’s labor market

Candidates continue to have their pick of job opportunities. In fact, there is more than one job for every available candidate, according to the latest JOLTS Report. In other words, employers do not have the luxury of taking their sweet time to make hiring decisions. We understand it’s difficult to make these tough decisions while trying to keep up with your everyday job duties. But fortunately for you, you and your team don’t have to climb this uphill battle alone.

The labor market remains candidate-driven. If you are struggling to find and/or keep top performers, we understand your frustrations. Working with a recruiter, like one at Johnson Search Group, will help connect you with candidates ready to make an impact on your organization. Reach out to us today and let’s work together.

unemployment

Unemployment: How to Address A Lapse in Your Work History

unemployment

Whether you’re currently unemployed and looking for a new opportunity or you have a gap in your work history on your resume, this can be a tough topic to navigate. If you have a lapse in your work history, you will likely be asked about it during your job interview. However, how you respond to this topic will make or break your chances of nailing the interview. Here’s how to discuss this issue if it comes up.

Come prepared with an answer

First of all, if you find yourself in this situation, prepare an answer ahead of time. The interviewers will likely notice if you have a lapse in your resume. Especially if it’s a significant gap. If it’s only a few weeks or a month, the question probably won’t even come up. However, if you were out of work for several months at a time, it will likely raise some red flags.

But don’t panic! If you find yourself in this boat, take a few minutes to prepare your answer beforehand so you can answer it briefly and move on to the next question.

Keep it positive

Regardless of why you were/are unemployed, keep your answer positive. If you were laid off or fired, don’t start badmouthing your previous employer. That never reflects well on you. Instead, try to keep it positive. If you talk poorly about a past employer, what will you say about the organization interviewing you for their open position?

And if it was a voluntary unemployment, the hiring manager will wonder why you left. Again, keep it positive. Did you take a break to focus on your health? Did you use your time off of work to hone a new skill or earn a certification? By focusing on the positive, you will reassure the interviewers that you’re a strong candidate and won’t bring any drama to the company.

Less is more

This is probably the most important point. The more information you offer, the bigger the hole you may be digging for yourself. Don’t sit there and blather on. Instead, keep your answer short and sweet. Answer the question concisely, positively, and spare any details that aren’t necessary. It can be easy to simply keep offering up unnecessary information to try and justify your absence from the workforce.

Nonetheless, if you come prepared and follow the advice outlined above, the interviewers will likely move on to the next question without putting you through the wringer.