Designer
customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
Temp-to-hire staffing.
project management consulting services.
payroll services.
IT consulting services.

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
Temp-to-hire staffing.
project management consulting services.
payroll services.
IT consulting services.

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
Temp-to-hire staffing.
project management consulting services.
payroll services.
IT consulting services.

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
Temp-to-hire staffing.
project management consulting services.
payroll services.
IT consulting services.

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
Temp-to-hire staffing.
project management consulting services.
payroll services.
IT consulting services.

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.


If you’re an employer, navigating the labor market can be challenging. But at Johnson Service Group, we are here to simplify things. Here is a collection of hiring process recommendations, overviews of the current landscape of the labor market, industry news, and much more. At JSG, we work hard, we work together, and we work for you.

Keeping Your Workplace Safe: Heat Illness

One of the major work dangers is heat illness. Though more common in the summer months, it can be a problem throughout the year. Read on for a few tips on what to look out for and how to prevent heat illness.

Causes

The overarching cause of heat illness is unpreparedness. One must always be prepared for the conditions of their work environment. If working outside, it is important to always come prepared with sun protection and something to hydrate yourself with. If you are working inside in extremely hot conditions, you can fall ill if not dressed or hydrated properly. Oftentimes, heat illness strikes with heavy physical labor. Your body gives you signs when you need a break from the current conditions—do not ignore these signs! Not finding a way to cool down when your body is alerting you can bring no heat illness.

Signs

There is a multitude of symptoms that can point to heat illness. Many experience a headache or nausea. They will feel weak or dizzy in addition to this. Someone experiencing heat illness will either sweat heavily or experience the opposite—hot, dry skin. Either way, their body temperature will be elevated, and they will experience thirst and decreased urine output. In more extreme situations, the individual could have slurred speech, seizures, loss of consciousness, and abnormal thinking/behavior.

Prevention

There are a plethora of ways to prevent heat illness. Some key ways are hydration, sun protection, and listening to your body. Wear breathable clothing and a hat to protect yourself from direct sunlight. Keep hydrated with cool water, even if you do not feel thirsty. Check on your coworkers and make sure you are taking breaks in the shade when possible. If starting a new job, make sure you are acclimated to the environment before you go in headfirst. It takes time to acclimate to the heat and physical working conditions.

Watch out this summer! Protect yourself, look out for others, and when in doubt, take the safe route. Stay cool!

Selecting the Right Candidate

How do you know if you are selecting the right candidate at the end of the interview process? It can be easy to feel conflicted between someone with the right “vibe” and someone with the seemingly perfect experience level. Read on for some help with weighing the value of different characteristics to your company.

Qualifications

This is the first thing we look at when a resume comes in. In most cases, you do not even need to speak to this person live to know if they are technically qualified for the role for which you are hiring. However, it is beneficial to speak to the candidate to find out in what capacity they were doing this work previously. There is no international standard for what every job title really entails, so make sure to dig a little deeper. Ask them about their day-to-day in previous roles to gain a clear understanding of their experience.

Soft Skills

Dare we say that soft skills are just as important as concrete qualifications? WE DARE. Specific soft skills make someone teachable, motivated, easy to work with, etc. Look for someone who is a good communicator and always looking to improve. People who are open to hearing others’ perspectives and willing to admit mistakes in their work are usually the best at what they do—they are consistently looking to better themselves and their craft. These candidates see coworkers as resources rather than competition; they will be a great asset to your team.

Culture Fit

Does this candidate fit with the “energy” of your team? Obviously, we do not want to have an office filled with 30 copies of the same person, but teams work best when they get along well. Having a diverse group of people that can easily get along and communicate is ideal. A candidate can be wildly different from others on your team, but if they can jump in and chat with the team, they may be an excellent fit for you.

Hiring is an exciting process. JSG wishes you the best of luck in finding that perfect fit!

Hiring for Growth

When looking to grow your company, hiring the right people for the right positions can be the difference between success and, well. . .not success. Make sure you are hiring to create the culture and growth you envision. Growth is only a few steps (and employees) away!

Hire for Culture

Look for people that will help push your company culture in the right direction. You can be honest that you are looking for a culture fit. If some skills are not necessary but can be acquired, you may want to compromise on someone having them right out of the gate. It is better to hire someone who brings the right energy to your company with a few skills to be learned rather than an expert who is not helping cultural growth in the right direction.

Hire at Growth Points

Hire the right people for the right positions. Do you see a need for a new department? Hire for one! Want to expand your offices to another state? Interview there! It is easy to want to keep things in the safety of your controlled office, but you cannot grow unless you take some leaps of faith. Trust that your new hire can help plant a presence in that new state while you have regular check-ins with them. Trust that the hire for the new department can run the show with a bit of help/support from the established departments. Stay flexible and be willing to shift expectations and timelines.

Attract the Right People

Writing job descriptions and advertising those positions properly is key to attracting the right people to join your team. Your descriptions should draw people in. Make sure to include the daily tasks of the position and your expectations for the employee as a part of your company. If they will be an integral part of your company’s growth and have the license to make decisions for their role, let them know! Freedom to assist in development is exciting, and more people will likely jump at the opportunity to participate.

Hiring the right people is vital to your company’s growth and prosperity. Reel in those excellent candidates!

Committing to Your Employees

What does it mean to commit to your employees? To create a company culture in which employees thrive, a company needs to commit to treating their employees well and working together to meet their needs. Happy employees are more productive.

Work with their needs

Check in with your employees and learn about their needs. Would they benefit from a hybrid schedule? Do they feel more productive when starting work earlier/later? What kind of benefits keep them motivated? Catering to employees’ needs (within reason) leads to a happier and more productive workplace. Employees know where and how they work best and what makes them work hard! Tune into that and find reasonable ways to supply them with what they need.

Be flexible

No one benefits when either party is rigid. Before rejecting ideas from employees you may initially see as outlandish, consider what inspired them to suggest the idea. You may need to read between the lines a little bit to understand the reasoning behind employees’ needs. Every person is different. They have various stressors, different mental states, and individual family situations. This should be considered when evaluating requests and determining how to support individual employees’ needs.

Evaluate often

Reflecting inward on your company’s approach to your employees is a practice that should happen frequently. There is no shame in having a sort of “trial run” with some changes (those that can easily be temporary). See what changes produce happier employees and quality work. Work environments and expectations are constantly changing with the world. It is essential to reflect and adapt to the changing times to compete with the companies around you and keep your employees happy.

Committing to employees leads to employee retention. Your employees will notice when you have made efforts to improve their working experience. Invest in your people!

Communicating Company Values to Candidates

When hiring new employees, it is crucial that they know what your company stands for. How can you communicate your values as genuine, rather than just all talk?

Share employee experience

Typically, it is good to have a candidate interview with more than one person from your company. Use this to your advantage to share information about your values. Encourage whoever is interviewing the candidate to share what they genuinely like about the company and what it stands for. Suppose your employee truly feels like your company reflects your values well. In that case, this will be communicated to the candidate in how the employee speaks about the company.

Cite the action behind your words

Describe for your candidate how the company values play into daily work. You can speak about this when describing what they can expect when working for you. For example, if you value balance, you may refer to how you do not ask employees to work past regular hours. If your company values community outreach, you could mention your company’s monthly volunteer projects. Candidates are wary of companies that spew buzz words without actions to back them up.

Ask their opinion

Good companies care about their employee’s opinions. This can start as far back as the interview process. Ask them what values they like to see in the company they are working for. Share with them what your company sees as important and how that may align with what they value. Not only does this open the door for conversation about company values, but it also signals to the interviewee that your company is willing to take opinions and criticism into account when growing and changing the company.

Your company values should be somewhat evident in how you conduct business. Giving candidates a taste of your day-to-day, having them talk to other employees, and doing a little bit of shameless self/company promotion is all you need to communicate your values to potential employees.

Employers: Hiring Trends to Follow

The market is constantly changing, and keeping up with hiring trends is crucial to attracting the best candidates. Many employers are no longer only hiring for hard skills or expecting candidates to simply come to them. Trends are changing, and candidates expect more from their interviewing experience.

Personal Recruiting Experience

Candidates are looking to trust their recruiters these days. It is essential that as someone enters the hiring process, whoever they are speaking to builds trust and sells themselves to the candidate. When the candidate trusts their contact at the company, they also trust their opinions (a.k.a. why they should work for the company, why they may be a good fit, etc.). Candidates do not want just to be thrown into the hiring machine; they want to be treated as human and recognize the person on the other side of the phone as human as well.

Employer Image

Candidates are looking to work for companies with values they believe in. Candidates want to see a well-branded company with a clear mission as well as defined goals and values. Is the company staying up to date? Is their brand kit sharp? Do the words in their mission/goals/values have meaning, or are they all just buzz words? Candidates have increasingly begun to look for more out of the companies they decide to work for.

Soft Skills

Hiring and retaining employees with good soft skills is essential to creating a healthy culture in which candidates will want to work. While some hard skills are critical for a position, good soft skills can make up for places where hard skills are lacking. In many cases, it may be better to have a quick learner without a hard skill than an employee who possesses that hard skill but lacks communication skills and takes a while to catch on to new tasks. Allowing some flex in your hard skills and going after the soft skills is key to hiring the right candidates to foster growth in your company.

Keeping up with candidate trends allows your company to grow steadily and stay relevant in the hiring community.

What Sets JSG Apart from Other Recruiting Firms?

JSG has over 35 years of experience in the staffing and recruiting industry, marked by hard work and steady growth. We use our reach to not only provide our clients with the best candidates but to connect our candidates with the best companies. We love to see you succeed!

Dedication

As a company, we are committed to building strong relationships with our clients. We are dedicated to constantly building on our industry expertise so that we can serve you well. We have gathered a strong network of recruiters to bring you the best candidates possible. JSG works hard to understand your needs and requirements as a company so that we can represent you and your values well while translating that to the way we recruit for you.

Expertise

Starting in 1984, JSG has worked hard to establish itself as a top-rated cross-industry staffing and recruiting company. We have grown our reach to extend to offices across North America. JSG has a large team of recruiting experts with specific industry knowledge that they use to find individuals with the specialized skill sets you require. We understand the challenges of the job market, and we overcome those to bring you the best candidates your specific industry has to offer. JSG has been named to three of the Staffing Industry Analyst (SIA) lists for seven consecutive years. 

Development

As a leader in our industry, JSG is always looking for ways to develop and adapt to the changes in the job market. We grow with our clients. JSG seeks to foster growth in companies by providing them with candidates who have similar goals and values to our clients. We are constantly looking for ways to expand our resources and better our recruiting processes to provide for our clients in the most efficient way possible.

JSG loves to see our clients grow and our candidates thrive—that is why we love to make perfect matches for you here at JSG. Check out the growing list of industries we serve here!

Expanding Your Reach

As a company, you may be struggling to draw in the right kind of candidates to work for you. Unfortunately (or fortunately), the days of candidates finding jobs in the Classified section of the newspaper are pretty much gone. Never fear: there are a few simple (and updated) ways for you to get noticed. Read on!

Online Presence

Many job seekers begin their search online—it is essential that your company has a significant online presence. Use professional sites like LinkedIn and Handshake to get your name out there! Don’t overlook more casual social media spaces, either. Facebook, Instagram, Twitter, and more can all be used to drive people toward your company. Using social media regularly and staying up to date on trends implies that your company is keen on what is currently happening on the web and in the online hiring sphere.

Web Advertisements

In addition to your online presence, it is key to run targeted advertisements. Using different online platforms, you can run ads in specific areas that you are trying to reach! You can run ads or get your jobs boosted on job search websites. You can also use social media platforms for advertising your company or specific jobs you are looking to fill.

Job Fairs

Though many people do start their search online, a little face-to-face interaction goes a long way. Search for job fairs in the area where you are looking to pull candidates! This may be a specific college campus or in certain states and towns. Make your space at a job fair approachable and representative of your company. Appeal to the kind of person you are trying to hire! Send employees that best reflect your company culture and will draw good people to your job fair booth.

Expanding your reach is about putting yourself out there on all platforms possible. Get your name out there, represent yourself well, and get noticed!

Putting Candidates at Ease Before an Interview

If you want to see your candidate’s true character and personality shine, make them feel comfortable around you! This will give you a taste of how they will function within the company once they settle in and get comfortable.

Ask Ice-Breaker Questions

Ask the candidate a few questions to get them talking without feeling the pressure of having the perfect answer. You could ask them how their drive was or how their day has been. Ask them anything that has almost nothing to do with the job they are interviewing for. Creating no-pressure conversation allows them to settle in and get comfortable.

Be Vulnerable

When the interviewee inevitably asks you, “How are you?” respond honestly. If it has been a busy day, say so! Had a tough commute, but a great day? Tell them! Try to be open and comfortable with them to remind them that you are just a person too! Being real instead of the classic stiff, “good!” will put the candidate at ease.

Offer a (non-alcoholic) Drink

Within reason, try to provide things that the candidate may need during the interview. When you get the candidate situated in the room you are interviewing, offer them water or coffee. This welcomes them in and puts them at ease. If they do not bring a pen or paper with them, it gives them something to hold. If possible, provide tissues in the interview room so the candidate can use them if needed. (There is nothing worse than a “sniffley” nose during an interview.)

Comfort Bonus Tip: Show them around the office when they first arrive and LET THEM KNOW WHERE THE BATHROOM IS! If they must go during the interview, they can excuse themselves without having to shamefully follow you to the bathroom.

Keeping your Company Up to Date

Candidates are attracted to companies that are keeping up with the times. Staying up to date is key to both employee retention and attracting new candidates. Read on for tips on updating your company without losing your original values and goals.

Company Culture

Work culture has changed drastically over the past decade. Work-life balance has become a significant priority among many in the workforce, as well as company leaders. While some companies still push their employees to work themselves to the bone, the culture has pushed back, demanding balance. Make sure to check your company and see if you allow for work-life balance in your employees’ lives. Ensure that your company supports the people that keep you running!

Company Branding

Clearly define who you are and what your company stands for. Your company has a personality—make it known! Many things can be shown through the company’s image, whether this is your logo, website design, or social media presence. Your logo and even your company colors should be appealing and up to date. Candidates looking for jobs on websites like Indeed and ZipRecruiter are more likely to apply to a company with an attractive logo. It subconsciously signals to the candidate that your company is aware of changing trends and keeping up with the industry.

Company Benefits

Keep up with the times when it comes to benefits. Many companies are offering Work from Home or hybrid schedules. If you can run your company partially remotely, consider allowing your employees to work from home at least part of the week. Check out what other companies in your industry are offering for PTO and other benefits. Candidates gravitate toward companies that support their well-being and time off.

You can draw great candidates in by simply updating your company and presenting yourself with transparency. Find out what candidates are looking for and provide it for them!