3 Strategies To Hire Top Candidates

3 Strategies To Hire Top Candidates

As we head into 2020, competition for top candidates is predicted to be more competitive than ever. Which is why you’ll need to bring your A-game to hire the talent you need to take your company to the next level. Here are three things you will need to do in order to compete in this extremely competitive hiring market.

Don’t Wait For Applications To Come To You

With an average job gain of 161,000 throughout 2019, today’s candidates have plenty of options. Additionally, employers are offering more benefits, higher salaries, and greater work-life balance to retain the employees they currently have. With all of the options on the table for people today, perfect resumes probably won’t come across your desk. This perfect storm means that you will have to actively hire qualified candidates. Task your recruiting department with looking for the talent you need and reaching out to them regarding your opportunity.

Partner With A Recruiter

As you know, internal HR and recruiting teams are extremely busy. They are often juggling dozens of open positions, each of which are of the utmost priority. To avoid the high cost of vacancy, and secure the talent you need, it is worth your investment to partner with a third-party recruiter (like JSG!). For a nominal cost, we prioritize your critical positions, actively recruit qualified candidates, and coordinate all of the hiring process details. Want to learn more about our recruiting services? Head here!

Make A Strong Offer

Once you have discovered the perfect candidate, put them through your streamlined hiring process, and be prepared to make an offer; make sure you come in as strong as possible. Candidates are often juggling multiple offers at once in this market, so it’s important that you make your best offer upfront. Be transparent about salary and benefits from the start. Additionally, be prepared for the candidate to come back with negotiations. If they have competing offers, you may need to match.

Ultimately, know that you don’t have to fight for your spot in this market alone! JSG can help you find and hire the talent you need to fill critical roles and achieve your immediate growth goal.

October Hiring Is The Most Competitive

A new LinkedIn survey found that October has the highest number of job openings on the site. Additionally, a whopping 89% of hiring managers filled those roles in less than four weeks. So what does this mean for companies trying to onboard new staff before the holidays? Well, you’ve got some competition. Here are a few ways you can stand out and secure the talent you’re looking for during this competitive hiring market.

Streamline Your Hiring Process

With companies hiring in less than four weeks, it’s absolutely essential that you move quickly. Candidates will most likely be juggling multiple job offers this month. Create room in your schedule for interviews, make decisions quickly, and get a written offer out as soon as possible. This is not the time to “see a couple more resumes” after you’ve interviewed a potential perfect candidate. If you don’t swoop them up, someone else will!

Consider Hiring Contract

Contract hiring is an excellent option for getting team members on board ASAP. There are fewer hoops to jump through during the hiring process, and you’re able to “try before you buy.” Additionally, you often have the opportunity to convert any contractor to a full-time employee if you find that it’s a great fit. We have even partnered with multiple companies to get contractors started in less than a week, meaning reduced cost of vacancy for your bottom line.

Actively Recruit

With the job market as hot as it is, sitting back and waiting for resumes won’t be enough. You need a team of experienced recruiters out there actively searching for the talent you need to take your organization to the next level. Unfortunately, many HR teams don’t have the capacity to prioritize active recruiting for critical jobs.

That’s where we come in. We have a recruiting team that has the experience and drive to bring you the candidates you need. We actively recruit for the best of the best and have an exclusive database of qualified talent that just maybe your next great employee. Ready to have a conversation about how we can help you compete throughout the month of October and beyond? Contact us today.

4th Quarter Job Market Outlook

October is the Most Competitive Month for Hiring
Work Flexibility, Remote Work, Hiring

How Work Flexibility Can Transform Your Hiring Process

Today’s competitive hiring environment has left many managers scratching their heads. You may find yourself asking, “how can we hire candidates with the necessary skills and experience to help achieve our growth goals?” Well, it’s not as simple of an answer as it used to be. When considering new opportunities, candidates are now weighing a multitude of factors — one of the main ones being work flexibility.

According to LinkedIn’s latest report of Global Talent Trends, work flexibility is quickly rising to the top of candidate requirements. And your competitors are getting on board! In fact, there has been a 78 percent increase in job posts on LinkedIn that mention work flexibility since 2016. Here are a few of the facts behind work flexibility and how it can completely transform your hiring process.

Attracts Candidates

51 percent of talent professionals state that work flexibility is one of the top features attracting candidates in today’s market. According to Anna Auerbach, Co-Founder and Co-CEO of Werk, “candidates are asking about flexibility in the interview process, and that was not happening a few years ago. If your answer is, ‘let me check with HR,’ you’ve already lost the candidate.” Be sure to mention your flexible work policies in job descriptions and throughout the interview process. That way, you can simultaneously attract candidates while setting expectations early and often.

Increased Diversity

We know how important diversity hiring is to our clients. Have you ever considered that work flexibility could be the solution you’re looking for? According to LinkedIn, women are 22 percent more likely than men to rank flexible work arrangements as a very important factor when considering a job. Sara Sutton, founder of the organization 1 Million for Work Flexibility, expands, explaining that it’s not just about working moms. “It’s people with disabilities, military spouses, people with health problems, caretakers, and people living in rural or economically disadvantaged areas. People need and want work flexibility for a lot of different reasons.”

Employee Retention

When you reward your employees with trust, they are much more likely to stick around. In fact, 54 percent of talent professionals cite encouraging retention as a major perk of flexible work. This can significantly assist in your recruiting efforts. When your current employees are happy, that shines through to prospective candidates! Not to mention, you’ll have less turnover, and thus, fewer spots to fill.

Keep in mind, work flexibility isn’t just about allowing employees to work remotely. A flexible work environment encompasses full-time remote employees, occasional remote working situations, the ability to shift working hours, and the freedom to briefly step away when needed. Try implementing one of these flexible solutions and watch how your hiring process transforms along with your working environment!

How To Make A Panel Interview Work For Your Hiring Process

How To Make a Panel Interview Work For Your Hiring Process

How To Make A Panel Interview Work For Your Hiring Process

There are many steps you can take to determine if a candidate is right for a position. Your goal is to decide whether or not they have the skills and experience needed to be successful in a role. Additionally, you want to understand if they will be a culture fit with your team. Arguably one of the best ways to do this is by holding a panel interview. In a recent study of performance and interview ratings, Google found that “averaging the ratings of a group of interviewers was by far a more accurate predictor of success than the rating of a single interviewer.”

By gathering company leaders or team members that a candidate would work closely with if hired, you add a variety of perspectives into your hiring process. Your employees get the opportunity to ask pointed questions during this time. Additionally, your candidate will get a glimpse at the team dynamics. But how do you add a panel interview to your hiring process successfully? Keep reading for our top tips on incorporating this crucial step!

Ensure that everyone is up to speed

If your panel involves employees who have not been involved in the hiring process thus far, it’s important to get them caught up. Before the interview, give everyone a copy of the candidate’s resume. This allows them to read about the experience and formulate specific questions. Let everyone know where this candidate is at with respect to the hiring process – is this their third interview? Have they already met with key leaders in the organization? Finally, lay out the goal of this panel interview. Is it to make a final hiring decision? Or is to determine which role on the team would be the best fit?

Give everyone a chance to engage

The main benefit of holding a panel interview is access to viewpoints. Ideally, your interviewers will ask different questions and focus on varied experiences and skill sets throughout the candidates’ past. That’s why each member of the panel must have the opportunity to engage with the interviewee! More than likely, the variety of questions will spark follow-up questions from other panel members, making for a much more dynamic interview all around.

Ask for individual feedback after the interview

To avoid groupthink, it’s important to let each member of the panel form their own opinion prior to discussing as a group. Before coming together to discuss the interview, have each team member submit their thoughts on the candidate separately. This allows you to get an unbiased view of the candidate from multiple perspectives.

Want more information on interviewing and hiring? Subscribe to the JSG newsletter for the latest and greatest tips from a recruiting team who has hired thousands of candidates.

Construction engineers discussing work on site.

Construction & Engineering Trends to Look Out for in 2019

Construction engineers discussing work on site.

What’s Happening in the Construction & Engineering Industry?

With the implementation of new technologies, changing practices, and a shift in mindset, the engineering and construction industry faces some major changes in 2019 and beyond.

Currently, the construction industry is booming with the employment of over 7.2 million people, an all-time low unemployment rate (1.3% for engineering and 3.6% for construction), and a projected market value of $808 billion by the end of 2019.

This market is extremely competitive; some are even calling 2019 in the construction and engineering industry “The War for Talent.” The heightened competition in this field makes it hard for employers to find the best talent that will drive their company to success. Let’s take a look at the four industry trends to look out for in the second half of 2019.

Technology Might Be Changing Everything

As we all know, technology is constantly changing, affecting almost every part of our lives! As a result, today’s increase in technology directly provides career growth opportunities in the engineering and construction industry. Technology supports, rather than replaces, the industry’s talent with better tools for success. In short, technological advancements provide safer work environments, more efficient practices, and an elevated quality of work.

Technology like smart gear, drones, AI, and smart cities are taking this industry by storm. Smart gear, like connected hardhats and work boots, leads the way in safety with alternative ways to communicate, monitor, and track employees. Alongside smart gear, drones have become more popular on work sites. Within the last year, drone usage increased by 239 percent. Using drones provides a more advantageous way to look at sites, create heat maps, gather analytics, and market.

In addition, the efficiency of projects is skyrocketing with the help of technology. AI alone reduces project time and cost by as much as 15 percent! Overall, the variety and multitude of advancing technology are paving the way to the future: smart cities! These advanced cities incorporate ICT, information, and communication technologies to improve the entire city’s quality of life. Smart cities provide a better future living while also reducing waste and consumption. New York, China, and Singapore are just a few cities that have already started implementing smart city practices. Smart city spending is expected to reach $158 billion globally by 2022, and is relying on the engineering and construction industry to get there!

Software is Improving Efficiency Beyond Belief

Overall, the construction and engineering industry is thriving due to the increase in technology. The industry is facing some technological advancements related to data and software from which it won’t be able to shift away. Improvements in project management software programs make jobs more time-efficient by eliminating steps in the process. Building Information Modeling (BIM) Software and Smart Contracts are on the rise. BIM’s 3D intelligent software is making industry leaders stand out from the crowd by facilitating the entire life cycle of a project. Likewise, Smart Contracts also increase productivity by providing an all in one tracking system that keeps all the moving parts of the business operation in line.

Construction and Engineering Practices are Taking a 360

Modular and prefabricated construction is accelerating the future of the construction and engineering industry. Modular/prefabricated construction can generally be clumped together and defined as when modules of buildings are assembled off-site then brought on-site for final construction. This relatively new method in construction has significant benefits, including financial savings, time efficiency, environmental benefits, safety improvements, and project flexibility. Being overall, greener, faster, and smarter. It’s predicted that modular construction will continue to grow by 6.9 percent per year, hitting an impressive $157 billion by 2023!

Sustainability is Becoming More and More Important

In combination with updated practices and technology advancements, going green in today’s society seems easy. Consequently, green construction is the most trending topic in the construction industry. Green construction is a way of building projects in an environmentally responsible and resource-efficient way. And, the younger generation views not as an extra benefit, but as an expected standard. This industry is gearing toward renewable and sustainable practices by aiming for the Leadership in Energy and Environmental Design (LEED) Certification. This world-renowned certification provides a way to verify environmentally friendly practices through a widely recognized source. Today, companies want to obtain this certification to achieve instant recognition, increased efficiency, and decreased resources. In conclusion, it’s evident that going green truly has its perks in saving money and time in this industry.

What Now?

The engineering and construction industry faces rapid growth and change in 2019, and it doesn’t seem to be stopping there! Now is the time where talent is needed the most but the most difficult to find! But, we are ready to help you find the best and most qualified talent in today’s tight labor market. Check out our job board to get your critical roles filled fast!

Candidate Experience, Hiring

Is Candidate Experience Hindering Your Hiring?

Candidate Experience, Hiring

Hiring experienced talent is getting awfully competitive out there! Your internal recruiting team is doing their best to keep up with a growing demand for open positions. However, the number of people on the market is slim and the best candidates are comparing multiple offers at once. One of the main factors affecting your company’s ability to attract and retain qualified talent is your candidate experience. Here are the make or break steps throughout your hiring process.

Internet Presence

Oftentimes, the first contact candidates will have with your brand is through the internet. This is where the candidate experience begins. Once they apply for your job or have an initial conversation with a recruiter, they’ll head straight to Google. An engaged candidate will browse your website, check out your social media presence, and read online reviews. Consider how your company is portrayed online – is it an accurate representation of your culture and team as a whole?

Timing

In a job market where candidates are receiving multiple job offers at a time, it’s absolutely essential to move the process along as quickly as possible. Scheduling interviews needs to be your first priority, and if you’re particularly interested in a candidate, go ahead and bring them onsite! Finally, when you decide on a candidate you’d like to hire, extend your offer ASAP.

Communication

The number one thing that will improve your candidate experience is open and honest communication throughout the entire process. If you would like to bring someone in for an interview, go ahead and let them know. Even if you still need to coordinate timing, informing the candidate of your interest will make them feel respected and give them something to look forward to and prepare for.

Support

The recruiting team you partner with can make a big difference in a candidate’s overall experience. When you work with JSG to fill your critical needs, we work with both you and the candidate every step of the way. Our team helps facilitate interviews, communicate questions and timelines, and coordinate offer delivery. So, when you need to add a member to your growing team, contact us. JSG can help make it a seamless process, allowing you to secure the talent you need when you need it!

talent in this candidate-driven market

What Today’s Talent Really Wants

talent in this candidate-driven market

In today’s candidate-driven market, the competition for top talent is fierce. When a professional candidate puts the feelers out for jobs, they’re often receiving multiple offers in a matter of weeks. As a result, companies are finding themselves laying out more robust offers than ever before. When thinking about your recruiting strategy, be sure to push the boundaries of “standard” job offerings by incorporating some of the following elements:

Work-Life Balance

You may think “work-life balance” refers strictly to flexible working schedules and environments when in reality, it’s so much more. Candidates are on the hunt for positions that complement their personal lives in a sustainable way. Think outside the box for perks such as gym memberships, childcare, and opportunities for training and education.

Strong Leadership

You’ve probably heard the old adage, “people leave managers, not jobs.” This rings especially true now that candidates have more career opportunities available to them. In a candidate-driven market, constant change is inevitable. Top talent is seeking out leaders that will challenge yet support them while navigating uncharted waters.

Commitment To Technology

Technology is advancing so rapidly, it can be hard to keep up. However, organizations must commit to making strides in technology or talent will be drawn elsewhere. Focus your efforts on things that will make your employees’ every day easier. Consider HR software, computers, mobile devices, and CRMs.

Opportunities For Advancement

Of course, employees want the opportunity to climb the ladder. Moreover, have you considered the skills and traits they’ll need when they reach their goals? Providing proper training for leadership makes all the difference in your company from the top-down. When you have leaders that are committed to your team AND possess rockstar management skills, you’ll strengthen your department from the inside-out.

A Sense Of Purpose

Last, but certainly not least, candidates are moving on to opportunities that give them a sense of purpose. This can be a result of their job function or even a simple sense of belonging to a great team. When employees are emotionally invested in their job, it shows in both their performance and the atmosphere. And it will really show during interviews as your best team members share their infectious passion with impressionable candidates.

We know how tough it can be to compete in a tight labor market. Partnering with a professional staffing firm will give your organization the extra boost it needs to secure the best candidates. Contact us today and let’s find you the candidates your team needs!

Why Summer is A Great Time to Hire

great time to hire

Most of us have been patiently waiting for summer. Longer days, warmer weather, and much-needed vacation time. But before you start to kick back and relax, it’s time to think about your hiring needs. There’s a common myth that summer is the slowest hiring season. Many people believe hiring slows down because there are not as many opportunities available. That simply isn’t true. With a 50-year low unemployment rate and 7.5 million job openings, the labor market is the busiest it’s been in decades!

Don’t let summer slow you down and deviate your hiring needs. Here are a few reasons why it’s actually a great time to hire.

Hiring tends to slow down

Typically, many employers slow hiring efforts during the summer months. Your fellow employees may be on vacation or taking advantage of “Summer Fridays.” These absences can make it difficult to coordinate panel interviews, and ultimately, make hiring decisions. However, with an unemployment rate of 3.6 percent, the pool of candidates to choose from is still shrinking.

Many companies desperately need talent, so it’s a great time to take advantage of your competition’s lack of attention to their hiring needs. With fewer hiring managers and human resource professionals hunting for candidates, there will be less competition for your company to swoop in and find fantastic candidates.

Additionally, many younger candidates have just graduated and are looking for their first career opportunity. Take advantage of this fresh pool of applicants and find some recent college grads to fill any entry-level roles.

Candidates are taking vacations

Many people patiently wait to take their vacation or paid time off during the summertime. This available time opens up the perfect opportunity for squeezing in an interview.

If a candidate is already taking a week off for a vacation, it may be easier to tack on an extra day for an onsite interview. Or if it’s just a phone interview, most people can spend 30 minutes to an hour away from the beach or family for a brief conversation. Don’t let vacation time scare you away from searching for the candidates your team needs!

Faster hiring process

Everyone is busy in the summer. Employees are out of the office and departments are balancing multiple projects. The faster you can add qualified people to your team, the faster they can get acclimated and start making an immediate impact. This is great for your company’s bottom line as the average job vacancy takes 42 days to fill at a cost of $4,129. Thus, by making smart hiring decisions quickly, you are saving your department money in the long run. It’s a win-win situation!

Just because the sun is shining, doesn’t mean you should put your hiring efforts on hold. In fact, hiring for critical needs during the summer months might be just what your organization needs to do in order to get ahead of your competition!

cost of vacancy

Are You Aware of the Cost of Vacancies?

cost of vacancy

In this crazy labor market, it’s not uncommon for an employer to have multiple vacant positions. But have you ever thought about the direct and indirect costs associated with a vacancy at your organization? It’s costing your company a lot more than you may think! Here are a few costs incurred by vacant positions and some tips on how to mitigate them.

Cost of vacancy

The average time to fill a vacant position is 42 days at a cost of $4,129. That’s $98 per day. That’s an extraordinary cost to your company’s bottom line, especially if you have numerous unfilled positions.

However, the time-to-fill and costs vary from industry to industry. In the Professional and Business Services industry, the average time-to-fill is only 25.2 days, just over three weeks. However, average time-to-fill vacant positions in the Healthcare industry is a staggering 49 days. So, depending on your industry, that $98 per day price tag can really add up!

Others are picking up the slack

If you have multiple vacant positions, chances are others on your team are picking up the slack. This is especially true if these vacant positions are critical to the operations of your organization. Regardless of how understaffed you are, some things cannot be left undone. So, now you have employees trying to do their job and someone else’s jobs. And if that’s the case, both jobs are probably not being done as well as they should be.

Unfinished work

The interviewing process takes time (22.9 days on average, to be exact). That’s a long time to take hiring managers, HR, and your team members away from their day-to-day tasks interviewing candidates. With employees away from their desks or workstations, the unfinished work starts to add up. Orders don’t get placed on time, projects start to fall behind, and even your customer service may start to suffer. All of these factors cost your company money (and possibly it’s reputation.)

Speed up your hiring process

The average length of the interviewing process is just over three weeks. If you’re looking to reduce the costs of vacancies at your organization, try to reduce the length of your interviewing process. Don’t wait to bring good applicants in; in a candidate-driven market, they won’t last long! Be open to phone or video interviewing in order to move things along.

After an interview, don’t wait more than a few days to make a decision. Quickly decide whether you want to present an offer or not. The longer you wait, the higher the odds of you getting ghosted by a candidate and having to start your search all over again.

Quick onboarding process

If you’re waiting to start onboarding your new employees once an offer is presented and accepted, you’re making a crucial error. The longer they wait, the more opportunities other companies have to send them a competitive offer. With an unemployment rate of 3.6 percent, your team can’t afford to wait. There are plenty of opportunities out there and if you don’t speed up your onboarding process, a candidate may bail on you and accept a stronger offer from one of your competitors.

Don’t go at it alone

If you are struggling to identify ways to improve your hiring process or implement the changes necessary to attract talented candidates, don’t fight this uphill battle alone. Partner with a recruiter, like one from Johnson Service Group, to get the help you need and reduce your costs incurred from those daunting vacant positions.